Specializing in Executive Leadership & Sustainable Organizations”

Client Benefits

Reduce Selection Risk

Clearly identify the objectives and values of the hiring organization

Establishes that the job candidate's objectives, values, and application (with supporting data) must show a "fit" with both the position and the organization

Develops benchmark behavioral profiles of top performers for each job category needing to be filled

Gives priority to behavioral profiles and competencies that are derived from data about top performers already existing within the organization or external resources. Avoids off the shelf profiles

Behavioral profiles and competencies serve as the foundation for the behaviorally based questions that candidates are asked to respond to when interviewing for a position

A candidate's responses to behavioral questions are scored by a single interviewer or panel and integrated with candidate's overall application

Provides candidate with appropriate and timely feedback