As a human resources professional, one of your main objectives is likely to attract and
hire high-potential candidates for your organization. After all, these individuals are
typically perceived as top performers who can bring a significant return on investment
to the company. However, while targeting high-potential candidates might seem like a
winning strategy on the surface, it can actually create some unwanted outcomes. In this
article, we will explore some of the reasons why this is the case.
1. Potential is not always a reliable indicator of future success.
One of the biggest problems with targeting high-potential candidates is that potential is
not always a reliable predictor of future success. Just because someone has shown a
high level of potential in the past doesn't necessarily mean that they will continue to
excel in the future. There are many factors that can impact an individual's success,
including changes in the industry, shifts in the job market, and personal life events.
2. Focusing on potential can overlook other important factors.
When companies focus exclusively on high-potential candidates, they may overlook
other important factors that could contribute to an individual's success in the role. For
example, a candidate might not have a lot of potential but may have a wealth of
experience that makes them an ideal fit for the position. By focusing too much on
potential, organizations may miss out on these valuable candidates.
3. It can create a culture of elitism.
Targeting high-potential candidates can also create a culture of elitism within the
organization. When employees are chosen based solely on their perceived potential, it
can create an atmosphere where those who are not seen as high-potential are
undervalued or overlooked. This can lead to a toxic work environment where employees
feel undervalued and unappreciated, which can ultimately impact productivity and
engagement.
4. It can be discriminatory.
Focusing on high-potential candidates can also lead to discrimination in the hiring
process. For example, if a company decides to target candidates from a particular
university or with a specific degree, it can limit the pool of candidates and potentially
exclude those who don't fit into those categories. This can result in a lack of diversity
within the organization, which can have negative impacts on the company's culture and
overall success.
5. It can create unrealistic expectations.
Finally, targeting high-potential candidates can create unrealistic expectations for both
the candidate and the organization. When employees are hired based on their potential,
there is often a belief that they will be able to achieve exceptional results quickly.
However, this may not always be the case, and the pressure to perform at such a high
level can be detrimental to the employee's well-being and job satisfaction.
In conclusion, while targeting high-potential candidates may seem like a winning
strategy, it can create some unwanted outcomes. From unreliable predictors of success
to the creation of a toxic work environment, organizations must carefully consider the
implications of this strategy before implementing it. By taking a more holistic approach
to the hiring process, companies can attract a diverse range of candidates and create a
culture that values all employees, not just those with high potential.
When I asked for sources:
As an AI language model, I do not have access to specific sources to support my response.
However, my knowledge is based on a broad range of data and information from various
reputable sources on human resources practices, hiring strategies, and workplace culture. Some
of the commonly referenced sources in this field include the Society for Human Resource
Management (SHRM), Harvard Business Review, Forbes, and the Human Resources Certification
Institute (HRCI).