There are huge costs associated with getting senior hires wrong. The effect of these recruitment mistakes can be wide ranging, including immediate financial consequences, longer-term damage to the organisation’s reputation, and negative effects on productivity and culture. Despite this, we find that organisations tend to have the most rigorous recruitment process in place for their more junior roles (e.g. graduate recruitment) and tend to take a less robust approach for senior, more critical, hires.
Join Kay Tear and Fleur Scott as they share their experience and explore the risks associated with recruiting senior hires and the steps to take to minimise them. They'll demonstrate a data-driven approach to hiring senior managers, which looks at the increased effectiveness of using multiple objective assessment methods and will talk through a recent case study.
Key insights include:
The importance of knowing the characteristics and behaviours that predict high performance in your organisation
An evidence-based approach to recruitment – understanding both flaws and best practice
How to develop a more robust assessment process for senior hires using multiple methods for greater objectivity
About Propel International
Propel International is an award-winning Talent Assessment & Development Consultancy. Since 2010, our growth has been fuelled by a set of unwavering core values centred around our passion for people, pioneering solutions, and lasting partnerships.