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. 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

Korn Ferry Executive Assessments available

Dimensions
Drives
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
Strengths
Workplace English

Psytech Executive Assessments Available

15 FQ+
Adapt-G

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
Views
Scales verbal
Shapes
Typing exercise

A&DC Executive Assessments Available

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

Executive 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.
  • Relevance of the exercise brief to the role being assessed.

Executive 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.

Why use Executive Assessment?

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.

Executive 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.

Using several executive 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.

Graduate jobs 2019

Graduates face an increasingly challenging job market. According to the latest figures, 40% of graduates have failed to find graduate-level positions two years after finishing their degree. 

Situational judgement tests 2019

Situational judgement tests (SJTs) are prevalent in graduate recruitment. These tests presents scenarios to applicants and asks them to select the best and the worst thing to do next. 

SJT scenarios are set within the context of the recruiting organisation. Hence candidates ususually find these tests easy to complete. 

Personality tests 2019

There is a vast array of personality tests. These pose questions about a candidate’s behaviour and personal preferences. 

For example, whether you prefer attending parties or staying home.  It’s best to answer honestly, as these tests are carefully designed.

Behavioural consistency

Still, the principle behind biodata is behavioural consistency. Past behaviour is the best predictor of future behaviour.

Personality Tests Trend 2019 – Biodata questions

Personality biodata questions measure a variety of constructs. This includes attitudes, personality attributes, interests, skills, abilities, past events and experiences. 

How have psychometric tests evolved over the years?

  • The basic principles of test development did not change significantly until around 2010. In the previous decade, ability and personality tests have evolved considerably in terms of the uses to which they are put; and in what specific assessments can measure.
  • Development of ability tests that are based on structured learning principles
  • Adaptive tests and integrity tests are already widely used in the American educational system.

Leadership Executive Assessment Situational Strengths ~  Intelligence Strengths Test