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The staffing process is something companies need to get right – no matter their industry. This rule seems obvious after considering the high costs incurred in finding, hiring and onboarding new employees. Making the wrong choice on a candidate sets the organization back months, with a subsequent productivity hit as a result.

A new scientific concept called high potential identification (HiPo) offers hope to increase the odds when searching for quality candidates. Let’s take a look at its concepts to see if it makes sense as part of your organization’s HR process.

Investing in the Right Talent Is Essential for Success

Studies reveal that the top 20 percent of a business’s employees account for 80 percent of its production. These factors become more pronounced as job roles increase in complexity. As in sports, the best of the best – especially managers – make the employees working with them more productive.

Therefore, finding superior candidates plays a massive role in the success of any organization. Finding that star employee involves the process discussed earlier: high potential identification. But how do companies leverage this technique to find and hire better employees?

Identifying a High Potential for What?

When using HiPo as part of your staffing process, you must first determine the criteria for success. Does a candidate have a high potential for being a successful manager or software engineer? Ultimately, the answer to this question depends on the line of business of your organization.

The Harvard Business Review feels HiPo needs to find the candidates able to become a key driver of organizational performance. “That is, they should define future stars as the people who will consistently generate exorbitant output levels that influence the success or failure of their organizations. Fortunately, science reveals that regardless of the context, job and industry, such individuals tend to share a range of measurable qualities, which can be identified fairly early in the process,” commented the HBR.

These three tangible markers for HiPo include a candidate’s overall ability in their chosen job role. Their social skills also matter, especially for those looking to manage others or interact with business stakeholders. Finally, their drive and motivation are vital factors for any employee to truly achieve their potential.

Learning more about using HiPo in your company’s own hiring process simply offers the opportunity to make better hires.

When you need additional insights on building a great team at your business, talk to the experts at PrideStaff Houston. As one of the top general staffing agencies in Texas, we know the candidates able to help your success. Schedule some time with us soon!