Assessment, the secret to long-term executive success

Executive search often operates behind the scenes. It can lack transparency and unless you are working at an executive level or are responsible for hiring for succession plans, you probably haven’t had too much exposure to it. 

It can often get lumped in with agency recruitment but it’s important to highlight the differences.  

To better understand the unique aspects of executive search, let’s break down its core functions: 

• Building an understanding of the problem that the candidate will solve. Getting to the bottom of the “challenge”. We use assessment tools and our experience to build a deep understanding of your business and ensure there is panel alignment at the start of the process. We can often give an external perspective and help define a role beyond a typical job description 

• Research – Identifying relevant candidates in the market – we follow a SHREK-style methodology and leverage various tools along with our trusted referral networks. 

• Candidate Engagement – that initial outreach, the compelling reason for why somebody should speak to us which allows us to pitch the challenge and opportunity for impact. 

• Assessment – Ensuring fit for both parties. This is arguably up there with understanding the problem when it comes to the most critical stage but it’s an area that often has the least emphasis.  

For this blog, I’ll focus on Assessment. The reason for this is most search firms have access to the same tools, usually have similar research methodologies and all should high engagement levels when it comes to engaging with the marketplace for critical roles. 

How do you ensure fit or predict the success of a potential hire? 

Oftentimes, it’s based on a coffee with a candidate or a formal job interview but for critical, high value roles, there are various assessment tools that can help de-risk your decision making. 

At Corvus People, we work with our clients to design an assessment process relevant for the role. They allow you to make your decisions based on data and avoid the wasted time meeting candidates that aren’t right for the role. 

Mental Agility Testing: designed to measure cognitive abilities, including verbal comprehension, mathematical skills, and reasoning. The test evaluates how quickly and accurately you can perform mental tasks, often used by employers during the hiring process to gauge general intelligence and problem-solving capabilities 

Behavioural profiling: Corvus uses behavioural assessments to ensure cultural fit, which requires critical analysis of candidates beyond their CVs and interviews. 

Critical thinking assessments: As part of their selection process, Corvus includes critical thinking assessments for candidates. This directly evaluates a candidate’s ability to navigate complex information environments, a crucial skill in today’s business landscape. 

Emotional intelligence evaluation: By assessing emotional intelligence, Corvus recognises the importance of leaders who can effectively manage relationships and make sound judgments in emotionally charged situations. 

Behavioural Interviews: We design and deliver competency-based interviews with a comprehensive scoring matrix to allow us to fairly assess and rank candidates. 

Once candidates have been through an assessment process, the top candidates will be presented to you via our portal where we will share all the data to ensure that you are properly prepared for interviews. 

The success of Corvus People’s approach is evident in our results. 97% of our candidates introduced through Executive Search have remained in their new roles for 12 months or more. This high retention rate suggests that our approach leads to strong matches between candidates and organisations. 

Our Human Capital Management Consulting services complement our search services by ensuring the chosen candidate is set up for success.  This holistic approach recognises that success is not just based on hiring the right person but also, developing them for long-term organisational success. 

Corvus People is well-positioned to help organisations navigate the challenges of misinformation and complex decision-making in executive hiring. Our approach aligns with the growing need for leaders who can think critically, adapt to changing environments, and make informed decisions based on thorough analysis rather than intuition or potentially misleading information. 

Corvus People, exemplifies the importance of assessments and critical thinking in executive search and talent acquisition. Their approach to Executive Search, demonstrates a deep understanding of the challenges posed by misinformation and the need for thorough, data-driven decision-making in hiring processes. 

The ability to search and find suitable candidates is only the first half of the process which is underpinned by a data-led process designed for critical and executive hires. This methodology incorporates several elements that highlight the importance of critical thinking: 

In-depth analysis: Corvus Executive Search consultants invest time with their client’s senior teams to understand the business, culture, and roles thoroughly. This approach ensures a comprehensive understanding of the client’s needs, reducing the risk of misinformation or misalignment. 

Cutting-edge technology: By leveraging advanced tools, Corvus can sift through vast amounts of information to identify qualified candidates. This tech-enabled approach helps in managing the information overload often associated with executive search. 

Behavioural profiling: Corvus uses behavioural assessments to ensure cultural fit, which requires critical analysis of candidates beyond their CVs and interviews. 

Critical thinking assessments: As part of their selection process, Corvus includes critical thinking assessments for candidates. This directly evaluates a candidate’s ability to navigate complex information environments, a crucial skill in today’s business landscape. 

Emotional intelligence evaluation: By assessing emotional intelligence, Corvus recognises the importance of leaders who can effectively manage relationships and make sound judgments in emotionally charged situations. 

The success of Corvus People’s approach is evident in their results. They report that 97% of their Corvus Assured candidates have remained in their new roles for 12 months or more. This high retention rate suggests that their critical thinking-based approach leads to better matches between candidates and organisations. 

Corvus People’s services extend beyond just filling positions. They offer Human Capital Management Consulting services, which focus on developing and retaining top talent. This holistic approach recognises that critical thinking skills are not just crucial for hiring but also for long-term organisational success. 

In the face of recruitment challenges, Corvus People’s methods have proven effective. Clients have reported success in filling complex roles with demanding skill sets, even when previous attempts had failed. This success can be attributed to Corvus’s thorough, critical approach to understanding both the role requirements and the candidates’ capabilities. 

By emphasising critical thinking in their processes, Corvus People is well-positioned to help organisations navigate the challenges of misinformation and complex decision-making in executive hiring. Their approach aligns with the growing need for leaders who can think critically, adapt to changing environments, and make informed decisions based on thorough analysis rather than intuition or potentially misleading information.