Using assessments is always the optimal—and most objective—way to identify high-potential employees in an organization, because it helps eliminate the finger-pointing inherent in the “good-ol’- boy” system. Criteria—set measurements and data—are essential. A lack of consistency in language (i.e. criteria) from which to make decisions results in an inconsistent process of talent identification. This is one of the biggest complications in identifying HiPos, when the decision-makers base their judgment on personal perceptions. When that happens, identification falls back into the dangerous “buddy system,” which can cause animosity. Proven assessments standardize the platform from which potential is measured, eradicating the possibility of problematic opinion. Managers who want to recognize high-potentials need to do three things to effectively identify HiPo behavior when implementing an assessment.
• Define the criteria.
• Make the criteria measurable.
• Create or implement tools to measure the high-potential criteria. There are several assessments available to help managers identify and promote high-potential employees.
A reliable and validated assessment will accommodate all three needs. Marcus van Wyk offers several such assessments, including the ProfileXT® and Profiles Performance Indicator™
Contact Marcus for more workplace talent management solutions.
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