Selecting the right candidate when comparing high performers and high potentials is difficult and very dependent on the job, the candidate holds. In this assignment the role “IT consultant” is being used as an example job role to show, which candidate shows better return on investment and which has better future opportunities.
A high performance IT consultant produces faster monetary payoff but has limited development capabilities and will more likely run into mental illness like burnout. A high potential It consultant will not necessarily deliver short term monetary payoff, but because of his future capabilities and better alignment to the customers business, the high potential consultant most likely will generate more profit in future.
High performance consultants are the better choice when planning short term engagements whilst high potentials should be preferred in long term engagements.
Inhaltsverzeichnis (Table of Contents)
- Applied Terminology
- IT Consulting
- History and Vision
- Job Description
- High Performance IT Consultant
- Facing Challenges
- Knowledge and Communication Skills
- High Potential IT Consultant
- Facing Challenges
- Knowledge and Communication Skills
- Reasoning
- Delimitation
- Return on Investment
- Compensation
- Conclusion
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This assignment examines the selection process for IT consultants, comparing the advantages and disadvantages of hiring high performers versus high potential candidates. The goal is to determine which candidate type offers a better return on investment and long-term potential for a company.
- The challenges and tasks of an IT consultant
- The characteristics and potential of high performing IT consultants
- The characteristics and potential of high potential IT consultants
- The return on investment of each candidate type
- The long-term impact of hiring high performers versus high potentials
Zusammenfassung der Kapitel (Chapter Summaries)
The first chapter defines key terms used in the assignment, including talent, talent management, information technology, consultant, high potential, and high performer. The second chapter explores the history and vision of IT consulting, discussing the increasing importance of IT in business and the evolution of the industry. It also delves into the job description of an IT consultant, highlighting key responsibilities and common titles across various companies.
Schlüsselwörter (Keywords)
This assignment focuses on the key concepts of talent management, IT consulting, high performers, high potentials, return on investment, and long-term strategic planning in the context of the IT consulting profession. The analysis explores the trade-offs between short-term gains and long-term potential when hiring IT consultants, highlighting the importance of considering both performance and future growth in the selection process.
- Arbeit zitieren
- Dominik Heinz (Autor:in), 2010, Selecting the Right Candidate - High Potential or High Performer, München, GRIN Verlag, https://www.grin.com/document/190438
