Executive and Leadership Assessments
Not all executive leadership assessments are created equal.
Ours have industry-leading predictive validity at a reasonable cost.
PCI's Executive and Leadership Assessment ProcessÂ
The process steps are the same, whether you're using it for hiring, development, or succession planning.Â
Context & Customization
We'll discuss your desired outcomes from the process, your organization's culture, target roles, success factors, and common derailers. Then, we'll design the deliverables, write communication pieces, and create a project plan based on the information gathered in the context meeting.Â
Assessment
Participants complete a 2-hour online test battery followed by a 1-hour phone interview with a Business Psychologist.
Reporting
For hiring, you'll receive a custom-written report 1 to 2 days after the interview. For internal assessments, you'll receive developmental reports for the participants, competency and potential ratings, and talent profiles for succession planning.
Debrief & Support
We'll meet with the key stakeholders, which could be the hiring team, succession planning committee, or the leader's manager to discuss the assessment results and provide additional insights and advice.
What Sets PCI Apart?
Receive tailored assessment reports, executive summaries, and dashboards to meet your specific needs. And, we can even measure your competencies and core values.
Objectivity in Every Step
We don't recruit.
It's hard - if not impossible - to be both advocate and judge, so we don't do executive search. We do executive assessments, and we do it very well. Because we have no stake in the game, you get an unbiased, objective evaluation - every time.
We do Non-invasive, Structured Interviews.
We don't ask about a person's upbringing, childhood experiences, or decisions they made decades ago. These things are subjective, don't predict well, and make people uncomfortable. And, we ask the same questions every time to evaluate their motivations, personality, leadership style, and self-awareness.Â
We don't evaluate experience or "pedigree."
Why not? Because they are poor predictors of job performance. Also, you don't need a psychologist to tell you what prior experiences are needed. You and your search firm can do that.
We weight psychometrics heavily.
Scores for all participants are compared to PCI's proprietary norm group and those percentiles serve as the basis for our ratings. Interviews provide secondary data that improves the preciseness of our interpretations of the test data.
We conduct peer reviews.
Two psychologists review the test data and interview notes, and assign ratings independently. Then, they come to a consensus using data-driven arguments. Finally, they discuss key strengths and gaps to gain alignment and ensure objectivity.
Interviews are voice only.
This approach eliminates biases that can result from the person's mannerisms, appearance, and workspace.Â
Experience the Difference
Get More. Pay Less.