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Evaluating High-Potential Talent: Bridging the Gaps

Recent findings from Talogy, a leading force in talent management, expose critical gaps in how organizations evaluate their high-potential (HiPo) talent. The study, which surveyed over 1,000 professionals and involved insights from expert consultants, reveals a concerning reliance on subjective methods that can lead to bias and misidentification of top talent.

The HiPo Paradox

The data indicates that a staggering 91% of Human Resources (HR) professionals and 88% of organizational leaders depend on subjective performance ratings to identify HiPo individuals. This reliance on gut feelings and manager recommendations can jeopardize an organization's ability to accurately identify future leaders based on their potential rather than their past performance.

While a majority of organizations claim to utilize a tailored definition for identifying HiPo employees, the methods frequently resort to subjective judgments. Only a mere 45% of HR and just 30% of leaders employ psychometric assessments, recognized as the most validated and structured way to pinpoint high-potential talent. This lack of objectivity raises concerns about the effectiveness and fairness of existing HiPo identification methods.

Dan Hughes, Senior Director of Research & Development at Talogy, highlights the alarming trend, stating, "Organizations allocate substantial resources toward HiPo programs but fall back on subjective evaluations that can overlook promising talent. These biases, while providing insight, compromise the reliability of talent identification."

Implications for Organizations

The effects of these shortcomings are substantial. Approximately 67% of HiPo employees reported that their identification has significantly influenced their career objectives, showcasing how pivotal structured assessments can be in fostering employee engagement and retention. Furthermore, over half of these employees indicated that being recognized as HiPo has bolstered their commitment to their employers.

However, utilizing structured assessment methods alone is insufficient. Organizations must ensure that identified HiPo individuals are provided with robust career development opportunities. The study illustrates a paradox: although mentoring is prevalent in these programs (cited by 83% of HR professionals), other developmental approaches, such as e-learning and cross-functional training, remain underutilized, with only 38% of HR utilizing them.

Hughes emphasizes the need for a shift: "To fully leverage the motivation tied to HiPo recognition, businesses must advance past informal methods and instead adopt structured, scientifically-backed tools that provide meaningful development opportunities ensuring fair assessment and targeted growth."

Building Future-Ready Talent Pipelines

In today’s rapidly evolving work environment, where change and complexity are the norms, the significance of effective HiPo programs cannot be overstated. Organizations aiming to excel must view these programs as essential to developing a forward-thinking workforce. Russ Becker, CEO of Talogy, points out that with fluctuating skill requirements and job complexities, advanced HiPo programs are vital in navigating the future landscape of work.

The research, which was conducted in 2025 through various methods including rapid evidence assessments and surveys, delivers a comprehensive overview of the current state of HiPo identification practices. By examining perspectives from HR, leadership, and HiPo employees themselves, the findings underscore the imperative for organizations to bridge the gap between subjective identification methods and robust, structured evaluation systems.

To read the full report, visit Talogy HiPo Executive Summary.

In conclusion, by implementing scientifically validated assessment strategies and offering meaningful development pathways, organizations will be well-positioned to maximize their HiPo talent, ensuring sustained competitive advantage and growth in the future.