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Friday, September 27, 2013
The Need for Executive Assessments
regarding engagements, staffing and positioning of senior managers and executives has extensive
consequences and strategic impact on the organization.
But a problem is that you can only see if an engagement decision was
right after considerable time, because it takes a long time before the
results will become visible and in
many cases executives and the organizations they work for harvest the
outcomes of their activities considerably
time-shifted. Typically months or even years have passed by.
rising level of the position, competencies such as analytic
skills, strategic thinking, management competencies, customer orientation,
social competencies, entrepreneurial thinking are getting more important for
the aptitude appraisal and the engagement decision.
That's why conducting executive assessments using simulations instead of just using a self-report by the candidate before
you decide if a candidate is capable and will be successful is a good idea. Such approach is much more reliable than a traditional interview process.