The Right Assessment Tools Help Determine the Optimal Fit.
The Kaplan Method has been tested and refined over three decades through hundreds of senior executive searches and thousands of executive candidates. It’s how we execute every assignment, and it’s why we’re so successful. We start with an in-depth position evaluation, culture audit, and field research to understand the challenges and reveal opportunities. Then we perform rigorous in-person candidate interviews and assessments, adding reference evaluations to fine tune the perfect match. Finally, we manage the candidate closing process for a successful hire, followed by transition coaching for a full year to ensure long-term success for everyone.
The Predictive Index (PI) delivers an accurate fit-gap analysis to confirm that you are selecting the best candidate match for the role, environment, and company culture. The PI and the Performance Requirement Option™ Profile (PRO) work together to build the foundation for a stronger selection process. The PRO provides a client-driven road map for the role, offering insight into the behaviors and drives necessary for superior performance. Each candidate’s PI survey results can be compared with the needs of the position, highlighting both fits and gaps.
Hogan Assessments are a series of proven, science-based aptitude tests used to gain an accurate insight into prospective and existing employees’ personality and cognitive abilities. The surveys employ a metric of personality scales to help identify individual strengths and shortcomings and determine the perfect fit within specific organizational cultures. By analyzing the results, we can help organizations strengthen their recruitment decisions, improve the quality of hires, facilitate leadership development, and build successful teams.
Executive Integration Assessment
Talent Sequencing’s Executive Integration Assessment tool provides for ongoing “health monitoring” of new executive hires. The tool has been developed to bring rigor to active monitoring of new executive transitions, engagement, communication, and performance management. At its core, it’s a 360-degree pulse survey that goes to key stakeholders monthly for the new hire’s first six months, to provide valuable feedback on the integration of the new executive into the institutional gene pool.