HiPos
High potential employees are three times more likely to succeed as future leaders of an organization, but 55% drop out of their HIPO programs within five years. Take a look at SHL’s guide to identifying, engaging, and retaining your HIPOs.
A Clear Definition of High Potential Employeest
SHL’s HIPO model is based on years of studying high potential employees and programs to identify the critical factors that determine their success. Based on this research, we determined that a true HIPO is not only a high performer but also someone with all three of the defining attributes: aspiration, ability, and engagement.
Aspiration
Who wants to rise to more senior positions? After studying over 431,000 people, globally SHL has identified a unique combination of motivational factors and behaviors of those who are more likely to rise to an executive position. Learn more about SHL’s HIPO model in our latest guide.
Ability
Who will be effective when they reach leadership positions? Only 1 in 4 professionals exhibit very high levels of leadership potential in their early careers. To provide a more holistic assessment of the ability to be effective in more challenging and senior roles, SHL has identified attributes that drive future leadership performance potential – beyond cognitive and reasoning ability.
Engagement
Who will commit to the organization and remain in senior roles? HIPOs are highly sought after in an increasingly competitive market and less than half of high potentials intend to stay with their current employer. Engaged HIPOs are 1.5x more likely to stay – but how is engagement defined? SHL’s definition and measurement is composed of two factors: current and future engagement.
Identify and Retain your Critical Talent
Bring Science to HIPO Identification
Measure each of the three characteristics through SHL’s scientifically valid assessments for personality, potential, motivation, cognitive ability, and engagement. Assess freshly nominated HIPOs or new joiners at any frequency.
