Candidate selection for critical leadership roles is a high-stakes game. Get it right, and the organization prospers. Get it wrong and both the candidate and the organization pay a heavy price. Given these high stakes, clients often rely on the predictive power of Hogan to help build deeper understanding of their candidates and assess fit to the role.
Leader personality impacts leadership style. Leadership style impacts team’s attitude and functioning, which in turn impacts organizational performance. Hogan tools allow us to present a fine-grained, nuanced analysis of fitment to the organization context – organization culture, team dynamics, specific expectations from the role. The MD, CEO or CHRO now has reliable and valid data to inform decision making.
Our custom Candidate Selection Debrief solution is a 3-Step Process:
Step 1: Understanding role requirements
Job descriptions and discussion with the clients help us understand success factors and critical behaviours that will drive success in a role. Leadership today demands managing polarities. This is often reflected in a role requiring both “strategic thinking” and “execution excellence”.
Step 2: Summary Report
With more than 10,000 hours of Hogan interpretation experience under our belt, we are able to interpret Hogan reports in the context of role success factors. There is no “One Right Way” to lead. Nevertheless, who we are is how we lead. Personality results can thus predict what is going to come easier, where a leader is likely to be stretched, and most importantly, flag “derailing” aspects that can make this a potentially “risky hire”.
Most senior level candidates are now expecting to be asked to complete a Hogan or similar assessments. As long as the purpose of the assessment is communicated in a clear, transparent way, candidates are quite open to complete the one-hour online inventories.
Step 3: Selection Debrief Call
Final step of the process is a 30 minute call with the CXO / CHRO discussing the candidate profile, relative strengths, watch-outs, and areas to probe in interviews.
The whole premise of this process is that you know what you want. We help you determine whether your shortlisted candidates will demonstrate the behaviours that are critical for success in your organization. This is a process of “screen-in” – you are not screening out candidates, as much as screening in better fitting candidates.
Interested? Write to Anupriya Sharma at anupriya@threefish.in
