High Potential (HiPo) Test: Assess & develop HiPo employees for future success
High Potential Assessment is a process of evaluating potential hires and employees to identify individuals with the possibility to thrive in leadership roles and make impactful and meaningful contributions toward the advancement and success of the organization. This High Potential Employee Test, developed by subject matter experts, enables organizations to precisely determine HiPo employees and drive learning and development (L&D) and succession planning initiatives.
Ready to use
Psychometric, Aptitude
85 Minutes
130 Questions
Mid-management level roles, First-time manager roles
English India, Spanish, Turkish, Portuguese, Mexico Spanish, Mandarin, Portuguese, French, German, Italian, English Global
Inside this High Potential Employees Test
The High Potential Test refers to a battery of psychometric tools that help determine an employee or prospective hire's potential. The HiPo Employee Assessment evaluates essential competencies crucial for high-potential professionals for success in today's competitive business environment. The test enables organizations to assess leadership aptitude, develop top-performing teams and identify and retain high-potential employees.
The HiPo Employee Test evaluates a candidate's intellect as one of its key competencies. It considers an applicant's ability to navigate challenges and execute optimal decisions. Strategic thinking and critical decision-making skills are essential for high-potential employees because a professional with a forward-thinking approach, strategic planning skills, and a goal-driven mindset will contribute to the organization's growth, performance, and resilience in the dynamic business landscape.
This test also analyzes a candidate's drive, which encompasses a person's firm determination to learn, grow and succeed. This includes evaluating a drive to excel, initiative-taking ability, and learning orientation. The drive to excel reflects a person's determination to grow, pursue excellence, and unyielding persistence in the quest for success.
Initiative-taking ability reflects an individual's ingenuity and resourceful attitude. Learning orientation demonstrates a person's feedback responsiveness, adaptiveness, and growth mindset.
Furthermore, the High Potential Employees Assessment also evaluates applicants' agility, determining their ability to move quickly and easily and effectively handle ambiguity.
Lastly, the test also considers a candidate's leadership potential to lead internal and external stakeholders to achieve organizational goals. Thus, recruiting managers and employers can utilize the High Potential Test to ascertain candidates' job aptitude and suitability by evaluating them on the abovementioned competencies.
Overview
In the fast-paced and intensely competitive business environment, there is a significant demand for high-potential employees. Companies make concerted efforts to discover and hire professionals with the abilities, motivation, and capacity to contribute to their success significantly. However, identifying high-potential employees is a complex task due to a range of factors.
Firstly, high-potential employees are highly sought-after individuals with rare skills and qualities that are uncommon. Their remarkable skills, leadership aptitude, and knack for driving innovation make them desirable to numerous organizations. That said, finding and hiring top talent can be challenging, necessitating companies to place a premium on robust hiring strategies to stand out in the talent marketplace.
Secondly, distinguishing high-potential employees is an intricate process that requires an in-depth assessment of multiple factors such as personality traits, cognitive abilities, and leadership potential. Time-honored hiring methods often need to be more accurate in assessing these aspects to avoid ignoring or underestimating high-potential talent. This is where high-potential tests play a critical role. These tests help evaluate the competencies and attributes linked to high-potential individuals. They are structured objectively to assess a candidate's problem-solving skills, personality profile, cognitive abilities, and leadership aptitude.
Using these scientifically validated assessment tools can help organizations uncover critical insights such as an individual's strengths, areas for development, and growth potential. Hence, organizations can make evidence-based and data-driven hiring decisions during recruitment, ensuring that high-potential employees are given the opportunities they deserve.
SKILL LIBRARY
High Potential Employees Test Competency Framework
Get a detailed look inside the test
HiPo Employee Test Competencies Under Scanner
HiPo Employee skills
Competencies:
It comprises the following competencies - propensity to lead and stakeholder management.
It encompasses the following competencies - strategic thinking and critical decision-making.
It includes the following competencies - drive to excel, learning orientation, and initiative-taking.
It includes the following competencies - navigating ambiguity and adaptability.
Customize This High Potential Employees Test
Flexible customization options to suit your needs
Choose easy, medium or hard questions from our skill libraries to assess candidates of different experience levels.
Add multiple skills in a single test to create an effective assessment. Assess multiple skills together.
Add, edit or bulk upload your own coding questions, MCQ, whiteboarding questions & more.
Get a tailored assessment created with the help of our subject matter experts to ensure effective screening.
The Mercer | Mettl High Potential Employees Test Advantage
.png)
Frequently Asked Questions (FAQs)
1. How do you identify high-potential employees with a High-Potential Identification Test?
A High-Potential Test is a psychometric assessment that organizations use to identify high-potential employees by gauging personality traits, cognitive abilities, learning agility, and future potential. This standardized and objective evaluation enables organizations to spot well-suited candidates for targeted development programs and promising opportunities.
2. Can the assessments be aligned with an organization's competency frameworks?
Mercer | Mettl creates tailored assessments aligning with the organization's competency frameworks. We provide customized solutions by understanding specific requirements and pinpointing the key behaviours driving organizational success. Please contact Mercer | Mettl for solutions.
3. What implications should be considered in the variations between the assessment reports from psychometric tests and the individual's actual behaviour, aptitude, or attitude?
No psychometric assessment reports should be considered a conclusive indicator of a particular type of behaviour. It is necessary to integrate these reports with additional sources of information and view other factors that impact human behaviour. For optimal selection tools customized to your requirements, please contact Mercer | Mettl for expert guidance and assistance.
