Written by Guest Author | July 26, 2016
If you are looking to hire somebody for a new management or leadership role, you may use recruitment software to find the ideal candidate ‘in the wild’, or you could recruit internally, picking out an existing employee who is ripe for greatness.
Working with a member of staff already employed within your organisation could bring significant benefits, but it could also pose certain risks.
Below, we’ve rounded up some of our top tips for developing high-potential employees so that you can be sure you are making the right recruitment decisions every time.
Identify high-potential employees
The first step to developing a high-potential employee is to identify who could actually take a leadership position within your organisation.
There are various methods and tools for working out whether a person is right for this role, such as informal peer recommendations, or asking employees to take part in training and development courses or express their interest in leadership.
One of the most important tips for finding the right candidate from within is to try to identify your employees’ goals and objectives in the context of both your organisation and your staffers’ grander, longer-term career plans.
Getting potential candidates involved in the likes of employment reviews and self-reflection can be particularly useful in determining exactly who has the skills and drive to take their career to the next level.
Plan their goals and objectives
If you want to find the right high-potential employees for your organisation, it is essential that you learn about individuals’ motivations and aspirations. Finding out what your employees are hoping for within your organisation can determine whether they are suitable for a promotion.
You could, for example, mention a promotion opportunity during a review and gauge a given staffer’s level of excitement, or offer a series of career milestones to further assess whether they have the potential for a leadership position. Setting small and simple goals, with an ultimate goal of promotion, will help to keep your high-achievers engaged and dedicated in the workplace.
If there are multiple candidates that could be suitable for leadership roles, you could try a tiered development method, or offer gradual increases in responsibilities to determine who is best suited to the big ‘step up’.
Target their development
Once you have identified your employees who have the most potential for career growth, the next step is to decide how they will develop.
It’s important to keep employees focused on their goals and develop customised programs to meet both the needs of the individuals and your business objectives. Consider applying for courses, and use on-the-job assignments to ensure your employees are ready for a role in leadership.
Remember that our acclaimed recruitment software here at Webrecruit could make all of the difference to your organisation’s hiring efforts, whether you need to recruit internally or externally. Get in touch with our agency today for more information.