Selection:
The Right Process to Place the Right Person
RHR applies unique skills as management psychologists and consultants, along with proven methodologies, to address the considerable risks associated with leadership hiring and promotion decisions.
Our deep, comprehensive assessments provide accurate profiles that rate capabilities and limitations framed within The Winning Formula® — a tailored, predefined set of competencies and requirements to guide the assessment process. RHR assessments include psychological insights that predict a candidate’s performance in a given role, identify developmental gaps and outline potential transition issues. These insights represent a unique tool to help decision-makers select an executive with a maximum degree of confidence that he or she is the right one for the job.
“96% accurate: Three years post assessment, research has proven that our executive assessments are 96% accurate!”
Integration:
Focus That Extends Beyond the “Honeymoon” Period
A strong focus on integration can reduce the time it takes for a new leader to get up to speed and deliver results. But equally important is the positive impact an effective integration program has on long-term retention. RHR’s unique approach extends beyond the first 90 days because for the majority of new senior executives, this is simply a “honeymoon” period, the first stage of a complex and challenging process they must navigate to succeed over the long term.
Based on a proven, research-based model, our individualized integration program targets the six critical success factors — role clarity, relationships, culture, early wins, accelerated learning and targeted development — and four outcomes — credibility, alignment, acceptance and results — required for a smooth and efficient transition. RHR distinguishes between a candidate chosen from the outside and one promoted from within, because each faces unique challenges. For the outside candidate, those challenges often revolve around building new relationships, navigating in an unfamiliar environment and having an early impact. The most significant factors in the internal candidate’s success tend to center on re-contracting existing relationships, quickly defining and aligning with role expectations, and elevating leadership skills to operate at a new level.
