EXECUTIVE
ASSESSMENT AND SELECTION
Legal
Issues | Sample Questions
Why
get help in making hiring decisions at the executive level?
Many companies make expensive hiring mistakes. Selection and hiring research has shown that most in-company interviews produce relatively poor results in terms of predicting a candidate's future performance on the job. In fact, the ability to predict an executive's management abilities in many cases is little better than chance. Research from industry sources also indicates that 30-35% of all executives entering a new position fail and 40% are no longer in the position after 18 months.
Making mistakes in hiring at the executive level is extremely costly. A poor hiring decision can cost as much as a million dollars or more considering search fees, relocation costs, signing bonus, and loss of team productivity, not to mention outplacement costs and legal fees. Industry experts cite replacement costs for an executive at roughly 150% of the departing executive's salary. Clearly, hiring the right person for a key management position can make a big difference in productivity and profit.
The
Turknett Advantage
Turknett
Leadership Group has extensive experience in executive selection,
and works to validly and accurately assess a candidate's personal
characteristics, social and communication style, decision-making
ability, management and leadership capabilities, and to assess a
candidate's fit with the position and the organizational culture.
A comprehensive battery of tools is used, and may include assessments
that measure personality, values and character, judgment and reasoning,
and potential executive derailment.
Assessment through testing is followed by structured behavioral interviews, in which individuals are evaluated on competencies related to the position. While no assessment methodology is fool-proof, our process can help you make a much more informed hiring decision. As an added value, the information we give you on your new hire can help ensure a faster transition, aid in their development, and increase the likelihood of success.
Turknett
Process
- Job
Analysis
to determine key competencies for the position
- Leadership
Evaluation,
which may include online assessments of personality, values and
character, work styles, judgment and reasoning, and potential
derailers
- Structured
Behavioral Interview linked
to the competencies of the position
- Feedback
to the hiring manager,
including suggested follow up interview questions for the internal
selection team
Benefits
- Reduces costly
hiring mistakes
- Increases
objectivity in the hiring process
- Identifies
talent in alignment with organization culture and strategy
- Improves
retention of senior hires
- Understanding
of the candidate speeds on-boarding
- Mitigates
legal risks
Download
of Full Description of Executive Assessment & Selection (PDF)
|
