All posts
5 ways to identify high potential staff
Author
Anjana Unni
Created on
March 18, 2024

Is your workforce ready to navigate the uncertainties that lie ahead? Today’s world is full of surprises, from economic fluctuations to global crises. While not every employee needs to excel in handling uncertainty, every organization relies on a select few with extraordinary potential, especially during crises, and these individuals are generally classified as High Potential (or HiPo) employees.

High potential employees are individuals within an organization who exhibit exceptional talent, and potential for growth and future leadership roles. Research suggests that HiPo employees are 91% more valuable than non-HiPo employees and put in 21% more effort than their colleagues. 

Five methods to identify high potential employees:

  1. Look for three main psychological markers
    Literature identifies three vital markers to consider while hiring talent: cognitive quotient for problem-solving and decision making, drive quotient for motivation and leveraging energy to take up challenging tasks and emotional quotient for ability to initiate influence and difficult conversations with empathy. Making informed hiring decisions should be based on reliable data provided by scientifically validated assessment tools like Deeper Signals
  1. Predict performance using talent analytics
    Predicting performance using talent analytics provided by Core Drivers Diagnostic can provide you with information on how a person is likely to behave in various situations. By leveraging data-driven insights, hiring managers and talent acquisition professionals can identify candidates who not only possess the necessary skills and qualifications but also demonstrate the potential to thrive and contribute to the organizations’ success over the long term.
  1. Evaluate leadership potential
    Studies indicate that 10% of individuals naturally exhibit leadership qualities, while an additional 20% have the potential to develop into exceptional leaders through proper leadership training and coaching programs. With the help of reliable data provided by talent assessments and Core Drivers, leaders and coaches can uncover the leadership potential employees and candidates. 
  1. Analyze cultural fit
    It is vital to understand whether there is culture alignment between the candidate and the employers as research suggests that 88% of employers acknowledge that cultural misalignment might lead to staff turnover. You can utilize the Core Values Diagnostic to analyze motivations, values and goal-directed behaviors that align with the existing organizational culture. Look for individuals who are adaptable and can thrive in diverse and collaborative work environments; especially focussing on cognitive diversity.
  1. Assess cognitive diversity
    Cognitive diversity is paramount for innovation and problem-solving. Deeper Signals can analyze working styles, preferences, and approaches, allowing recruiters to build teams with a rich blend of perspectives. By identifying individuals with diverse cognitive profiles, organizations can drive innovation and build effective teams.

Although identifying these individuals has often felt like searching for a needle in a haystack, advances in talent analytics help leaders find these valuable individuals; making succession planning and talent planning easier.

Gone are the days when employers used to select high potential candidates based on their “gut feeling”. Organizations are now looking at unbiased talent assessment solutions. Enter personality assessments like Deeper Signals that offer you reliable data based on the Five-Factor model to determine the potential of an individual and drive long term success at an organization.

Recent posts
News & Press
Enhance Hiring and Development with Deeper Signals' New Assessment Experience
Deeper Signals is thrilled to announce a new milestone with an elevated user-friendly, efficient assessment experience! The latest enhancements offer modern, scientific assessments that streamline hiring, accelerate onboarding, and personalize development journeys.
Read more
Guides & Tips
A Comprehensive Guide to Effective L&D Technology
Explore how technology transforms learning and development, providing customized experiences and enabling organizations to cultivate a proficient workforce for long-term success.
Read more
Guides & Tips
Key Benefits of Assessment-Based Coaching
This comprehensive guide explores how assessments can revolutionize coaching with precision insights, fostering enhanced self-awareness and strategic leadership development. Read our article to know more.
Read more
Guides & Tips
Why is self-awareness important in L&D strategies?
Discover the power of self-awareness in unleashing organizational potential. Explore 4 practical tips to integrate self-awareness into your learning and development initiatives seamlessly.
Read more
Guides & Tips
Essential Tips for Coaching Leaders Through Change
Coaching leaders through change is crucial. Whether it be an M&A, budget cuts, or another shift, explore these key tips to ensure the effective navigation of challenges in change management to help drive organizational success.
Read more
All posts
5 ways to identify high potential staff
Author
Anjana Unni
Created on
March 18, 2024

Is your workforce ready to navigate the uncertainties that lie ahead? Today’s world is full of surprises, from economic fluctuations to global crises. While not every employee needs to excel in handling uncertainty, every organization relies on a select few with extraordinary potential, especially during crises, and these individuals are generally classified as High Potential (or HiPo) employees.

