Companies often identify HiPos based on their high performance results. Therefore, the selection of candidates for HiPo programs typically include evaluating the quality of their work and previous achievements. Thus, it is not surprising that many HiPo development programs fail. Employees with spectacular work results are not always the ones who actually have high potential for more responsible roles in the future.
Only 15% of employees with high results are HiPo
Half of high-potential employees leave development programs within 5 years
46% of HiPos transferred to new roles do not achieve their goals
SHL has created a HiPo model based on in-depth research and analysis carried out together with our clients. The HiPo model consists of four basic areas that are key for the achievement of success in the future. In addition to high performance results that a HiPo program candidate should achieve, the candidate should also possess four distinctive features.
to a more devoted and long-term cooperation
That support effective work in key professional roles
That support effective work in key managerial roles
To grow and get promoted to more responsible roles
Candidates fill in ability tests and questionnaires (personality questionnaire and motivation questionnaire) and have a so called “engagement based interview”
Candidates receive in-depth feedback and prepare individual development plans with the support of a SHL consultant
Implementing individual development plans and participating in HiPo program
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