Leader+
A comprehensive assessment framework that gives you the critical insights you need to get senior-level hiring decisions right, the first time
TRUSTED BY ORGANIZATIONS EVERYWHERE
Assessed attributes
MOTIVATIONAL PROFILE
A candidate’s motivational profile measures their emphasis on several factors, with scores expressed as percentiles relative to the general business population.
Typically, one or more motivational profiles emerge, identifying:
- Task orientation
- Leadership and/or management orientation
- Ambition and personal success
- Lifestyle orientation
LEADERSHIP ORIENTATION
A candidate’s leadership orientation reflects their preference for leading, following or operating independently.
This profile depicts a moderate preference for delegation balanced with a desire for personal involvement in the work. While they will let work go to others, they will stay closely involved with the implementation of projects.
MANAGEMENT STYLE
A candidate’s management style illustrates their preferred style of managing others in the workplace, expressed as a percentile of the general business population.
WORK PACE & FOCUS
A candidate’s work pace and focus identify factors related to getting things done in the workplace. Candidates are often strong in one area and weaker in others, though that isn’t always the case.
This work approach indicates strong tendencies toward being systematic, detailed, and practical. This suggests they will likely operate in an organized and down-to-earth manner. There is a low preference for decisiveness and a high preference for being cautious and reflective, so they’ll likely think carefully before making a decision to move forward.
COGNITIVE CAPACITY
We measure two different aspects of cognitive capacity:
- abstract reasoning
- critical thinking
These are important considerations in assessing a candidate’s ability to analyze complex, novel situations and make sensible, reasoned decisions with imperfect or incomplete information.
Scores are provided and benchmarked against a relevant segment of the business population.
INTERPERSONAL STYLE
This reflects the candidate’s strengths across several traits related to interpersonal interactions in the workplace, including categories of inclusion, initiative and perspective.
This profile identifies the candidate as venturesome and forthright. They’ll be comfortable taking initiative, and will be direct when stating what’s on their mind.
STRESS MANAGEMENT
This assessment measures a candidate’s strengths in a number of areas related to stress management style, expressed as a percentile of the general population.
This stress management style indicates the candidate is tenser and less restrained than others and may get frustrated quickly. Since they are apprehensive, they may also be inclined to worry.
Benefits
For greater confidence in your important people decisions, we’ll provide you with deeper insights – impossible to acquire through traditional hiring methods – so that you can determine the most suitable candidate against job specifications and organizational needs.
- Build a more diverse and higher performing team. Remove common hiring mistakes like unconscious bias, and focus on those attributes that make for an ideal candidate.
- Ensure the best candidate and not the best interviewee joins the team. According to the US Department of Labour, “the average cost of a bad hire is up to 30% of the earnings of the employee in the first year.” Reduce the risk of a bad hire and the negative impact on the team such a hire would result in.
- Get a detailed, personalized, and actionable road map that tells you how best to onboard, manage, and structure further learning and development for you and your newly successful candidate.
Use cases
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RECRUITMENT Our assessments can help you determine the most suitable candidate for a position. Assessment results enable you to match a short-list of candidates against job specifications and organizational needs, so that you can make the best possible choice. They’re suitable for screening several candidates or in guiding a final selection. In the screening case, the assessment can be used to develop an interview guide to focus conversations better. |
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ONBOARDING We can help ensure that your new hire is successful. Assessment results can help you understand profiles in relation to the challenges they’ll face, develop an action plan to apply their strengths, and find ways to address their development areas. |
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PROMOTION DECISIONS Our tools can help you assess the potential of an employee to take on a more senior role, identify areas for development, and help ensure effective performance at their new level. |
Our process
The candidate completes the assessment. A report with results, clarifying questions and potential ‘hot’ spots is sent to the sponsor for the next step with the person. Of course, we’ll walk you through with a professional hand until you get the hang of it.
People insights you can trust, at your fingertips
Our assessment methodology can help you secure the right talent for your organization. We’ll take a methodical approach
to helping you uncover the information you need so you can make better hiring, promotion and talent development decisions.