When it comes to assigning positions in an organization existing potential is – next to a competency profile – highly relevant. The question here is whether a candidate has the necessary personality and the relevant skills to also perform well in the future.
Our research shows that it is common during candidate evaluations to confuse potential and performance since many assessors lack appropriate tools to analyze potential. This has severe consequences and often results in “the fox guarding the henhouse”. A good salesman is not necessarily a good sales manager. Learn how to confidently evaluate potential and performance of the employees in your organization.
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