Executive Assessments

Assessments for Hiring and
Professional Development

Choosing someone for a vacant leadership position is one of the most important decisions a business owner or board of directors can make. A candidate with the right abilities, social skills, and values can do enormous good while someone less qualified may not only fall short of performance goals but miss opportunities to develop people and grow the business.

An executive assessment looks at leadership qualities that are important in managing any enterprise, but also at those qualities that are specific to the industry or organization the executive will be leading. A business with a solid team and management structure that needs a charismatic leader to push its team higher is different than a business that is suffering because of poor organization, an unqualified staff, or disruptive internal events. Organizations in the midst of change and turmoil need a leader who is able to make tough decisions and create stabilizing structure but also convey the leadership skills needed to rally support from work teams and rebuild the organization’s capacity to be productive.

How Are Assessments Conducted?

Whether hiring for a vacant position or promoting someone within an organization, assessments go through these steps:

  • Interview team members to understand what abilities and qualities are needed for success in the position being filled.
  • Narrow the list of potential candidates to one or two promising executives
  • Contact candidate to authorize a background check and contacts with references and credentialling authorities
  • Interview the candidate and administer standardized tests of abilities, social skills, interests, and values
  • Collect responses to customized business challenges likely to be faced in the organization and position being filled.
  • Describe the candidate’s strengths and weaknesses relative to the position’s responsibilities and the organization’s challenges.
  • Recommend the type of oversight, training, or modifications to the responsibilities needed for the candidate to be successful.

Assessments of internal candidates for professional growth programs or for  promotion are usually less extensive, but broad enough for us to provide reliable guidance about the likely success and career path of the internal candidate. Abbreviated testing is also used with coaching clients who are trying to understand a performance issue or re-examining their occupational options.

All tests, inventories, business challenge scenarios, and interview questions are in compliance with EEOC requirements. We scrupulously avoid tests or other assessment procedures that are disrespectful, discriminatory, or unfair.

The cost of assessments for hiring, internal promotion, or professional growth are invoiced according to the professional time required plus any fees we pay for background checks and the use of licensed tests and inventories.