Predicting Performance
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Predicting Performance

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The value of assessment tools in executive recruitment

The value of assessment tools in executive recruitment

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Predicting Performance Presentation Transcript

  • 1. the interMediator group
  • 2.  You wouldn’t buy a house without an engineering inspection  You wouldn’t buy a used car without a mechanic looking at it  Would you hire a senior executive without knowing what’s behind his or her façade?
  • 3.  How do you ferret out the candidate who’s good at managing you, but not his or her subordinates?  How do you find out if a candidate is good at relating to his or her peers?  How do you find someone who fits your company culture?  How do you avoid the “Madoff problem”?
  • 4.  Recruiters present a list of “qualified” candidates  But most recruiters rely solely on references and interviews  References are rarely objective  And recruiters bring internal biases to interviews that influence who they recommend to you
  • 5.  Many companies now add science to subjectivity  Personality tests get behind the facade  And they help you probe more deeply in evaluating a candidate in person
  • 6.  The interMediator group uses the Hogan Assessments as well as interviews and references. The Hogan is:  Scientifically validated  Has no gender, ethnic, racial bias  Specially designed to measure job performance
  • 7. 1. The Hogan Personality Inventory ▪ Designed to predict occupational success ▪ Useful reports for employee selection or development ▪ Developed exclusively on working adults ▪ Normed on more than 500,000 working adults worldwide ▪ Validated on more than 200 occupations covering all major industries ▪ No invasive or intrusive items
  • 8. 2. The Hogan Development Survey ▪ Identifies how the candidate is likely to act in various circumstances ▪ Notes strengths and shortcomings ▪ Makes suggestions about how to manage the individual's career ▪ Pinpoints characteristics and tendencies that might lead to career derailment ▪ Identifies tendencies that impede work relationships and hinder productivity
  • 9. 3. The Hogan Motives, Values, Preferences Inventory ▪ Evaluates the fit between a person's values and an organization's culture ▪ Predicts both occupational success and job satisfaction ▪ User-friendly reports for employee election or development ▪ Describes the work environments created by leaders ▪ Developed exclusively on working adults ▪ Validated in over 100 organizations ▪ No invasive or intrusive items
  • 10. It’s the best way to see for yourself Call or write Henry Scott henry@intermediatorgroup.com 212.742.0071 www.interMediatorgroup.com
  • 11. the interMediator group formula: