If your organization identifies potential leaders by “gut feel”, you’re missing an opportunity to use data to help support the decision. Leaders tend to assume if a person is highly skilled at their day-to-day tasks, he or she is also likely to be a good leader, a bias known as the “halo effect”.
 
Contrary to this “gut feel”, social science suggests that it is actually difficult for an individual to judge who will become an effective leader. With the right employee management and hiring tools, however, future leadership potential can be identified with 85% accuracy. 
 
Only 15% of companies in North America and Asia believe they have qualified people for key positions, and fewer than 30% of European companies feel confident about both the quality and quantity of their pipeline talent. 
 
Hire Velocity’s recent webinar covers what organizations need to know about identifying and developing high potential talent, such as:

• What is High Potential (HiPo)?
• What are the Elements of Potential?
• How to Identify HiPo Talent Using Objective, Data-Driven Methods?
• What are HiPo Programs?
• What are the Common Mistakes Made in Developing HiPo Programs?
• What are the 10 Critical Components of HiPo Programs?

 
Download the Webinar >