Not all executive assessments are the same.
Ours predict performance better, are delivered faster, and cost you less.
There are many different approaches to executive assessments. For example, onsite assessment centers, 5-hour psychological interviews, automated psychometric tests, and individual assessments are common. Depending on the methodology, the time investment for the executive can range from several days to as little as 1 hour. And, there’s a wide range of price tags, from about $1000 (online tools only) to $35,000 per assessment! So, you have a lot to consider when selecting an executive assessment partner.
Our Approach to Executive Assessments
We’ve been conducting executive leadership assessments since 1957, using the individual assessment approach. To learn more about Individual Assessment at the Society for Industrial and Organizational Psychology’s website Click Here.
The Science Behind Individual Assessment
It is well-established through scientific research that cognitive ability, the “Big 5” personality traits, and leadership style are among the best predictors of an executive’s job performance. And, the most reliable and accurate way to measure these is with psychometrically sound tests with relevant norms. Because the science is clear, psychometric testing is at the core of our approach to executive assessments.
The "Big 5"
Our Executive Assessment Process
The process steps are the same for hiring, development, or succession planning,
6 Differentiators of PCI’s Approach to Executive Assessments
- We evaluate your critical competencies and core values. This is especially important when hiring external candidates, given the high failure rate (some estimates are as high as 70%).
- We design customized deliverables. Different audiences want to see different data. We give you what you need with comprehensive reports, executive summaries, and dashboards.
- We give candidates feedback on the online assessment results during the interview. This is uncommon in the industry and perceived favorably by executives. In turn, this leaves them with a positive impression of your organization.
- We don’t just talk about validity – we have the data to back it up. Check out some of our executive assessment results here.
- You get unsurpassed customer attentiveness, responsiveness, and flexibility. As a boutique consultancy with the expertise of large firms, no one will match our service level.
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We go to great lengths to ensure fairness and objectivity. While this is the last bullet point, it may be the most important one. You pay for an objective assessment. That’s what you get.
Here’s what we do and don’t do to give you an objective executive assessment:
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- We don’t recruit. We are not a search firm. We do assessments, and we do it very well. We have no stake in the game other than giving you the data you need to make an informed decision.
- We weight the psychometric test results heavily, using our proprietary executive norms. The interview provides secondary data that enhances the preciseness of our interpretations of the test data.
- We conduct a structured interview. Every executive is asked the same set of questions. This includes a brief review of their career and questions related to their personality, leadership style, and self-awareness.
- Two psychologists review the psychometric data and interview notes, assign ratings independently, and come to a consensus via the exchange of data-driven arguments. Meet our Executive Assessment practice leaders here.
- Interviews are done with voice only to remove biases that can result from a psychologist’s preferences and the executive’s appearance.
- We don’t ask invasive questions about the leader’s upbringing, childhood experiences, or decisions they made decades ago. These things require subjective evaluations, don’t predict well, and make people unnecessarily uncomfortable.
- We don’t evaluate experience or “pedigree.” Why? It’s a poor predictor of executive job performance. Additionally, you don’t need a psychologist to tell you what prior experiences are needed for a position. We don’t ask you to pay us to do things that you can do yourself better.
- We don’t recruit. We are not a search firm. We do assessments, and we do it very well. We have no stake in the game other than giving you the data you need to make an informed decision.