It’s a challenge to separate skilled leaders from skilled interviewees.

No matter how charismatic and persuasive—or even skilled in her field—a person may be, if she isn’t right for the role, even with the possibility of leadership training and coaching, you not only face poor productivity and ineffective leadership, but you risk organizational challenges that impact morale, retention of key associates, and whole-system effectiveness.

To top it off, not all interviewers are skilled at assessing for executive potential.

Through our executive assessment service, you will get the best return on your investment in hiring a top leader by making sure that she has the skills and aptitudes to do her job well, and the potential to develop into a top-tier executive.

To that end, the three phases of our executive assessment go deeper than typical interviews.

Role Assessment
In the course of our executive assessment, we look at the position itself, understanding its explicit requirements, as well as the more intangible ones.

We get a sense of your culture: How does this role play out on a day-to-day and year-to-year basis? What challenges does it present? What rewards? What is the broader business context for this role?

Assessment of Candidate’s Strengths and Shortcomings
Our executive assessment helps identify a candidate’s strengths and gaps to determine if they suit the position’s responsibilities.

This person may be great at the interview, but does she actually have the skills to be successful in the proposed role? Does her disposition suit the environment? Can she actually do what she says she can?

Assessment of Candidate’s Potential
With long-term effectiveness in mind, we evaluate the current abilities and future potential of job candidates.

Does this person have the ability to grow? Does she have the potential professional longevity that warrants investing significant time and resources in her ongoing development?