High potential employees are individuals within an organization who exhibit exceptional talent, and potential for growth and future leadership roles. Research suggests that HiPo employees are 91% more valuable than non-HiPo employees and put in 21% more effort than their colleagues. 

Five methods to identify high potential employees:

  1. Look for three main psychological markers
    Literature identifies three vital markers to consider while hiring talent: cognitive quotient for problem-solving and decision making, drive quotient for motivation and leveraging energy to take up challenging tasks and emotional quotient for ability to initiate influence and difficult conversations with empathy. Making informed hiring decisions should be based on reliable data provided by scientifically validated assessment tools like Deeper Signals
  1. Predict performance using talent analytics
    Predicting performance using talent analytics provided by Core Drivers Diagnostic can provide you with information on how a person is likely to behave in various situations. By leveraging data-driven insights, hiring managers and talent acquisition professionals can identify candidates who not only possess the necessary skills and qualifications but also demonstrate the potential to thrive and contribute to the organizations’ success over the long term.
  1. Evaluate leadership potential
    Studies indicate that 10% of individuals naturally exhibit leadership qualities, while an additional 20% have the potential to develop into exceptional leaders through proper leadership training and coaching programs. With the help of reliable data provided by talent assessments and Core Drivers, leaders and coaches can uncover the leadership potential employees and candidates. 
  1. Analyze cultural fit
    It is vital to understand whether there is culture alignment between the candidate and the employers as research suggests that 88% of employers acknowledge that cultural misalignment might lead to staff turnover. You can utilize the Core Values Diagnostic to analyze motivations, values and goal-directed behaviors that align with the existing organizational culture. Look for individuals who are adaptable and can thrive in diverse and collaborative work environments; especially focussing on cognitive diversity.
  1. Assess cognitive diversity
    Cognitive diversity is paramount for innovation and problem-solving. Deeper Signals can analyze working styles, preferences, and approaches, allowing recruiters to build teams with a rich blend of perspectives. By identifying individuals with diverse cognitive profiles, organizations can drive innovation and build effective teams.

Although identifying these individuals has often felt like searching for a needle in a haystack, advances in talent analytics help leaders find these valuable individuals; making succession planning and talent planning easier.

Gone are the days when employers used to select high potential candidates based on their “gut feeling”. Organizations are now looking at unbiased talent assessment solutions. Enter personality assessments like Deeper Signals that offer you reliable data based on the Five-Factor model to determine the potential of an individual and drive long term success at an organization.

Recent posts
News & Press
Enhance Hiring and Development with Deeper Signals' New Assessment Experience
Deeper Signals is thrilled to announce a new milestone with an elevated user-friendly, efficient assessment experience! The latest enhancements offer modern, scientific assessments that streamline hiring, accelerate onboarding, and personalize development journeys.
Read more
Guides & Tips
A Comprehensive Guide to Effective L&D Technology
Explore how technology transforms learning and development, providing customized experiences and enabling organizations to cultivate a proficient workforce for long-term success.
Read more
Guides & Tips
Key Benefits of Assessment-Based Coaching
This comprehensive guide explores how assessments can revolutionize coaching with precision insights, fostering enhanced self-awareness and strategic leadership development. Read our article to know more.
Read more
Guides & Tips
Why is self-awareness important in L&D strategies?
Discover the power of self-awareness in unleashing organizational potential. Explore 4 practical tips to integrate self-awareness into your learning and development initiatives seamlessly.
Read more
Guides & Tips
Essential Tips for Coaching Leaders Through Change
Coaching leaders through change is crucial. Whether it be an M&A, budget cuts, or another shift, explore these key tips to ensure the effective navigation of challenges in change management to help drive organizational success.
Read more
All posts
5 ways to identify high potential staff
Author
Anjana Unni
Created on
March 18, 2024

Is your workforce ready to navigate the uncertainties that lie ahead? Today’s world is full of surprises, from economic fluctuations to global crises. While not every employee needs to excel in handling uncertainty, every organization relies on a select few with extraordinary potential, especially during crises, and these individuals are generally classified as High Potential (or HiPo) employees.

