In a traditional executive interview process, the candidate is asked a series of standard questions, which typically have straightforward answers. For example, “What are your strengths and weaknesses?” or “What major challenges and problems did you face? How did you handle them?” or “Describe a typical workday.” Then the candidate receives a series of standard questions, which typically have straightforward answers. The answers do not necessarily indicate how a candidate performed or behaved during the process but elicit responses that can be scripted or subjective. For example, how many times have you heard “being a perfectionist” or “sometimes I care too much” as answers for “What are your weaknesses?”
We utilize a combination of proven behavioral interviewing tools and proprietary tools we have developed over the years of fine-tuning this process. BEST will assess and “scorecard” each candidate based on their personal, professional, and financial goals, along with behaviors and motivations that are important to the client. By aligning your specific needs with this optimized candidate profile, we can more accurately pinpoint and elicit mutually beneficial and lasting relationships. We call this proprietary process of proven executive behavioral interviewing tools, in tandem with specialized assessment tools we have created: BEST BEHAVIORS®.
Executive Search integrated with the Candidate Behavioral Interviewing for the position to be filled is an assessment based on discovering how the candidate acted in specific employment-related situations. The logic is that how you behaved in the past will predict how you will behave in the future (past performance predicts future performance). By focusing on behavior and motivations, instead of just skills and experience alone, our proven and customized method (aligned to your culture and values) has led to successful hiring across various industries and platforms.
Here are a few of the steps we employ in determining BEST BEHAVIORS® for your company and position:
- We work with you to identify behaviors that are necessary to have for the role to be successful. Together, we also determine KPIs expected in the position.
- We put together a customized Professional Accomplishments Document (PAD) for the specific role and use this to screen candidates (all questions and answers provided to you).
- We use a combination of the behavioral analysis and PADs to identify those candidates who would have the most likelihood of success in the position for interviewing and the next steps, saving you a tremendous amount of interview time, effort, and expense.
By partnering with BEST, and using our BEST BEHAVIORS® interviewing model, you will increase fill rate and retention and lessen the number of candidates to be interviewed (ideally in the range of 3-5). We make your HR and recruiting manager’s job more manageable, and your speed to hire is increased, while time and expense (including costly turnover) decrease.