When hiring an executive, you cannot afford for the candidate to be anything short of a success. While there are tangible costs associated with recruiting the wrong person, there are also intangible costs to consider.
The wrong executive hire can cause significant disruption and damage to morale and productivity and diminish work quality and your business’s overall reputation.
With changing times, business operations are transforming, complexities are increasing, workforce diversity is growing, and tech is emerging at the forefront.
These transformations call for leaders who are adept communicators, agile and flexible in their approach, analytical thinkers and quick decision-makers.
With these, it is therefore imperative to deploy assessment tests to determine the executive’s observable behaviours and evaluate how they approach challenges, engage in interpersonal communication, and solve problems, thus enabling you to understand how to leverage the incoming leader’s strengths, given the needs and business strategy.
In this deck, you will learn;
1. The basis of executive hiring using Assessment
2. Proven strategies to adopt when filling an executive position
3. Path to take when deploying Assessment
4. How to use Assessment for hiring Senior staff
1. HowTo Use Assessment For Executives Hire
Utilising assessment as a tool to source executives for hiring purposes.
2. Several disruptions are erupting businesses today,
ranging from the pandemic to political polarisation. In
these circumstances, transformative leadership is more
important than ever.
But it's also more difficult than ever because executive
roles are changing and necessitate new skills to manage
uncertainty.
As a business leader, you can increase your chances of
putting the best talent in key value-creating roles by
understanding how roles are changing and upgrading
your executive-hiring approach.
The business world today……
3. Assessments are a common employment
practice in today’s business world.
But what do they actually mean?
And how do they help you hire executives more
efficiently?
?
Read more: How to use Assessment at every stage of the employee life cycle
4. Executive hiring is a recruitment process that focuses on attracting
highly skilled senior management talent to an organisation. It is
typically used to fill strategic roles such as CEO, CFO, COO etc.
It’s a common knowledge for leaders that the process of hiring a new
executive or key manager is difficult and complex. It involves trying
to determine if candidates’ qualifications meet the needs of the
organisation, if they have potential to be successful in the
role and can continue to grow over time, and how to best ensure
they can come up to
speed quickly.
WHAT IS EXECUTIVE HIRING?
5. How should you hire Executives
Executive recruitment is a crucial task that's often undervalued.
We frequently require a holistic approach to define a strategy for hiring
a C-level management team as opposed to lower-level employees.
While a bad entry-level hiring decision can have some negative
consequences for the company, a bad C-level employee can cause the
business to spiral out of control.
To hire an executive, follow this simple steps;
1. Clearly define job specifications
2. Make The Hiring Process Collaborative
3. Double check the References
4. Deploy Assessment
5. Conduct interview
6. Review data from all touch point
6. Types of Assessment For
Executive Hiring.
There are 3 main types of assessment that can be deployed when
looking to fill an executive role in any organisation, they are;
• Managerial potential Assessment
• Leadership potential Assessment
• Personality Assessment
7. 1. MANAGERIAL POTENTIAL ASSESSMENT
This assessment provides a simple method for recruiting professionals,
hiring managers, and business leaders to assess candidates' managerial
potential.
This skill assessment is primarily concerned with determining the
candidate's organisational abilities, collaboration skills, leadership skills,
people management skills, and work management.
Management aptitude combines the verbal ability, reasoning, and data
interpretation skills needed by managers to make sense of data and
information presented to them.
This test evaluates managerial skills in order to select the best executive
for the organisations.
Read more: Cracking the employee Development code
8. What Does This Managerial Potential
Assessment Test For?
a. Partnering: The ability to develop networks and build alliances;
collaborate across boundaries to build strategic relationships and
achieve common goals.
b. Teamwork: The ability to work cooperatively in group settings, with a
positive attitude to achieve common goals, while treating others with
dignity and respect, maintaining a friendly demeanor and valuing the
contributions of others.
9. 2. LEADERSHIP POTENTIAL ASSESSMENT
This leadership test takes a comprehensive approach to assessing
leadership competencies by including questions based on an
evidence-based model of personality and cognitive skills that
evaluate a candidate's leadership potential.
This pre-employment screening test will assist you in identifying
executives who are passionate about guiding and inspiring others
to achieve the organisation's goals.
While some people are not born with the ability to lead a group,
others can get a head start by enrolling in training courses.
Read More: 5 Tips to Developing a Successful Leadership Strategy
10. What does this Leadership Potential
Assessment test for?
