Using Psychometrics to Identify High Potential
Identifying high potential is a practice that needs to take place whilst recruiting, promoting and planning for the future.
Regardless of industry or size, every company seeks to fill their roster with a plethora of high potential people. But why? It is simple. A high potential employee will have a higher ceiling of which to grow and improve, therefore performing in their role far better. High potential employees are also known to raise the standards for the rest of their team, bringing out a more productive team.
This makes regularly spotting high potential candidates a very rewarding practice to undertake.
Applying Psychometrics
In order to recruit a high potential candidate, you must first accurately spot them. This is where the use of psychometrics can, and should, be applied. But in order to spot high potential, it is essential to firstly understand which attributes form a high potential candidate.
Three of the most common attributes associated with high potential are:
Ability
This is the ability to actually undertake the role and perform. To assess high potential, it is important to not only look at their current ability to do their role, but also their potential to move to a more complex/challenging position.
Drive
This purely covers the individual’s motivation and determination to accomplish a task. Drive is incredibly important to perform in a position over a long period of time. Work circumstances can change and the environment can become pressured very quickly, but an individual with high drive will perform at all times. Drive will also push a candidate to work hard for promotion and acknowledgement.
Social Skills
The social skills aspect of spotting high potential is a key determiner of high potential candidates.
Socials skills not only determine your ability to work in a team or collaborate with an external agency for example, but also your management style and all professional relationships. Someone with good social skills can maintain professional relationships over long periods of time as well as build broader networks.
All of the above attributes can be assessed through a combination of cognitive testing, psychometric assessments and a structured interview process.
Finding a candidate with the aforementioned qualities can be rare, but they are also the employees who have been found to produce the best ROI as well providing the best example for other employees in the company. This overall contributes to the entire company culture.
Ultimately, combining psychometric assessments with an interview process is one of the best ways to determine if a candidate has high potential or not.
To learn more about the psychometric tests we provide, use the following link: https://www.inpsyght.co.uk/solutions/
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