This video explains how to look for the qualities of high potentials in candidates. The video presents interview questions to ask to help distinguish if someone has potential.
- It seems pretty obvious that you'd want to hire the right people, but what does that really mean. When it comes to hiring high potentials you're looking for other companies' stars who will fit the profile. Individuals with ambition, ability, and commitment. You're looking for future leaders who can directly contribute to the success of your business. You probably already have an interview process in place, but are your questions tailored to help you find high potential candidates, maybe not.
You might have an opportunity to ask some new questions. So, let's look at the type of questions you can ask to identify candidates who might become high potentials in your organization. Ambition is one of the three qualities you're looking for during an interview. Ask questions about the future. Where would candidates see themselves in five years, and why? Take a look at their resume, have they moved up or taken on lots of different roles in a short time-frame? Talk to them about career progress, or ask them about a time when they made a career move, and what motivated them to make this change.
Ask them about an accomplishment they're most proud of, or a time when they had a significant impact on the business. If you get a sense that ambition is important, make sure that you talk about the career opportunities in your company. Do you track how many internal candidates you hire versus external, if so, let candidates know that they can grow their career with you. Of course, if you hire this individual, you'll have to feed their ambition with challenges and career growth.
You may uncover another clue about whether a candidate might become a high potential in your company, by looking at their skills and ability. A great question to ask is, tell me about how you learn new things outside your area of expertise. May sound simple, but it can uncover how much initiative an individual takes to expand their skill-set. Try asking about the greatest challenges they faced and how they overcame them. If you're convinced they've develop significant skills quickly over time, they might have great potential to quickly adapt to new responsibilities in your organization, but again, if you hire them, they'll want to be challenged and have an opportunity to learn new things every day.
Don't forget to talk about how the role they're interviewing for will give them a chance to learn. Commitment is also one of the three qualities that distinguish high potentials. To discover whether candidates would be committed to your organization, ask them what's most important to them in a company. Learn about what motivates them on the job and why. Ask about a job where these factors were present, and a job where they were not. If their resume lists a new position each six months or year, be careful, ask about why they left.
Understand what drives them and what needs to be present for them to stay in an organization, and ask what would make them leave. If you find that the individual seems enthusiastic about a longer-term commitment, share success stories, talk about the employees who've been with your company long-term, and how they've progressed. These stories can go a long way. Remember, the interviewing process is the perfect time to get a sense of who candidates really are, and if you want to target top talent who could become high potentials, concentrate on what makes them unique.
Focus your questions on what will tell you the most about their sense of ambition, ability, and commitment. Remember, you won't regret the extra time it takes to get the best people for your company.
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