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"A staggering 66%
of senior executives hired from the outside usually fail
within the first 18 months."
The
Center for Creative Leadership, 1998
Executive
Assessment is vital to successful executive recruiting and
executive development. The increasing difficulty in
finding qualified executives to lead organizations is
expected to only get worse in the next five years.
It is critical that an organization hire right in the
first place and/ or have systems in place to assess and
develop current employees for future leadership roles.
Assessment
for Selection The
high failure rate of executives today is due, in part, to
the methods used to assess executive candidates.
Generally, both recruiting firms and the organizations
that hire them rely only on interviews, references and
background checks. Most do not supplement their
hiring practices with testing to measure other critical
individual characteristics. In a survey of 1700
human resource professionals, 100% stated that they rely
only on references, background checks and interviews for
their selection processes. Unfortunately,
these predominant hiring practices are the ones that most
experts regard as the least dependable.
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"The
interview is about as useful for vetting a senior
executive as a seven-iron is for mowing weeds.
Research suggests that interview impressions are
probably the least likely predictors of job
success." |
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"Why
Traditional Screening Doesn’t Work." J. Krohe.
Across the Board. Nov.-Dec. 1997
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Does
this imply that interviews and reference checks are
unnecessary? No, they simply should not be the
only methods of evaluation. An assessment
process that combines personality testing,
interviews by individuals trained in behavioral
questioning techniques and reference and
background checks have the greatest potential for a
successful executive selection. A search
committee or board can exercise "people due
diligence" when evaluating executive talent
through a carefully selected pre-employment testing
and evaluation process.
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Assessment
for Development
The
purpose of assessment for development is to
stimulate individuals to see themselves differently
and therefore to behave more effectively. In
order to achieve this, the assessment must help
executives understand the problems created by their
current ways of functioning and see that there are
ways to operate more effectively. What
executives understand about themselves must be clear
and powerful enough to compel them to change their
minds about themselves and, as a result, change the
way they behave.
Emersus Consulting uses a variety of assessment tools to evaluate an executive's potential strengths and weaknesses. Examples of tools we may use to evaluate the appropriateness of an executive for a particular position or to establish a baseline for performance coaching include: Harrison Assessments Behavioral Profile and Leadership Skills' 360 Feedback Inventory.
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