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Executive Assessment
Whether for placement or promotion, executive
assessments move organizations beyond a candidate's technical expertise
or qualifications and focus on often overlooked traits such as leadership,
cultural fit, growth potential and a host of other critical behavioral
dynamics necessary for success.
Problem: Lack of Executive
Assessment Process Makes Post a Revolving Door
"After filling the position twice in four years, I was faced with
starting yet another executive search for a marketing vice president.
The last person stayed less than a year. His technical knowledge was
excellent and his experience was exactly what the company needed.
Even though we used the finest executive search firms to select our
candidates and took our time making the selection, it didn't work
out. But I have to admit our executive assessment process wasn't exactly
scientific.
"The experience taught me that technical qualifications are not enough. I was tired of guessing, and after the latest round I couldn't afford to make another mistake on the company's human capital requirements. A friend of mine recommended RHR International. Her company never makes a senior level appointment without having the candidates go through an executive assessment with RHR consultants."
Solution: Proper Executive Assessment Assures Cultural
Compatibility
"The first thing we did in the executive assessment process was to develop a solid understanding of the company's leadership culture and core values. We then interviewed selected executives to fully understand the behavioral qualities and attributes needed for the position. We then created a Profile of Success™ to use in the executive assessment.
"Working alongside the executive search consultants we performed executive assessments on their short list of candidates. This provided an in-depth psychological understanding of each contender and their fit with the Profile of Success™ as well as an awareness of any characteristics that could derail that person's long-term success.
"Once the executive assessments were completed, we prepared a written
report which compared candidates' relative strengths and weaknesses.
Based on the executive assessments, a new vice president was selected.
He continues to work with RHR consultants on his integration and development
programs."
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