High potential employees are individuals within an organization who exhibit exceptional talent, and potential for growth and future leadership roles. Research suggests that HiPo employees are 91% more valuable than non-HiPo employees and put in 21% more effort than their colleagues. 

Five methods to identify high potential employees:

  1. Look for three main psychological markers
    Literature identifies three vital markers to consider while hiring talent: cognitive quotient for problem-solving and decision making, drive quotient for motivation and leveraging energy to take up challenging tasks and emotional quotient for ability to initiate influence and difficult conversations with empathy. Making informed hiring decisions should be based on reliable data provided by scientifically validated assessment tools like Deeper Signals
  1. Predict performance using talent analytics
    Predicting performance using talent analytics provided by Core Drivers Diagnostic can provide you with information on how a person is likely to behave in various situations. By leveraging data-driven insights, hiring managers and talent acquisition professionals can identify candidates who not only possess the necessary skills and qualifications but also demonstrate the potential to thrive and contribute to the organizations’ success over the long term.
  1. Evaluate leadership potential
    Studies indicate that 10% of individuals naturally exhibit leadership qualities, while an additional 20% have the potential to develop into exceptional leaders through proper leadership training and coaching programs. With the help of reliable data provided by talent assessments and Core Drivers, leaders and coaches can uncover the leadership potential employees and candidates. 
  1. Analyze cultural fit
    It is vital to understand whether there is culture alignment between the candidate and the employers as research suggests that 88% of employers acknowledge that cultural misalignment might lead to staff turnover. You can utilize the Core Values Diagnostic to analyze motivations, values and goal-directed behaviors that align with the existing organizational culture. Look for individuals who are adaptable and can thrive in diverse and collaborative work environments; especially focussing on cognitive diversity.
  1. Assess cognitive diversity
    Cognitive diversity is paramount for innovation and problem-solving. Deeper Signals can analyze working styles, preferences, and approaches, allowing recruiters to build teams with a rich blend of perspectives. By identifying individuals with diverse cognitive profiles, organizations can drive innovation and build effective teams.

Although identifying these individuals has often felt like searching for a needle in a haystack, advances in talent analytics help leaders find these valuable individuals; making succession planning and talent planning easier.

Gone are the days when employers used to select high potential candidates based on their “gut feeling”. Organizations are now looking at unbiased talent assessment solutions. Enter personality assessments like Deeper Signals that offer you reliable data based on the Five-Factor model to determine the potential of an individual and drive long term success at an organization.

Recent posts
News & Press
Enhance Hiring and Development with Deeper Signals' New Assessment Experience
Deeper Signals is thrilled to announce a new milestone with an elevated user-friendly, efficient assessment experience! The latest enhancements offer modern, scientific assessments that streamline hiring, accelerate onboarding, and personalize development journeys.
Read more
Guides & Tips
A Comprehensive Guide to Effective L&D Technology
Explore how technology transforms learning and development, providing customized experiences and enabling organizations to cultivate a proficient workforce for long-term success.
Read more
Guides & Tips
Key Benefits of Assessment-Based Coaching
This comprehensive guide explores how assessments can revolutionize coaching with precision insights, fostering enhanced self-awareness and strategic leadership development. Read our article to know more.
Read more
Guides & Tips
Why is self-awareness important in L&D strategies?
Discover the power of self-awareness in unleashing organizational potential. Explore 4 practical tips to integrate self-awareness into your learning and development initiatives seamlessly.
Read more
Guides & Tips
Essential Tips for Coaching Leaders Through Change
Coaching leaders through change is crucial. Whether it be an M&A, budget cuts, or another shift, explore these key tips to ensure the effective navigation of challenges in change management to help drive organizational success.
Read more
All posts
5 ways to identify high potential staff
Customer
Job Title

Is your workforce ready to navigate the uncertainties that lie ahead? Today’s world is full of surprises, from economic fluctuations to global crises. While not every employee needs to excel in handling uncertainty, every organization relies on a select few with extraordinary potential, especially during crises, and these individuals are generally classified as High Potential (or HiPo) employees.

High potential employees are individuals within an organization who exhibit exceptional talent, and potential for growth and future leadership roles. Research suggests that HiPo employees are 91% more valuable than non-HiPo employees and put in 21% more effort than their colleagues. 

