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Human Assessment



Executive Assessment and Selection For Success for Retained Search Executive Recruiters

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Overview


Peak Performance Group's Executive Assessment and Selection for Success options provide executive recruiters with an additional tool to ensure that the candidates chosen are best suited for their client's organization and will be successful meeting long term strategic goals.


Professional executive assessment provides decision makers with more complete information about a candidate's capabilities and fit with the organizational, cultural and environmental demands of a particular business or enterprise. It does not provide a guarantee of success, nor should it be used as a sole determinant to eliminate a candidate.


Why Assess Executive Candidates?


According to multiple studies, 40% to 50% of newly hired executives fail within the first 18 months of employment. The current research supports the notion that executive failure has more to do with the improper alignment between the executive's career motivation and cultural orientation with that of the client organization. Executive business skills or acumen deficiencies are rarely the cause.


Professional executive assessment reduces the risk and significantly improves the candidate selection process, ensuring a better match against the specific needs of the company. It is also a critical component of a comprehensive and meaningful internal talent management and succession planning program. Examples of the costs of hiring the wrong candidate are demonstrated by one study that found costs may be up to 24 times the salary of the executive and another that calculated actual dollar amounts ranging from $750,000 to $1,200,000 per hiring failure.


How Can Peak Performance Group, Inc. Help?


Peak Performance Group, Inc. provides candidate assessment services that will:


  • Increase the success of hiring the right candidate through expert assessment of leadership capability, personality and psychological fit.
  • Enhance the success of the company in analyzing and identifying the candidates with the highest potential for success.
  • Improve the effectiveness and efficiency of the firm's executive team in evaluating the candidate's ability to be successful in their specific and unique business environment.
  • Increase the predictability of where the new executive will be successful and areas where he or she will need support.
  • Support the optimization of the new executive's effectiveness through a successful transition and integration into his or her new company.
  • Improve the effectiveness and efficiency of the firm's executive team's ability to determine internal candidate readiness to take on broader management responsibilities.

Executive Candidate Assessment Deliverables


The following deliverables, in the form of tools and techniques, provide executive recruiters with an accurate and predictable assessment of executive candidates for their clients.


The three executive assessment options employ them to varying degrees.


  • Professional Business and Psychology Assessment Instruments: Scientifically valid, American Psychological Association certified and professional proven instruments that predict executive performance and identify potential problem areas are the foundation tools for assessing candidates.
  • Leadership Capability Interviews: As an adjunct to the instrumentation, brief and efficient one-on-one interviews are used to hone in on areas of strength and weakness, providing client interviewers with examples and frameworks to evaluate and predict success.
  • Company Environment and Organizational Analysis: A brief and efficient organizational analysis is conducted for the more volatile client environments where executive success and the accuracy of selection rests more with leadership capability related to culture, values, complexity and the level of stress inherent in the operations of the client company.
  • Recommendations to Support the Newly Hired Executive: To increase the executive's transition and success during the critical first 18 months on the job, recommendations are made that include such things as staff support, operational and process design development, professional development and considerations regarding the uniqueness of the company's culture, values and operational complexity are created.