When clients ask me to help
When an appointment matters and you need an evidence-based view of who will succeed in the role, not simply who performs well at interview.
How I work
I design each selection process around your requirements, strategy and culture, starting with what makes your existing high performers successful. As an experienced assessor trained to make evidence-based decisions and avoid selection bias, I assess candidates on their talents and their fit with the company.
Drawing on my work as a strengths coach, I explore how candidates think, learn and make decisions; how they build relationships, handle conflict, develop trust and influence others; and what environment they need to thrive. Hogan Assessment Systems add measures of personality, potential derailers, core values and drivers.
My selection process has at least three stages, followed by a 360° structured reference check for the final candidate.
What you gain
A written report on each shortlisted candidate, setting out strengths and development areas, which we discuss together. I aim to present a shortlist of at least three candidates.
I support both client and candidate through the offer and negotiation, and help your new leader engage quickly with the role, the organisation and the team.