Hiring the “best talent” is a holy grail for every company. But there are no absolutes when it comes to people. The “best fit” for one role/company may not qualify for a different role or in another organization because culture, values, leadership styles and operating environments vary. That’s why objective and comprehensive assessment of individuals before promoting them, including them in succession planning processes or hiring externally is vital. Assessments also tangibly help enhance the effectiveness of leadership development initiatives and onboarding of external hires. LS International partners with SuccessFinder for assessments. Certified experts conduct the assessment and interpret the results, which our teams incorporate into the search process. This improves our chances of finding the perfect fit for our clients.
We Use SuccessFinder
High Performance Benchmarks
The SuccessFinder assessment report includes powerful insights into the individual’s behavioural strengths and preferences, and their linkages with predicted performance. For hiring managers, this is priceless information that can greatly reduce the risk of incorrect hiring decisions.
The assessment tool reflects 85 Behavioural Traits and 35 Career Themes through 320 pairs of statements. Its ipsative (“forced choice”) approach requires candidates to choose the one statement from each pair that they believe applies more to them. The tool benchmarks each candidate against an extensive international database of professionals in specific roles and/or domains qualified as “highly successful”, “average” and “failing”.
Per American Psychological Association (APA) criteria, SuccessFinder is a “Category 1” assessment. This makes it so statistically accurate that the results (interpreted by trained experts) can be used “to make major life decisions affecting the individual”. In comparison, the MBTI is a “Category 3” assessment whose results can only be used for “enhancing self-awareness” of individuals.
Recruiting senior talent is expensive, but the risk of a bad hire is perhaps even more so, as it can adversely impact teams and organizational performance, and takes longer to fix. Often, final shortlists contain 2 or 3 candidates who are very similar in terms of their qualifications, experience and interview outcomes.
We use SuccessFinder to provide hiring managers an objective basis to distinguish the shortlisted candidates based on their behavioural profiles and the consequent likelihood of their success in the role they are being considered for.
SuccessFinder for Succession Planning
Succession planning is always a tricky issue because there is always a debate around “who is the best choice and why”. Whether you need to select leaders from a pool of internal candidates or you need to identify the next cohort of “high potentials” across functions, it is important that business and HR leaders get to know the natural talents of every person in the consideration set. They must be able to gather unbiased insights into their behavioural strengths and weaknesses so that development efforts are suitably directed.
That is where we can help. Using SuccessFinder, we can objectively profile individuals so that succession planning decisions can be made without the biases that arise because people hire people they like and are similar to them (and not because they are best-suited for the role).
Enhance your odds of success through our confidential, rigorous, predictive assessments. Get in touch with us to know more.Get in Touch