Talent assessment tools are an essential part of HR’s toolkit. These tools provide a robust mechanism for talent measurement, which can then be used to align talent with business strategy. However, talent assessment tool selection poses some key challenges to HR teams. First, there are just many options out there, with each tool having its strength and best fit. This makes the task for HR harder
High Potential employees, or HiPo's, bring great value to their organization. As unique as their contributions are, their needs and demands in any development programs are equally as unique. Organizations that take a one-size-fits-all approach do not enjoy the return on investment that HiPo's can bring. From identification to development, organizations should take a personalized approach to HiPo'
Talent management has long been an important practice in organizations to ensure the right talent make their way into the right roles in line with the overall business strategy. Whilst important and impactful, talent management is not easy to manage especially in large organizations with high headcounts. The old ways of talent management were quick but subjective and unfair because it depended on
The 9-Box Grid Matrix has helped organizations categorize and visualize talents in an objective and orderly manner allowing talent identification to be done quicker. Plotting employee's against this matrix allows organizations to quickly see where their high potentials and high performers are to not miss taking actions on them. However, whilst this model has served organizations well for long, it
High Potential Employees, or simply HiPos, are often called an organisation’s diamonds in the rough. This is because whilst high performing employees are easy to spot, HiPos need to be searched for. But once discovered and taken care of correctly, bring high value to their organisation. In fact, HiPos are said to bring more than twice the ROI as average employees do. But, organisations often miss
High Potential employees or simply called HiPo's bring great value to their organization. However, this rare group of potential leaders is hard to find and even harder to retain without the right processes in place. Surprisingly, many companies invest a lot of money into recruiting highly potential employees but do so little to retain them. At a time when talent is so crucial, organizations must
Pareto’s Indication of High PotentialsHigh Potential Employees, or simply HiPos, are often called an organization's diamonds in the rough. This is because whilst high performing employees are easy to spot, HiPos need to be searched for. But once discovered and taken care of correctly, bring high value to their organization. HiPos are said to bring more than twice the ROI as average employees
Graduate hiring has long been the focus of many organisations. Hefty investments have been poured in as organisations realised the importance of bringing in graduates that they can cultivate to become future leaders. However, with the composition of graduates now being largely comprising of Gen Z, companies face new challenges in hiring graduates. Here we explore 3 strategies to use in graduate h