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 work week.” The answers do not necessarily indicate how a candidate performed or behaved during the process, but elicit answers that can be scripted and/or subjective. For example, how many times have you heard “being a perfectionist” or “sometimes I care too much” as answers for weaknesses?
Using a combination of proven behavioral interviewing and motivational tools, as well as proprietary tools we have developed over years of fine tuning this process, we 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 interviewee 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 i.e. 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 a variety of 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 determine which behaviors you are seeking and those that are necessary to have for the position in order for the candidate to be successful. Together, we determine key performance indicators (KPIs) expected in the role.
- We put together a customized Professional Accomplishments Dossier (PAD) for the specific role and use this to screen candidates (all questions and answers are shared with you).
- We use a combination of the behavioral analysis and PADs to identify those candidates that would have the most likelihood of success in the position for interviewing and next steps saving you a tremendous amount of time and effort in the process.
By partnering with BEST, and using our BEST BEHAVIORS® model, you will increase fill rate and retention and lessen the number of candidates to be interviewed (ideally in the range of 3-4). We make your HR and recruiting manager’s job easier and your speed to hire is increased, while time and expenses (especially costly turnover) are decreased.