Executive Assessment

Before: 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 ten months. 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 the candidates and took our time making our choice, it just 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 really couldn’t afford to make another top management selection mistake. A networking 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.”

After: 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 selection procedure.

“Working alongside the executive search consultants, we performed 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 assessments were completed, we prepared a written report which compared each candidate’s relative strengths and weaknesses. Based on our recommendations, a new vice president of marketing was selected. He continues to work with RHR consultants on his integration and development programs.”