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Assessment

 
 
 

One of the major challenges of successfully filling an executive search is finding the candidate who will be the "the right hire" for the specific position, and “the best fit” for the organizational culture as a whole. Interviews certainly give you a starting point, but assessments can help you take your decision-making to the next level. Various assessments and profiles can tell you a few basic things about a candidate:

  1. What is the candidate’s personality typee
  2. Whether they might fit into a specific corporate culture, management style or team dynamic
  3. What is their typical mode of operation - “their wiring” (based on their discipline), such as:
    • Sales: Are they a Hunter, Farmer or High-Level Ambassador?
    • Leader Type: Are they a Change Agent, Stable Organizational Mentor or a Transformational Leader, etc.?
    • Project Management Style: Are they best at solving problems independently or through others using an entrepreneurial approach; do they thrive in a corporate matrix or in a large institutional bureaucracy?

When hiring, the earlier you use assessments the better. Use them before final interviews and definitely before a final hiring decision is made. Information is power. The more information you have at the earliest stages of the hiring process is Hiring Power! It’s part of what we prescribe when executing the SMART Search System.

Once you have a high performance hire and/or team in place, assessments can help you boost employee/team performance by analyzing the individuals’ strengths and weaknesses in comparison to the team.

The best assessments also provide insights into the best ways for team members to collaborate with one another based on their unique styles.

Here are some of the best-in-class assessment tools we recommend to our clients, based on the amount of investment (in terms of time and money) you are able to devote.

Low Investments:

Hiring Resource

DiSC Profile (Everything DiSC)

[https://www.discprofile.com/]

The DiSC profile, published by Wiley, is a non-judgmental tool used for discussion of people’s behavioral differences. The DiSC program asks a series of questions in order to produce a detailed report about a person’s personality and behavior, as well as tips related to working with people of other styles.

Primary DiSC styles:

Dominance: Emphasis on accomplishing results, the bottom line and confidence

Influence: Emphasis on influencing or persuading others, openness and relationships

Steadiness: Emphasis on cooperation, sincerity and dependability

Conscientiousness: Emphasis on quality and accuracy, expertise and competency

Hiring Resource

Myers-Briggs Type Indicator (MBTI)

[http://www.myersbriggs.org]

The MBTI is one of the world’s most popular personality tools. It describes 16 distinctive personality types based on preferences related to four dichotomies. It also provides positive language for understanding and valuing individual differences, and practical insight that’s easy to understand and implement.

MBTI Dichotomies:

Extraversion or Introversion (Favorite World): Focus on the outer world versus one’s own inner world

Sensing or Intuition (Information): Take in basic information versus interpret and add meaning

Thinking or Feeling (Decisions): Look first at logic and consistency versus look first at people and special circumstances

Judging or Perceiving (Structure): Prefer to get things decided versus stay open to new information and options

Moderate Investments:

Hiring Resource

Hogan Assessments

[http://www.hoganassessments.com]

Hogan has been a pioneer in demonstrating personality’s impact on organizational success and the use of personality assessments to improve workplace performance. All of their assessments are designed to address unique business challenges across a variety of talent management initiatives, from pre-hire election to executive-level development.

Hogan’s Primary Assessments:

Hogan Personality Inventory: Describes normal, or “bright-side” qualities that describe how we relate to others when we’re at our best

Motives, Values, Preferences Inventory: Describes the core goals, values, drivers and interests that determine what we desire and strive to attain

Hogan Development Survey: Describes “dark-side” qualities that emerge in times of increased strain and can disrupt relationships, damage reputations and derail success

Judgment: The ability to fix - and not repeat - bad decisions

Hogan Business Reasoning Inventory: Describes reasoning style, evaluating sets of data, making decisions, solving problems and avoiding repeating past mistakes

Hiring Resource

Chally

[https://chally.com]

Chally can help you increase productivity, reduce turnover and reduce the cost of hire with scientifically validated hiring assessments and talent audits for sales, sales management, executive leadership and professional positions. Their unique methodology and predictive assessment tools leverage 140 validated competencies to predict performance.

Chally’s Solutions Suite:

Targeted Business Applications

Interview Evaluations

Talent Audit

Predictive Assessments

Customer Feedback Surveys & Competitor Analysis

Exit Interviews

Greater Investments:

Hiring Resource

Topgrading

[http://www.topgrading.com]

Topgrading provides candidate assessments dedicated to helping clients build and maintain teams of high performers who fit their culture - avoiding hiring mistakes, especially when an A player is needed.

How it works:

Candidates fill out the Career History Form with a “truth serum” that motivates low performers and those with made up resumes to drop out

You scan the Topgrading Snapshot, a picture of the candidate’s career, to instantly eliminate those who do not have high ratings

Conduct phone screen interviews, then invite the best of the best candidates in for the Topgrading Interview

Call references that the Candidate arranges

Hiring Resource

Belbin

[http://www.belbin.com]

The Belbin Team Report uses a combination of Self-Perception Inventories and Observer Assessments in order to assess how a team works together, detailing who takes on each role and outlining where there may be gaps and/or overlaps in contribution.

Team Roles:

Plant: Generates ideas and solves difficult problems. Creative, imaginative, free-thinking

Resource Investigator: Explores opportunities and develops contacts. Outgoing, enthusiastic, communicative

Co-Ordinator: Identifies talent, clarifies goals and delegates effectively. Mature, confident

Shaper: Has the drive and courage to overcome obstacles. Challenging, dynamic, thrives on pressure

Monitor Evaluator: Sees all options and judges accurately. Sober, strategic, discerning

Teamworker: Listens and averts friction. Cooperative, perceptive, diplomatic

Implementer: Turns ideas into actions and organizes work that needs to be done. Practical, reliable, efficient

Completer Finisher: Searches out errors, polishes and perfects. Painstaking, conscientious, anxious

Specialist: Provides knowledge and skills in rare supply. Single-minded, self-starting, dedicated

Hiring Resource

The Five Behaviors of a Cohesive Team

[http://www.fivebehaviors.com]

The Five Behaviors of a Cohesive Team aims to help people discover how to build a truly cohesive and effective team. This assessment views the cohesiveness of a team and individual contributions through the lens of either DiSC or MBTI.

The Five Behaviors:

Trust: When team members are genuinely transparent and honest with one another, they are able to build vulnerability-based trust

Conflict: When there is trust, team members are able to engage in unfiltered, constructive debate of ideas

Commitment: When team members are able to offer opinions and debate ideas, they will be more likely to commit to decisions

Accountability: When everyone is committed to a clear plan of action, they will be more willing to hold one another accountable

Results: The ultimate goal of building greater trust, healthy conflict, commitment and accountability is one thing: the achievement of results

 
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