How to identify high-potential resources, a strategic asset for the company

In the past career paths were built in a single company: as in a monogamous relationship, the professional started from the apprenticeship and proceeded to climb the steps of the Company year after year.

The resources were formed from the beginning and the educational investment of the company was amortized over the years, showing its fruits over time.

Today the turnover has risen and, to the cry of flexibility, professionals seize opportunities, jumping from company to company with great speed.

Training an employee can be a one-time investment, especially when financial resources are limited. The solution? Betting everything on high potential resources: top talents, able to guarantee above-average performance, especially in more complex working environments.

A high-potential resource learns faster and is able to make a difference in the company not only by bringing their skills but also by stimulating the growth of the entire team.

A significant impact on business results: according to a recent article published by the Harvard Business Review, in fact, inserting a high-potential resource within a team corresponds to raising the power of the team up to 15%.

In search of high potential resources: how to identify them?

Having shared the opportunity to hire top talent in the company, the focus shifts to what are the indicators that reveal the ‘high potential of a professional.

According to the Harvard Business Review, the mistake not to make is to confuse the ’individual ambition of a manager with his potential: a professional tending to a personal career, in fact, does not always know how to play as a team and have a positive impact on the entire team.

Instead, it is better to evaluate the talent’s ability to have a broader vision and to work not only for himself but for the Company, guaranteeing excellent results at the company level.

So what are the markers that define a gifted professional?

1. Capacity and preparation. A high-potential resource must possess all the strategic skills to excel in the assigned role. How to verify this competence? Simulating a real professional situation during the interview – a negotiation, the definition of a marketing plan, a logistic exercise – and concretely testing the candidate. No less important, a high-potential resource must be able to move with flexibility from one role to another, taking on even the most exciting challenges. For this, the candidate’s cognitive skills, strategic thinking and aptitude for continuous learning should be checked.
2. Emotional intelligence. A high potential resource must know how to manage independently, to perform well even under pressure, and knowledge to build collaborative relationships both with the team and with external stakeholders. The advantage? Create a wide network of contacts and gain relevance, fueling a positive reputation. To connect with others, be they employees, superiors or clients, a high-potential resource must show strong empathic and relational skills, useful even in the most senior roles where diplomacy is required.
3. A resource with high potential always raises the ’bar. His own and that of others, pushing himself, the team and the company to achieve ever higher results. What behaviors does a motivated candidate reveal? If offers himself for extra assignments, outside his area of ​​competence, if always makes himself available, if he is ambitious and is never satisfied with results.

If a candidate who meets these 3 characteristics sits in front of you, don’t waste time: pull out your pen and sign the contract for a successful future.