No, I do not have a typo. I am not talking about those big somewhat lovable yet dangerous animals that frequent the waters… the hippos.
HIPO’s… High Potential Candidates. Those job applicants or current employees in your midst that are the potential proactive earners, the successes, the gems.
You can’t tell just by looking at them. They are not wearing a big gold star on their lapel that signifies “I am your best employee to be.’’
An effective tool to use in identifying the HIPO’s is a behavioral assessment or psychological test that is specifically designed for jobfit analysis, such as the Harrison.
Behavioral assessments have a much better chance of gaining insight into behavior/suitability because they have a pre-designed strategy that structures questions and carefully considers interpretations of the questions. However, to be effective, behavioral assessments must:
- measure a large number of factors;
- effectively manage lie prevention and detection;
- produce results related to specific jobs;
- offer an overall job specific score that guides interpretation.
The best suitability assessments measure a wide range of different types of factors including motivation, attitudes, work preferences, work values, work environment preferences, and interests.
Assessments can give you an indication of a person’s tendencies and possibility of success in a particular occupation. The Harrison Assessment is designed specifically with job performance in mind. With just a short 30 minutes questionnaire, completed online multiple reliable reports can be generated that can not only help you choose the right candidate but also attract them into accepting the position once they have been identified.
It’s not exactly the “gold star on the lapel” however it’s an effective tool that can help you better identify, develop and retain your HIPO’s.