The Henman C-Suite Selection Assessment™: Data-Driven Hiring for Executive Success
nterviews and references don’t provide the requisite critical information for making the best hiring decisions. You need more than opinions that can be both biased and wrong. The Henman C-Suite Selection Assessment™ offers both objective data and reliable feedback to help you choose the best people.
This new-hire screening process combines comprehensive information about a candidate’s decision-making abilities, work-related personality characteristics, cultural fit, and leadership potential. The highly valid and reliable assessments included in the battery ensure fairness to all and take the guesswork out of the hiring process.
At Henman Performance Group, we use a proprietary, systematic, comprehensive process that gives the CEO and the Board of Directors impartial, indispensable data to make selection and succession decisions.
Objectives:
- Find out how new hires will perform before making an offer.
- Identify the individual’s strengths, weaknesses, and potential.
- Be confident you are selecting the most qualified candidate—someone who will thrive in your culture.
- Speed the hiring process when you receive verbal feedback within one day of the assessment.
Benefits:
- This data-driven assessment allows an evaluation of both new hires and internal promotions with more than 95% accuracy.
- Mitigate the unconscious biases of interviewers that may be compromising your diversity and inclusion goals.
- Avoid costly hiring mistakes—potentially four times a person’s annual salary.
- Reduce costs associated with high turnover, searches, and hiring.
- Make legally defensible hiring decisions.
- Avoid a bad hiring decision that risks the company’s repute in the industry, the CEO’s reputation, customer relationships, business growth, and team cohesion.
- Enhance reliability and clarity by using a thorough and complete method to build confidence that you are selecting the most qualified candidates.
The Henman C-Suite Selection ™ Process includes the following:
- An in-depth interview with the candidate.
- A battery of highly validated, relevant cognitive, personality, and behavioral assessments—ones that aren’t available to anyone who isn’t a Ph.D. trained in assessment psychology.
- An evaluation of the candidate’s strengths and improvement opportunities based on the identified job requirements and competencies.
- Recommendations for the candidate’s development and improvement, often accompanied by feedback and coaching to candidates once they complete the hiring process.
