How can HR practitioners complement search algorithms in recruitment of high potentials?

  • Jan Posthumus, Joseph C. Santora, Gil Bozer
  • Strategic HR Review, June 2017, Emerald
  • DOI: 10.1108/shr-09-2016-0086

What is it about?

Will the use of sophisticated data-driven technology potentially replace HR practitioners by using a predefined set of criteria to identify, pre-screen, and select high- potential candidates who fit the profile of a company? We recommend five actionable steps for HR practitioners to make recruitment of high potentials more effective based on our recent exploratory study (Posthumus et al., 2016) investigated the implications for the development of automated search algorithms on the recruitment of high potentials.

Why is it important?

As more HR practitioners move to design and apply search algorithms to make recruitment of high potentials, applying appropriate and transparent identification practices of high potentials and talent in an organization and making the correct alignment between management and HR practitioners remains a HR strategic prerequisite for a well-designed and well-functioning high-potential management system.

Read Publication

The following have contributed to this page: Dr Gil Bozer and Dr jan Posthumus