SOLUTION

HiPo

Our Solution

title decoration

Why Are HiPo Development Programs Ineffective?

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.

15
15

Only 15% of employees with high results are HiPo

50
50

Half of high-potential employees leave development programs within 5 years

46
46

46% of HiPos transferred to new roles do not achieve their goals


How to Select Candidates for HiPo Programs?

title decoration

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.

HiPo
ENGAGEMENT
arrow white

ENGAGEMENT

to a more devoted and long-term cooperation

EXPERT SKILLS
arrow white

EXPERT SKILLS

That support effective work in key professional roles

LEADERSHIP SKILLS
arrow white

LEADERSHIP SKILLS

That support effective work in key managerial roles

ASPIRATION
arrow white

ASPIRATION

To grow and get promoted to more responsible roles

SHL HiPo Solution in 3 Steps

title decoration
1
green arrow
ASSESSMENT

Candidates fill in ability tests and questionnaires (personality questionnaire and motivation questionnaire) and have a so called  “engagement based interview”

2
green arrow
DIAGNOSIS

Candidates receive in-depth feedback and prepare individual development plans with the support of a SHL consultant

3
green arrow
DEVELOPMENT

Implementing individual development plans and participating in HiPo program


See the Results

title decoration
Bristol-Myers Squibb | High Potential
SEE CASE STUDY
FSCS | High-Potential
SEE CASE STUDY
Valmet | High-Potential Solution
SEE CASE STUDY
SASRI | Succession Planning Solution
SEE CASE STUDY
Wills Group | High-Potential Solution
SEE CASE STUDY
Cundall | High-Potential Solution
SEE CASE STUDY

Your Benefits

title decoration
  • Twice as high probability of success in achieving company goals
  • Strong and well-prepared leaders can generate even up to 90% more revenue than others
  • 60% of HiPos will probably stay in the company twice as long as the others
  • 35% increase in HiPo commitment (if development programs go hand in hand with their career paths)
  • 23% increase in readiness to take on more responsible positions
  • 14% increase in employee performance in organisations that create appropriate conditions for learning and development

Download the eBook

Find out more about our solution