Evaluation of Competencies and Performance Potential
For every executive search project we undertake at Pedersen & Partners, our commitment is to find the best suitable candidate for the job. Matching the job requirements with the candidate’s capabilities and potential requires a complex process of thorough analysis and in depth assessment of competencies and personality.
During the executive search process, our consultants ascertain, through interview and reference checks, a thorough impression of the candidate’s business track record and performance. In some cases, clients will supplement Pedersen & Partners’ assessment with in-house, company-wide test and assessments. For clients who do not have such in-house tools, or for clients who require an additional assessment of the shortlisted candidates, Pedersen & Partners offers a widely used and recognized Executive Competency Assessment Tool, based on HOGAN Personality Inventory.
HOGAN Personality Inventory is an accurate, valid and reliable assessment tool based on more than 30 years of research experience which, in addition to the interview, aids in the accurate prediction of the candidate’s future performance and competence for the position.
The assessment is based on the socio-analytical theory, which states that people are motivated by social interactions: on one hand, people seek acceptance and recognition of others; while on the other hand, they strive for status and power. Besides the socio-analytical model, the HOGAN Personality Inventory relies on the Five Factor Model, which has been derived from studies delivered in many different countries and can be considered as universal.
This high-quality psychometric evaluation of the personality characteristics is accredited by the British and the American Psychological Associations and was developed specifically for the business community.
The results of the assessment are converted into 23 general competencies that are valid and necessary for effective performance in most leadership positions. The assessed competencies are general leadership competencies, so not all of them are important in a certain role, as different leadership positions require a different set of competencies. These 23 competencies belong to 4 main domains which cover the spectrum of human functionality as it pertains to work situations:
All these unique traits of the Executive Competency Assessment tool allow for a high level of certainty and prediction in terms of performance. Through the inclusion of this assessment in the executive search process, we can more readily assess how the candidates will rise to the expectations of the role, who will better fit to the culture of the employer and who is expected to perform better as required under the most challenging situations.
The Executive Competency Assessment tool is a valuable tool for other types of projects which require deeper assessment and additional evaluation, such as Talent Management initiatives, Career Planning, Management Assessment or Outplacement Projects.