![]() Don’t drop the ball once you bring these candidates on as employees. During the hiring process, this was a coveted attribute. Remember that your HiPOs are very ambitious. Not only will advance training work as an incentive to keep your HiPO employees in place but will bring a higher level of skills and talent to your company. While training and development programs can be quite costly, you can maximize the benefit by offering training to your high-potential employees. There are several studies that link employee training to improved retention rates. Identifying HiPOs during the hiring process is a great step, but you also should develop methods of identifying current HiPO employees before you lose them. The last thing you want to happen is for your top performers to slip through the cracks. It is important to give these high potential employees constant feedback, both positive and negative. Solely relying on annual performance reviews may not be enough for your top employees. They take constructive criticism and advice very well because they continuously look for ways to improve their skills. With a statistic like this, the idea of maintaining the best of the best may seem out of your grasp, but there are things you can do right now to help keep your HiPO employees around a lot longer. Studies show that only 50 percent of employees identified as high-potential stay with the company for more than three years. Whether it’s a gym subsidy, unlimited snacks or healthcare benefits, we believe happy employees are success employees.” Here the company shares an array of unique benefits they offer, while also giving candidates a glimpse into their company culture. The Yelp! career site goes on to say “We believe in giving our employees the tools and resources to keep them healthy, wealthy and wise. At Yelp, we’re bringing together world-class talent from different experiences, disciplines and areas of study to produce a world-class product.” This statement shows potential candidates why the work at Yelp! is so important not just to them but to the world around them. The company career site states, “We’re passionate about connecting people with great local businesses. Yelp! is an example of one company doing it right. Instead, it details unique benefits, such as a dynamic workplace culture, the opportunity to work with top name clients, community outreach, training and development programs, the company offers. Benefits, in this sense, is not necessarily medical insurance and personal time off. ![]() It details the benefits the company offers their employees in exchange for their talents. In short, an EVP is a statement that explains why top talent employees should work for the company. An EVP (Employer Value Proposition) is the perfect tool to help employers do just that. This means that employers must find a way to differentiate themselves from their competitors. HiPOs know exactly what they want, and they have enough ambition and self-confidence to wait until they find the right employer to accept an offer. In today’s candidate-driven market, this is not always an easy task, especially when dealing with high-potential employees. Now, you must entice them to accept an offer of employment. Identifying your top candidates is only the first step. In fact, many HiPOs perform extremely well in stressful positions. Instead, they typically are even-tempered, even in chaotic environments. High-potential candidates rarely get frustrated under stressful situations. Not only do they accept responsibility and take ownership of their job responsibilities, but they also hold themselves accountable to meeting both personal and company goals. Your ideal applicants will have a high level of integrity. While they often strive to take a leadership role, they are still good working on a team. High-potential employees tend to have both excellent verbal and written communication skills. They set goals and they are determined to meet these goals. Without skills, knowledge and aptitude for the given position, the rest really won’t matter. Looking for these traits within your applicant pool can help you filter out your subpar candidates and focus on those candidates with the most potential.įirst and foremost, HiPO must have the right skills for the given position. ![]() The good news is that most HiPOs possess the same traits. In an already highly-competitive job market, it can be difficult to identify exactly who the high-performing candidates are. With this much potential, it makes sense for employers to want to identify, hire and maintain as many HiPO employees as possible. This makes HiPO employees an average of 400 percent more productive than your average employee. ![]() ![]() Studies show that the top 20 percent of your employees account for about 80 percent of your company’s productivity. HiPO (High-Potential Employees) are the most sought-after employees in the job market today and for good reasons. ![]()
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