Benefits

• Assessment process led by a Ph.D. Assessment Psychologist

• Provides expert analysis of each final candidate’s degree of fit for the role and the culture of the organization

• Brings additional objectivity and calibration into your current selection process

• Our tailored approach can be tightly integrated with your organization’s leadership competency model

• The assessment process yields in-depth developmental insights that can be shared with the chosen candidate to accelerate his/her assimilation into the organization and incorporated into a “First 100 Days” action plan

• Incorporates a tailored battery of assessments to provide a deeper analysis of executive potential

The ProcessThe pressure to hire the right person for the right job is never greater than when you’re searching to fill a key executive role. Booz & Co. reports that from 2009 to 2011, companies let go of 35% of C-level executives hired from outside. That is why during the recruitment process, many organizations seek a more in-depth assessment approach for making sure they hire the best candidate. Caliper’s Assessment Center for Selection is our most comprehensive process for assessing your final executive candidate’s fit for the role and your organization.

Caliper’s Assessment Center for Selection uses many different tools to make the process of selecting the best person as quick and streamlined as possible. The Caliper Profile will be mapped to your specific leadership competencies to ensure a highly targeted and tailored assessment process.

In addition to the Caliper Profile personality assessment, our Assessment Center for Selection includes an assessment of Critical Thinking ability as well as other assessments relevant to the role, such as emotional intelligence, judgment and decision making simulations, and specially-designed candidate presentations that measure a range of executive leadership capabilities.

CaliperAssessment Center for Selection

Also, a Ph.D. Assessment Psychologist will conduct a career autobiographical interview focusing on the person’s career to date. This phase will uncover how the individual achieves results and demonstrates the behaviors on which your organization’s competency model is based. The discussion will also explore career choices, achievements, critical incidents and lessons learned, as well as regrets. These factors will have shaped the candidate’s current leadership style, values, and advancement potential, and understanding them will help to highlight potential derailers. After all of the assessments and simulations have been completed, the Ph.D. Assessment Psychologist will prepare a final summary report on each Assessment Center participant. This summary will provide a potential ranking of all final candidates, as well as feedback on each executive’s strengths, with developmental onboarding suggestions if selected for the position. The Result By using Caliper’s Assessment Center for Selection, your organization can move forward with confidence when extending an offer to an outside candidate. By employing several challenging real-world simulations, all over-seen by a Ph.D. Assessment Psychologist, you will know how your candidate will lead others, build consensus, and respond to pressure before you have brought them on board. This minor investment in time and money will provide information that will prove to be invaluable when evaluating who has what it takes to move your organization ahead.

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