{"id":141992,"date":"2025-10-20T02:00:00","date_gmt":"2025-10-20T02:00:00","guid":{"rendered":"https:\/\/talogy.com\/?post_type=news_press&#038;p=141992"},"modified":"2026-07-10T18:46:54","modified_gmt":"2026-07-10T18:46:54","slug":"new-findings-highlight-gaps-in-how-leaders-assess-high-potential-talent","status":"publish","type":"news_press","link":"https:\/\/talogy.com\/en\/about\/news-press\/new-findings-highlight-gaps-in-how-leaders-assess-high-potential-talent\/","title":{"rendered":"New findings highlight gaps in how leaders assess high-potential talent"},"content":{"rendered":"\n<section class=\"wp-block-group alignfull hero-variation-four has-white-breadcrumbs has-diagonal-teal-to-teal-gradient-background has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a609642e wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--50);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--50);padding-left:var(--wp--preset--spacing--20)\">\n<div class=\"wp-block-columns are-vertically-aligned-top is-layout-flex wp-container-core-columns-is-layout-cb0a7ccb wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-top is-layout-flow wp-block-column-is-layout-flow\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-8142d6ba wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-right:0;padding-bottom:0;padding-left:0\"><div class=\"yoast-breadcrumbs\"><span><span><a href=\"https:\/\/talogy.com\/en\/\">Home<\/a><\/span> \/ <span><a href=\"https:\/\/talogy.com\/en\/about\/\">Our story<\/a><\/span> \/ <span><a href=\"https:\/\/talogy.com\/en\/about\/news-press\/\">News and press releases<\/a><\/span> \/ <span class=\"breadcrumb_last\" aria-current=\"page\"><strong>New findings highlight gaps in how leaders assess high-potential talent<\/strong><\/span><\/span><\/div>\n\n\n<h1 class=\"wp-block-heading has-white-color has-text-color has-link-color has-xxxl-font-size wp-elements-05f990ef92a44ea27a8b53368546699d\" style=\"font-style:normal;font-weight:800\">New findings highlight gaps in how leaders assess high-potential talent<\/h1>\n\n\n\n<p class=\"has-white-color has-text-color has-link-color has-s-font-size wp-elements-5d0ebbceb0330dee6352d31c7f8f9880 wp-block-paragraph\" style=\"line-height:1.5\"><\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/section>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>91% of HR and 88% of leaders use subjective performance ratings<\/strong><\/li>\n\n\n\n<li><strong>Just 45% of HR and 30% of leaders use psychometric assessments<\/strong><\/li>\n\n\n\n<li><strong>67% of high potential (HiPo) employees say identification has a significant impact on career goals<\/strong><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">New research from Talogy, a global leader in talent management, reveals a significant gap between organization\u2019s commitment to high potential (HiPo) programs and their reliance on subjective identification methods, increasing the risk of bias and limiting predictive accuracy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The <a href=\"https:\/\/bit.ly\/3KXpCO5\" target=\"_blank\" rel=\"noreferrer noopener\">global study, <\/a>drawing on feedback from <strong>over 1,000 professionals<\/strong> as well as insights from expert consultants, found that while <strong>70%<\/strong> of organizations use a customized definition of HiPo, the methods used often depend on subjective judgment rather than structured assessment.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>The HiPo Paradox: relying on subjectivity and gut feeling<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The research points to a reliance on less structured, perception-based approaches that can overlook objectivity, with <strong>91%<\/strong> of HR professionals and <strong>88% <\/strong>of leaders using performance ratings and manager recommendations to select HiPo talent.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In addition, a large majority of HR <strong>(79%) <\/strong>and leaders <strong>(72%)<\/strong> rated their programs as effective, despite the study finding that evaluation is often limited to tracking promotions, rather than linking HiPo success to business outcomes.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Just <strong>45%<\/strong> of HR and <strong>30%<\/strong> of business leaders currently use psychometric assessments, the most structured and validated method available to identify future leaders.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cThis is one of the most critical takeaways from our research,\u201d said <a href=\"https:\/\/www.linkedin.com\/in\/danhughes1\/?originalSubdomain=uk\" target=\"_blank\" rel=\"noreferrer noopener\">Dan Hughes<\/a>, senior director of R&amp;D at Talogy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cOrganizations are investing significant time and resources into HiPo programs, but are often using methods such as manager recommendations and performance ratings &#8211; which can be prone to subjectivity &#8211; to identify talent.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cWhile these approaches can provide valuable perspectives, they also highlight the need for more comprehensive and reliable identification \u2014 combining these existing methods with rigorous, science-based assessments to more accurately pinpoint high-potential talent who can be significant drivers of their organization&#8217;s future success.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Building stronger, future-ready talent pipelines<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">With over <strong>50%<\/strong> of HiPo employees reporting that being identified has increased their commitment to their employer, and <strong>67% <\/strong>saying that their HiPo status has impacted their career goals, it\u2019s clear that HiPo programs boost retention rates.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">However, the study warns that this retention boost is quickly lost if development is inconsistent. While mentoring and coaching are common, cross-functional training and job shadowing are underused, with <strong>83% <\/strong>of HR professionals stating mentoring as the most common, compared to just <strong>38%<\/strong> reporting e-learning as their most used development method.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a><\/a>Hughes continues: \u201cTo truly harness the boost in motivation that comes from being identified as HiPo, organizations must move beyond informal practices and implement structured, science-backed tools with meaningful development opportunities that ensure fair identification and support targeted development.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cBy closing this gap and putting engaging and impactful development programs in place alongside fair, predictive, and scalable assessment strategies, organizations can maximise the potential of their top talent and reap long-term benefits.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.linkedin.com\/in\/russellbecker\/\" target=\"_blank\" rel=\"noreferrer noopener\">Russ Becker,<\/a> CEO at Talogy added: \u201cIn today\u2019s work environment, shaped by; rapid change, evolving skill demands, and increasing role complexity, organizations are being challenged to do more with less and stay lean. That\u2019s why high-potential programs are more important than ever for companies that want to stay ahead and build a workforce ready for the future.\u201d<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Conducted in 2025, the research employed three methods:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>rapid evidence assessment of independent scientific literature<\/li>\n\n\n\n<li>surveys administered to international HR professionals, leaders and HiPo employees from a variety of industries and sectors<\/li>\n\n\n\n<li>focus groups with experts at Talogy operating in the HiPo space<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">By examining the topic from the different perspectives of HR, leadership and HiPo employees, the research provides a fully balanced and carefully considered insight into existing HiPo programmes.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><br>Read the report: <a href=\"https:\/\/info.talogy.com\/en-us\/hipo-executive-summary\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/info.talogy.com\/en-us\/hipo-executive-summary<\/a><\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-black-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-537cecd9 wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--70);padding-bottom:var(--wp--preset--spacing--70)\">\n<div class=\"wp-block-columns two-keyline-columns is-layout-flex wp-container-core-columns-is-layout-cb0a7ccb wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column has-border-color has-primary-600-border-color is-layout-flow wp-container-core-column-is-layout-ef36ea6d wp-block-column-is-layout-flow\" style=\"border-width:2px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--20);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--20)\">\n<p class=\"has-white-color has-text-color has-link-color has-s-font-size wp-elements-366165fa26e07a9d87ad7a2bec487513 wp-block-paragraph\"><strong>About Talogy<\/strong><br>At Talogy, we&#8217;re proud to be one of the world&#8217;s leading talent management solution providers. Crafting personalized solutions to help select, develop, and transform talent and organizations worldwide.\u00a0Partnering with organizations to truly understand their challenges, inside out to help them make the best data-driven people decisions. Combining 75+ years of expertise, our extensive content library, and innovative technology, we help clients find, build, and grow the best talent.<\/p>\n\n\n\n<p class=\"has-white-color has-text-color has-link-color has-s-font-size wp-elements-09c452f5a6d1d9e6cc40d5bf51f5e02b wp-block-paragraph\"><strong>Media contact<\/strong><br><a href=\"mailto:news@talogy.com\">news@talogy.com<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n","protected":false},"excerpt":{"rendered":"<p>New research from Talogy, a global leader in talent management, reveals a significant gap between organization\u2019s commitment to high potential (HiPo) programs and their reliance on subjective identification methods, increasing the risk of bias and limiting predictive accuracy. The global study, drawing on feedback from over 1,000 professionals as well as insights from expert consultants, [&hellip;]<\/p>\n","protected":false},"featured_media":0,"parent":0,"comment_status":"closed","ping_status":"closed","template":"general-template","meta":{"_acf_changed":false,"footnotes":""},"content_type":[],"class_list":["post-141992","news_press","type-news_press","status-publish","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.7 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>New findings highlight gaps in how leaders assess high-potential talent | Talogy<\/title>\n<meta name=\"description\" content=\"91% of HR and 88% of leaders use subjective performance ratings Just 45% of HR and 30% of leaders use psychometric assessments 67% of high potential\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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