At this level a traditional assessment is often not the right solution
If there are candidates from your own network (internal or external) for vacant C-level positions, it is not always necessary to work with a headhunter. In that case, you will have to decide whether the candidate is right for your organization. You want to be certain that the candidate is suitable for this position.
At this level, a traditional assessment is often not the right solution. It’s too cumbersome for you and the candidate, and it does not always produce the desired result. Due to lack of focus on real experience, performance and relevant business setting, a traditional assessment often misses the mark.
That is exactly where an executive assessment by Career Openers Executive Search can help.
In an executive assessment, we use an online test, an interview with two consultants and five in-depth reference checks to make a concise and pragmatic report about whether an executive is fit for task or requires development.
The assessment goes further than a test and interview to identify skills, competences and experience. It is enhanced with extensive and systematic references. Thanks to our many years of experience in selection and coaching and the focus in the assessment on real experience and performance, you get a clearer picture of the candidate’s actual former mandate, actual performance and how the candidate really reacts under pressure.
With its in-depth knowledge of the market, Career Openers has what it takes to properly benchmark candidates. In addition, candidates appreciate our professionalism, openness and feedback in the process.
For assessing whether your talented internal candidate is capable of taking the next step to the boardroom.
For an executive board member with performance issues.
For development issues when appointing a new executive board member.