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Executive Jobs London

Search here for any open Executive jobs London (or anywhere in the UK).


      • Leadership change coaching.
      • Free coachability assessment tool.
      • Executive profiling.
      • Free change readiness assessment tool.
      • Executive assessment.

      Hogrefe’s and Hogan’s Leadership Assessments available

      BOMAT (Form D)
      Leadership Judgment Indicator LJI-2 (Global)
      Hogrefe (Sales) LJI-2
      Leadership Judgement Indicator LJI-2 (Standard)
      NEO-PI-3 (Self-report)
      Hogan Personality Inventory
      Hogan Development Survey for motivation
      Motives, Values, Preferences Inventory

      Other Popular Leadership Assessment Tests available

      • MBTI for personality type
      • California Personality Inventory for personality traits
      • Transformational leadership
      • Emotional Intelligence measures: the Emotional Judgement Inventory
      • Resilience measures
      • Leadership derailers such as Hogan’s Dark Side
      • FIRO B for interpersonal relations

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      Leadership Change Consulting Projects

      • BBC Worldwide development centres and feedback report writing for the leadership group
      • BAe Systems development centres and feedback delivery for senior managers
      • British American Tobacco development centres (in the UK and Ukraine) and report writing
      • BNP  Paribas development centres, report writing, feedback, development plan coaching
      • King’s College London – development events as part of the change programme
      • Director-level assessments and report-writing for Hilton and Radisson hotels
      • Executive assessments for various NHS Primary Care Trusts (Chairman level)
      • Financial Services Authority – assessing and report writing
      • Assessing/report writing for the Department for International Development (Senior Directors), the Ministry of Justice and Dept. of Health
      • 2-year recruitment project for all levels of a shared service centre (the DVLA)

      Executive Assessments

      In-depth individual executive assessments are for senior-level appointments. It’s always important to find the right person for a job and to sift out unsuitable applicants. For high-level recruitment, it’s particularly important, since a poor selection can prove to be an extremely expensive mistake.

      Executive Profile Fit

      The candidate goes through a series of tests and exercises, including an extensive interview. The executive assessment uses high-level aptitude tests and a general personality questionnaire. Plus other more specific personality questionnaires, such as those that measure relationship building or conflict management.

      Bespoke role plays also feature in executive assessments depending upon the nature of the role, for example, a media-handling role-play exercise if that is pertinent to the job.

      General Personality Tests available for Executive Assessments

      • SHL’s Occupational Personality Questionnaire (the 32-scale OPQ).
      • Kenexa’s OPI.
      • OPP’s 16PF5 Personality Questionnaire, MBTI Step I, MBTI Step II and the California Personality Inventory.
      • Saville Consulting’s Wave Styles.
      • Talent Q’s Dimensions.

      Specific Personality Tests available for Executive Assessments

      • Hogan Development Survey (de-railers)
      • Kenexa and SHL’s Motivation Questionnaires
      • FIRO-B (relationship building)
      • MBTI for Teams (team relationships) and MBTI for Coaching
      • EJI and EIQ (emotional intelligence measures)
      • Thomas-Kilmann Conflict Mode (conflict management)
      • SHL’s Corporate Culture Questionnaire and Customer Contact Styles Questionnaire

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      Korn Ferry Executive Assessments available

      Logical test
      Numerical test

      Pearson Executive Assessments Available

      Raven’s Standard Progressive Matrices (v2.0)
      Watson-Glaser II (Form D)

      Aon Hewitt Executive Assessments Available

      Focus Styles
      Swift Analysis Aptitude
      Comprehension Aptitude
      Swift Executive Aptitude
      Wave Professional Styles
      Workplace English

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      Psytech Executive Assessments Available

      15 FQ+

      Hogrefe Executive Assessments Available

      BOMAT (Form D)
      LJI-2 (Global)
      (Sales) LJI-2
      LJI-2 (Standard)
      NEO-PI-3 (Self-report)

      Hogan Executive Assessments Available

      Business Reasoning Inventory
      Development Survey
      Motives, Values, Preferences Inventory
      Personality Inventory

      Cut-e Executive Assessments Available

      Scales numerical
      sx Scales
      Scales verbal
      Typing exercise

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      A&DC Executive Assessments Available

      Administrative Dilemmas
      Call Centre Dilemmas
      Customer Service Dilemmas
      Graduate Dilemmas
      Management Dilemmas
      Resilience Questionnaire

      Director Assessment Centre Design

      We focus here on assessment centre design.

      The reliability of any exercise depends upon many factors:

      • Quality of the competency framework.
      • Use of experienced and well-briefed / well-trained assessors.
      • The relevance of the exercise brief to the role being assessed.