1. Creativity : This leadership assessment measures key
competencies such as creativity, innovation management,
external awareness, openness to change, stress tolerance, goal
orientation, and strategic thinking to help employers determine
whether a candidate has the necessary skills for leading change.
2. Conflict Management: This assessment can help employers
identify candidates who have the traits and skills needed to be a
people leader by assessing key competencies such as conflict
resolution, diversity management, people development, and team
building.
11. What Does This Leadership Potential
Assessment Test For?
3. Accountability: this leadership assessment helps to identify
results-oriented individuals who can accept responsibility for the
consequences of their actions and decisions, make sound
decisions quickly, and interpret, link, and analyse data to
understand issues.
4. Partnering: this helps to identify professionals with coalition-
building skills who can demonstrate an ability to build and
maintain relationships and networks of contacts both inside and
outside their organisation, as well as know how to persuade and
influence others to take the desired action.
12. A personality test is a type of assessment used by employers or
recruiters to screen candidates and find individuals with character
traits that are a perfect fit for their organisations.
Its purpose is to reveal aspects of the executive's personalities and
predict whether or not they will be successful in specific positions.
They are intended to identify workplace patterns, relevant
characteristics, and traits, as well as to reflect how they may react
to various situations.
3. Personality Assessment
13. 1. Openness: it measures the interest to learn and accept what is
beyond the ordinary. It reflects the willingness and ability of
the executive to adapt to new concepts and situations. It
involves curiosity in two respects: intellectual (philosophy and
abstraction) and experiential (imagination and the arts).
2. Conscientiousness: it represents responsibility, vigilance, and
productivity of the executive. This factor measures their
tendency to fulfill obligations, self-cordination, and drive to
achieve goals.
What Does This Personality Assessment
Test For?
Get this guide: Types of Personality Assessments and their Uses
14. 3. Agreeableness: Agreeableness measures interpersonal
orientation, specifically the executive’s tendency to lean
towards competition or collaboration. This personality factor
determines if the executive would care about other people’s
wellbeing, or if they see others as a competition and would
rather prioritize themselves.
What Does This Personality Assessment
Test For?
15. 2. It can lead to corporate crisis
Organisations can be made or broken by a crisis.
While some become extinct, others contribute to
the reshaping of political, technological, and social
structures. Leadership is essential not only for
survival but also for long-term success. However, if
you hire the wrong person, the organisation may
be doomed.
4. It leads to loss in productive time
Productive hours spent on hiring the wrong
candidate could have been allocated
elsewhere, leading to wasted time and effort.
Other projects which were put on hold in order
to hire the candidates is also a cost.
1. Dampening the morale of
everyone in the organisation
No matter how seamless the recruitment
process may be, it would still have required
the energy and stress of the organisation to
get the candidate. Therefore, if they turn
out to be the wrong candidate, this would
dampen their morale.
3. It gives the organisation a bad
reputation.
Hiring wrongly can lead to questioning of the
organisation about their ability to get their
recruitment right, especially since it is a
senior role. It also calls to question about
how they ended up hiring the candidate in
the first place, and whether due process was
followed.
POTENTIALCOSTOF HIRINGSENIOR-LEVEL PROFESSIONALSWITHOUTASSESSMENT
16. Executive positions are just as important as the name sounds. Therefore,
you should ensure that you avoid the trap of thinking interviews alone can
get you the right senior executive. Deploying assessments to test the
required competencies to succeed in the role cannot be overlooked.
At Workforce Group, our range of assessment exercises for senior-level
hires have been deployed over the years for clients to ensure they have the
right people in their senior roles.
Schedule a consultation with us today to discuss how we can help you win
and achieve all your set business goals by sending an email to
hello@workforcegroup.com.
Scale the advantage…
19. What we do
We help organisations solve problems around:
Staff Payroll
Management
Performance management
support
Health insurance management
Executive, Experienced and
Graduate Recruitment
Staff onboarding and
training
Staff records
management
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management
Background
verification
Strategy Development and
Execution
Digital Learning Function Specific
Programmes
Leadership
Development
Digital Content Creation and
Conversion
Assessment and
Development centre
Occupational testing
and Success Profiling
Independent Contractor
Management
Assessor skills training
Professional Employer
Organisation
Employer of Record
Recruitment Process
Outsourcing
20. Workforce by Numbers
17
Year-old Startup
8
Businesses
120+
Consultants
20
African Countries
8000+
Outsourced
Employees
1200-
capacity
Learning Facility
115+
Computer-based
test facility
250+
Clients
10+
Industries Served
36
States in Nigeria
