SGR Proposal - Laserfiche WebLink

Browse Search

Step 4: Evaluation of Quarterfinalist Candidates Reviewing resumes is an important and valuable step in the executive search process. However, the simple fact is that resumes can be misleading. They tell you nothing about the individual's personal qualities or his/her ability to get along with other people. Resumes can also exaggerate or inflate accomplishments or experience. SGR's responsibility is to go deeper than the resume to ensure that those candidates who continue in the process are truly outstanding. Personal Interaction with Quarterfinalist Candidates SGR's goal is to have a clear understanding of the person behind the resume and what makes him/her an outstanding success for you. The evaluation of quarterfinalist candidates includes follow-up by phone when appropriate to ask any questions about underlying issues, as well as preliminary background checks as needed. Based upon the number of candidates still in contention at this stage, phone interviews, and potentially even personal interviews, may be conducted by SGR. Quarterfinalist Narrative Questionnaires SGR will ask quarterfinalist candidates to complete a comprehensive written exercise designed to provide greater insight into candidate thought processes and communication styles. SGR's written instrument is custom -designed around the priorities identified by the Search Committee and usually includes about 20 questions focusing on 5-6 key areas of particular interest to the client. This written instrument will be included with resumes in the briefing books prepared for each member of the Search Committee. Search Committee Briefing Three At this briefing, SGR will provide a comprehensive progress report and will facilitate the selection of about 12 semifinalists. Stem 5: Evaluation of Semiifinalist Candidates Personal Interaction with Semifinalist Candidates SGR will continue personal interaction with each of the semifinalist candidates, going deeper on particular issues that have been identified which warrant greater insight and understanding. Psychometric Assessments It is critical for you to know as much as you can about your new executive before hiring him/her. Historically, employers have depended upon resumes, references, and interviews as sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting successful employees. The use of assessments has become essential for employers who want to place the right people in the right positions. SGR uses DiSC profile assessment tools, which are among the most validated and reliable personal assessment tools available. 25