As part of our capability assessment, we conduct in-depth interviews to determine candidates' qualifications, competencies, and potential for success.
The following are key elements of our interview process.
We adopt a performance objective-based approach throughout our interview phase. This approach focuses on extracting detailed information from candidates regarding their past achievements and ability to meet specific performance objectives.
We structure our interviews around the core responsibilities and goals associated with our client's vacancy. By assessing candidates against these performance objectives, we gain insight into their suitability and potential to drive the expansion and success of our client's organisation.
Quality of hire talent scorecard
To ensure a comprehensive evaluation, we employ a quality of hire talent scorecard. This scorecard allows us to objectively assess candidates based on predefined criteria aligned with the performance objectives of our client's role.
Using a scorecard enables us to compare and rank candidates based on their qualifications, experience, cultural fit, and potential for success.
Throughout the interview process, we meticulously and systematically evaluate each candidate against the predefined criteria in the quality of hire talent scorecard.
By documenting and scoring their performance in various areas, we create a comprehensive assessment of each candidate's suitability against our client's requirements. This thorough evaluation ensures that we consider all relevant factors when making a final recommendation.
Most significant accomplishment
As part of our interview process, we invite candidates to share their most significant accomplishments that are relevant to our client's vacancy.
By exploring their past achievements, we gain a deeper understanding of their capabilities, problem-solving skills, leadership qualities, and ability to deliver tangible results. This helps us evaluate their potential to excel in a similar capacity within our client's organisation.
We incorporate problem-solving questions into the interview process to evaluate critical thinking and analytical skills, decision-making and strategic thinking abilities, level of adaptability, and capacity to propose effective solutions.
By assessing a candidate's problem-solving capabilities, we gain valuable insights into their potential to address challenges and drive innovative solutions within our client's organisation.
By focusing on performance objectives and employing structured interview techniques, we gain a deep understanding of candidates' capabilities, achievements, and potential. This approach allows us to assess candidates beyond their qualifications and delve into their actual track record of success. By evaluating candidates based on their past performance, we can make more accurate predictions about their future performance and suitability for the role.
Furthermore, performance-based interviewing helps mitigate biases and subjectivity in the selection process. It provides a standardised framework for evaluating candidates, ensuring fairness and consistency. This approach allows us to identify candidates who not only possess the necessary skills and experience but also align with our clients' values, culture, and strategic goals.
The Evalex Profiling System is an advanced assessment tool used to evaluate candidates for senior management positions. It employs a range of online assessments, questionnaires, and situational judgment tests to gather data on a candidate's cognitive abilities, personality traits, and leadership potential. By evaluating critical thinking skills, problem-solving capabilities, emotional intelligence, adaptability, and other relevant traits, the system provides a comprehensive profile of a candidate's suitability for leadership roles.
The system's cognitive assessments measure a candidate's intellectual capacity to handle complex challenges and make sound decisions under pressure. Meanwhile, personality evaluations focus on traits essential for effective leadership, including resilience, interpersonal skills, and communication abilities. Situational judgment tests present realistic scenarios to assess candidates' decision-making and problem-solving skills in practical contexts.
One of the key advantages of the Evalex Profiling System is its ability to provide objective and standardised measurements. By reducing biases in the assessment process, it ensures fairness and consistency in evaluating candidates, improving the quality of selection decisions. The system's holistic approach combines cognitive and personality assessments, offering a comprehensive view of a candidate's capabilities and potential for success in senior management roles.
The Evalex Profiling System also facilitates internal talent identification within organisations. By assessing existing employees, it helps identify individuals with leadership potential, contributing to succession planning and the development of a strong leadership pipeline. Additionally, the system offers a valuable feedback process that enables candidates to gain insights into their assessment results, aiding in self-reflection and personal growth.
Reference checks aim to gain insight into a candidate's past achievements, performance, and suitability for your role. At 11 Recruitment, we use performance objectives as the foundation for our reference-checking process to verify a candidate's past achievements and assess their alignment with the role's objectives.
During reference checks, we contact individuals who have had direct professional interactions with the candidate, such as preferably a direct supervisor but also supported by statements from colleagues or clients. We provide the reference with a clear understanding of the performance objectives associated with the role. This ensures they can provide relevant feedback and assess the candidate's accomplishments within that context.
We delve into specific examples of the candidate's past achievements that align with the performance objectives. The reference is asked to provide detailed accounts of the candidate's tasks, challenges faced, and results achieved. By focusing on these achievements, we gain a deeper understanding of the candidate's capabilities and their ability to meet similar objectives in the future.
Throughout the reference check, we seek specific information that verifies the candidate's claims and provides a comprehensive picture of their abilities. We inquire about how the candidate demonstrated key competencies related to the performance objectives, such as problem-solving, leadership, communication, and strategic thinking.
We also evaluate the candidate's work ethic and approach to achieving results. This helps us assess their motivation, resilience, and dedication to meeting objectives. By evaluating these aspects, we can gauge their potential to excel in the role and contribute to the success of our client's organisation.
Our reference-checking process is conducted with respect to confidentiality, adhering to privacy laws and guidelines. The information obtained is handled responsibly and ethically.
The gathered information from reference checks is evaluated alongside other aspects of the candidate's profile. By using performance objectives as the foundation for reference checks, we can validate the candidate's claims, gain insights into their past achievements, and make informed decisions about their fit for the role.
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