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.

For further information on how to implement, please contact the Best Behavioral Interview Practice Leader, Todd Downing via Email.

Qualifying BEST Candidates

By identifying strong candidates from the outset, we can provide an efficient and precise route to your next open middle management, technical and C-level executive position, or anything in between. Every candidate we introduce undergoes a detailed behavioral interview and qualification assessment to ensure nothing is overlooked. Beyond the requisite qualifications, we also take your needs analysis, behaviors and position profile into consideration while assessing what motivates our candidate community.

Delivering BEST Talent

We go beyond identifying and qualifying candidates to make sure you’re equipped to make the best choice possible. Our support extends to behavioral assessments, client and candidate interview debriefings, reference checking, counteroffer consultation, and final offer preparation and closing.  BEST guarantee provides clients with additional support should a candidate leave on their own volition or be dismissed with viable cause of poor performance before stipulated time frame – BEST will replace at no additional fee.

BEST Follow-Up & Feedback

Even after the professional begins their new role with your company, we take the time to make certain all parties involved are satisfied with the outcome. We address a key retention strategy step with the development of an on-board schedule inclusive of a 90 day follow up plan.  Not only does following-up proactively head off potential candidate/client disconnect, it helps us all rectify any loose ends that may have gone unnoticed along the way and further refine our combined process for continued executive recruiting and human capital projects to assist your company’s growth and success.

BEST Executive Recruiting

In today’s global marketplace, companies from around the world are competing like never before to attract the best executive talent without boundaries…

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    BEST Human Capital & Advisory Group is a retained executive search and business advisory/consulting firm that specializes in small-to-medium sized companies, with an emphasis in the horticultural, hydroponics/cannabis, consumer products, crisis management and business restructuring categories. BEST serves companies nationwide and globally in an active and evolving market. Through a well-connected network of colleagues and a sophisticated predictive behavioral screening system (that we call “BEST Behaviors”), BEST drives our client’s growth and success through a focused and consultative approach.


    5809 N. Post Rd.
    Indianapolis, IN 46216