Five methods to identify high potential employees:

  1. Look for three main psychological markers
    Literature identifies three vital markers to consider while hiring talent: cognitive quotient for problem-solving and decision making, drive quotient for motivation and leveraging energy to take up challenging tasks and emotional quotient for ability to initiate influence and difficult conversations with empathy. Making informed hiring decisions should be based on reliable data provided by scientifically validated assessment tools like Deeper Signals
  1. Predict performance using talent analytics
    Predicting performance using talent analytics provided by Core Drivers Diagnostic can provide you with information on how a person is likely to behave in various situations. By leveraging data-driven insights, hiring managers and talent acquisition professionals can identify candidates who not only possess the necessary skills and qualifications but also demonstrate the potential to thrive and contribute to the organizations’ success over the long term.
  1. Evaluate leadership potential
    Studies indicate that 10% of individuals naturally exhibit leadership qualities, while an additional 20% have the potential to develop into exceptional leaders through proper leadership training and coaching programs. With the help of reliable data provided by talent assessments and Core Drivers, leaders and coaches can uncover the leadership potential employees and candidates. 
  1. Analyze cultural fit
    It is vital to understand whether there is culture alignment between the candidate and the employers as research suggests that 88% of employers acknowledge that cultural misalignment might lead to staff turnover. You can utilize the Core Values Diagnostic to analyze motivations, values and goal-directed behaviors that align with the existing organizational culture. Look for individuals who are adaptable and can thrive in diverse and collaborative work environments; especially focussing on cognitive diversity.
  1. Assess cognitive diversity
    Cognitive diversity is paramount for innovation and problem-solving. Deeper Signals can analyze working styles, preferences, and approaches, allowing recruiters to build teams with a rich blend of perspectives. By identifying individuals with diverse cognitive profiles, organizations can drive innovation and build effective teams.

Although identifying these individuals has often felt like searching for a needle in a haystack, advances in talent analytics help leaders find these valuable individuals; making succession planning and talent planning easier.

Gone are the days when employers used to select high potential candidates based on their “gut feeling”. Organizations are now looking at unbiased talent assessment solutions. Enter personality assessments like Deeper Signals that offer you reliable data based on the Five-Factor model to determine the potential of an individual and drive long term success at an organization.

Ready for your Spotlight?
Contact us to book your Customer Spotlight and showcase your work to an extensive, global audience!
Start your free trial today
Free access to Deeper Signals’ quick, scientific assessments, feedback tools, and more.
Start Free Trial
Recent posts
News & Press
Enhance Hiring and Development with Deeper Signals' New Assessment Experience
Deeper Signals is thrilled to announce a new milestone with an elevated user-friendly, efficient assessment experience! The latest enhancements offer modern, scientific assessments that streamline hiring, accelerate onboarding, and personalize development journeys.
Read more
Guides & Tips
A Comprehensive Guide to Effective L&D Technology
Explore how technology transforms learning and development, providing customized experiences and enabling organizations to cultivate a proficient workforce for long-term success.
Read more
Guides & Tips
Key Benefits of Assessment-Based Coaching
This comprehensive guide explores how assessments can revolutionize coaching with precision insights, fostering enhanced self-awareness and strategic leadership development. Read our article to know more.
Read more
Guides & Tips
Why is self-awareness important in L&D strategies?
Discover the power of self-awareness in unleashing organizational potential. Explore 4 practical tips to integrate self-awareness into your learning and development initiatives seamlessly.
Read more
Guides & Tips
Essential Tips for Coaching Leaders Through Change
Coaching leaders through change is crucial. Whether it be an M&A, budget cuts, or another shift, explore these key tips to ensure the effective navigation of challenges in change management to help drive organizational success.
Read more
Curious to learn more?

Schedule a call with Deeper Signals to understand how our assessments and feedback tools help people gain a deep awareness of their talents and reach their full potential. Underpinned by science and technology, we build talented people, leaders and companies.

  • Scalable and engaging assessment solutions
  • Measurable and predictive talent insights
  • Powered by technology and science that drives results
Let's talk!
  • Scalable interventions for growth
  • Measureable data, insights and outcomes for high performance
  • Proven scientific expertise that links results to outcomes
Thank you! Your submission has been received!
Please fill all fields before submiting the form.
Sign up
Want to be the first to know?
Thank you, we will be in touch soon!‍
Please fill all fields before submiting the form.