Most of executives pride themselves on their judgments when hiring someone. Research indicates that in a typical interview we learn about 2% of what we should know about a person. The cost to the business of hiring a person not well suited for the business is significant. There are not only costs in terms of the time and effort of the hiring process, but also possible damage to the business and lack of progress in the business that was intended by a quality hire. In fact there could be many months or years invested in a person before the situation is corrected.

Executive Talent Management can provide an assessment of top candidates as part of your hiring process that will give you with unprecedented critical information about candidates. While we can and do use a number of assessment instruments we use one in particular that is most effective.

The instrument is taken via computer, takes about 20 minutes and results are known quickly. The instrument used provides the following:

5 Primary Factors
20 Secondary Factors
10 Competency Themes
54 Competencies

This instrument was designed by nationally known researchers who have years of experience in designing assessments for clinical applications. This instrument was designed was converted from clinical application to business application.