The High Impact Player Assessment is specifically designed to identify the people capable of playing this "go to" role in the complex, knowledge economy. The assessment identifies job applicants with the capacity to understand and deal with complexity, along with the personal attributes that allow them to apply this knowledge to deliver results for an organization. In the complex, knowledge economy, a HIP is a rare asset. The identification of High Impact Players® is a bonus received from using the HIP Assessment for applicant screening. When qualifying applicants for a specific position, there is the opportunity to identify applicants who score at the level of a HIP -you have a long-term player and super star.Type your paragraph here.

How does an organization find these people in the hiring process?

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A HIP may be any age or at any point in their career cycle. A new college graduate can be a HIP and so can a baby boomer. No matter the age, a HIP is a valuable asset not readily identified using standard hiring practices.

What is a HIP?

All organizations have "go to" people, the ones the boss counts on when there is an issue or challenge. They are the ones that make things happen. They can some times be described as able to "walk on water" or "leap small buildings". In many cases these "go to" people do not match the GQ white male stereo type, but can be any gender, race, educational level, or nationality. These are High Impact Players® and they are 3 to 4 times more productive than their peers. A HIP may have any educational background or professional expertise and they do not necessarily have a college degree. They are self-learners, self-starters and live to make a contribution. They appreciate recognition and expect appropriate compensation, but neither is their primary motivation. HIPs tend to perform effectively across functional lines, because of their practical intelligence and their ability to acquire and apply knowledge quickly.