Recruitment and development of leaders, teams and organizations
How do you select talent to work for your business? What do you value? A big challenge for most businesses is to know what qualities and human potential employees in different roles need to be successful.
We help you identify the characteristics of managers and other employees your organization needs now and in the future. What skills, personality, values and capacity do they need? We support you in selecting the most suitable candidates to match your business needs, and to develop their full potential. Together with you, we assemble great teams, evaluate and develop them so that you can lead your business in the right direction.
Talent Management
Career guidance
Hogan Assessment System
Reseller of Summit for the renowned Hogan Assessment. Translated into 50 languages and used by 75% of Fortune 500 companies.
Recruitment preparations
Second interview
When you have several good candidates, how do you choose the most suitable candidate for the position? We can assist you with recognized assessments and scientific selection methods.
Assessment Center
Leadership development
Team building
Individual coaching
Management Due Diligence
Organizational culture
Predictive Analytics
We can provide scientific analysis of what characterizes successful employees in your organization and in specific roles.
Psychometric testing
Common to all our services is that we use recognized psychological assessments when we help you select and develop candidates and teams, as well as develop your organization. HiPOTENTIAL is an expert in the use of psychometric assessments. Managing Director Margrethe Hillesland has been testing leaders and teams for over 20 years, and has since 2006 certified and trained HR and OD professionals in the use of a variety of psychological assessments and instruments. Read here about the tests and methods we offer:
Does your company downsizing or reorganize the business? Do you need help in facilitating what other career opportunities might be a good fit for your employees?
Or are you currently studying and wondering which direction is most suitable for you?
We help candidates gain insight into their own strengths and motivation linked to career choices. We use recognized interest and preference tests/instruments to gain quick insight into the candidate's preferences, what motivates them and what they find easy. We also help candidates understand how others will most often perceive their behavior, and what implications it may have. We measure this through good personality tests. We are certified in five DNV approved Big-5 personality tests. For those who want to go more in depth, we recommend the unique and world-renowned Hogan HDS personality test that measures our darker sides. This most often becomes more visible under stress and pressure. HDS is also DNV approved.
We help the candidate to become aware of their own preferences, strengths and areas for development, their motivation and dreams, and analyze them against the opportunities that exist in work life. It is important to set up a structured goal plan early on and work from it. We help the candidate to write a good CV and applications to highlight what they are good at and what they can contribute. We give good tips for what they can expect in an interview, and make them aware of how to answer to highlight how they can best contribute. We offer to be a sparring partner throughout the job search process.
With us you pay ONLY for report usage
No annual license, advance purchase, minimum purchase, monthly price.
Are you tired of test providers that require a license even if you don't use the tests for periods of time?Pre-purchases, minimum purchases, test and report packages that you have to decide on before you know how much you will need?
At Hogan Assessment, you only pay for the reports you use. In some periods you may want to use a lot, in other periods less, and in some periods not at all. That's perfectly fine, and in that case we believe that you should only pay for what you actually use at any given time.
Effectively screen and select candidates
With Hogan's scientific Competence System
How can you find the right candidate in a "sea of resumes and coverletters"? Hogan has spent over 30 years helping some of the most advanced and powerful organizations in the world get the right people in the right places. Configure, is Hogan's world recognized scientific based competence system.
Hogan Configure leverages three decades of data to create the best talent-based solution based on Hogan’s predictive power and rigorous scientific standards. The user-friendly three-step process allows employers to create, customize and compare candidates in a very simple and clear digital user interface.
Do you want to know more aboutHogan Assessment?
How do you select talents to work for your business?
What do you emphasize? A major challenge for most businesses is knowing what characteristics and human potential employees in different roles need to be successful.
"Traditionally, leaders have risen up through the ranks based on their cognitive abilities, analytical skills, thoroughness, and even perfectionist tendencies, but as modern businesses have moved to a more digitally-driven model, the criteria for leaders has markedly changed. The High-Potential Leader explains the modern business climate while highlighting the critical role relationship building, communication style, engagement, and ability to motivate and bring out the best performance in others play in becoming an impactful leader."The High-Potential Leader:,
Ram Charan 2017
"High-potential programs are intended to identify individuals with leadership potential, but most often they end up mistaking current performance for leadership potential, or favoring individuals who are talented at organizational politics."The Politics of PotentialRobert Hogan
Searching for the wrong candidates –not prepared the correct requirements profile
Screening out the wrong candidates / not getting the best candidates in
Using the wrong methods – The importance of good tests and the right questions
Lack of competence among recruiters and test users
"The result is a paradoxical system where the drivers of leadership emergence are not just different, but often the opposite of the drivers of leadership effectiveness. What gets you there won’t make you effective; what makes you effective won’t get you there".
Tomas Camorro-Premuzic Professor of Business Psychology at University College London and Columbia University, New York
What is included in leadership development?
Leadership development is a broad concept, but can be divided into three categories.
General management knowledge deals with management theories and methods that a manager is expected to have knowledge of, for example in the areas of motivation, strategy and communication. Organization-specific management knowledge deals with specific ways of doing things in a company, for example learning "how to conduct performance reviews at our company" and "what values do we have and how do I take them into account in my leadership practice". Personal development is for self-insight and support in developing as a leader. The leader learns how others experience his/her leadership style and is helped into a process where he/she highlights his/her strengths and works to improve in his/her development areas.
“The acquisition reflects a common business problem. Too often, deal makers simply ignore, defer, or underestimate the significance of people issues in mergers and acquisitions”.
Harvard Business Review, april 2007
We recommend individual coaching
Individual coaching is in itself a good development method, but we see that it is particularly effective in connection with leadership development programs where we take the leader out of the group and work one-on-one with the leader's unique needs.
Individual coaching for self-insight, self-perception and change
"I have six honest servants. They taught me everything I know. Their names are What, Why, When, How, Where, and Who."
Rudyard Kipling
The coach asking the right questions opens up for better self-insight and learning and is important for the leader's personal development and growth.
Tools we use in coaching
HiPOTENTIAL uses psychometric tests and structured work tools to create a common starting point for working together with the manager. In the initial phase, it is important to define which situations in the work are the most "critical" and then work on increasing their mastery. A personal development plan is prepared early on with goals, interim goals and actual measures that clearly show what is to be done/changed and why. The coach challenges the manager to address current and concrete issues and helps the manager to reflect on what governs his or her choices and which measures may be appropriate to implement. The coach helps the manager get off to a good start and, not least, encourages and motivates him or her to take active action. In this work, we use, among other things, the Talent/Estimate model, as well as hypothetical, exception and mastery questions in line with the LØFT methodology. The coach also encourages the manager to use more of his or her strengths to compensate for areas in which he or she is weaker. This can often be the easiest way to bring about change, and is often a measure that is not that difficult to achieve.
Managing Director Margrethe Hillesland, MA in Organizational Psychology and MS in Psychology, has studied Executive Coaching at the California School of Professional Psychology in the USA and at the Center for Creative Leadership in Belgium.
Contact
Contact us to discuss how we can assist you with your organization's needs.
HiPOTENTIAL
Visiting address
Aker Brygge
Fjordalléen 16
0250 Oslo
Postal address
Lomviveien 38
1364 Fornebu
Phone: 930 35 411
Cooperating Partners