      Assessment Centre History

      Assessment centres have a well-proven track record for recruiting new employees and selecting existing staff for promotion. Research supports their use as one of the most valid and fair processes available to occupational psychologists – if used in accordance with best practice.

      An assessment centre involves written exercise, intray exercise, presentation exercise, role play, and / or a group exercise. Group exercises and presentation exercises are particularly popular for graduate assessment centres.

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      Why use Assessments for Director jobs?

      An assessment allows the candidate to demonstrate abilities in practice. Whereas an interview cannot do this.

      That said, a well-conducted, structured interview should form the foundation of every selection process, For this reason, it is typically still used as the final stage of recruitment.

      Director Assessment Centre Fairness

      Additional methods of assessment can, therefore:

      • Improve the quality and quantity of information on which to base the selection decision
      • Allow candidates to demonstrate how they meet requirements, rather than relying on self-report and performance at interview.

      The most effective way of predicting job performance is to use a mix of assessment methods and look at the results in an integrated way to build up a picture of the candidate.

      The most complex being a full Assessment Centre using a range of tests and exercises. In our opinion, assessment centres have the best ROI for graduate and for managerial positions.

      We believe it is less appropriate to use a battery of assessment techniques for jobs requiring basic level skills. Rather than enhancing the outcome, this could put potential applicants off.

      Selection decisions are only enhanced if the assessment tool is really needed to get at information that cannot be obtained otherwise.

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      Using Director level assessments

      Using a range of assessment tools has candidate UX benefits. They are more likely to believe the recruitment process is fair and worthwhile. In the knowledge than a single interview can easily be biased.

      Role analysis for Director jobs

      After reassuring the hiring ratio and time schedule, the next stage is to define the jobs in demand. The process is called job analysis. The definition should result in a description of the job and the requirements needed from a person to perform successfully on the job. The description of the job and its characteristics is referred to as a job description; whereas the definition of the requirements needed to succeed on the job is referred to as job specification.

      In role analysis, the smallest unit of analysis is a task. A task is an assigned piece of work that is finished to some standard within some piece of time. The tasks performed by one individual are termed as a position. All identical or similar positions make up a job.

      JOB ANALYSIS for Director Jobs

      In job analysis, the crucial elements of the job are identified, in terms of the job tasks and job requirements. Thus, job analysis is a process of describing what must be done on a job. It is, in fact, a data collection activity. It is conducted by observing the work procedures, by talking to people who already do the specific job and their supervisor, or if possible, trying to do the job oneself. When gathering the information regarding the operations involved in performing the job, attention must be given to two factors: the importance of each operation and its frequency.

      The output is defined in very specific behavioural terms. It is useful to be familiar with the main features of the job before collecting the data. A job description is a factual statement of the tasks, responsibilities, and working conditions of a specific job. It is a portrait of the job. It usually includes six major components:

      • The job title.
      • The main purpose of the job.
      • The main tasks, responsibilities, and operations the job involves.
      • Supervision given and received
      • Work conditions
      • Initial requirements from a candidate.

      Executive jobs London

      The job description is given to potential candidates and some parts of it are used to advertise the job. In many cases, the job specification is derived directly from it.

      Situational Strengths ~  Intelligence Strengths Test 

      Job specific psychometric test practice

      Admin JobsExcel Test, Talent Q Verbal and Numerical Reasoning Tests,
      Typing Test
      HealthcareThomas International TestPractice
      Assistant DirectorCEB SHL Verbal and Numerical Reasoning TestsPractice
      Biological ScientistTalent Q Verbal and Numerical Reasoning TestsPractice
      Call CentreVerbal and Numerical Reasoning TestsPractice
      Clinical PsychologistCEB SHL Verbal and Numerical Reasoning TestsPractice
      Clinical ScientistTalent Q Numerical and Verbal TestsPractiie
      Finance PositionsSituational Judgment Test, Verbal and Numerical Assessments,
      Excel Exam
      Nurse PositionsVerbal and Numerical Reasoning TestsPractice
      Organisational PsychologistVerbal and Numerical Reasoning Tests, Watson-Glaser TestPractice
      Pharmacy PositionsNumerical Reasoning TestPractice
      Public Health PositionsPearson, Ranra, and Watson Glaser ExamsPractice

      Aptitude test practice books

      Firstly, Rob Williams’s five practice aptitude tests books are all available on Amazon. Secondly, in our opinion, this is the best aptitude test practice book for Passing Verbal Reasoning Tests.


      Thirdly, in our opinion, this is the best aptitude test practice book forPassing Numerical Reasoning Tests.

      Passing Numerical Reasoning Tests gif

      More Jobs Resources