Assessments and on-boarding
Criteria-based assessments alongside relevant case studies adds rigour and data to processes often driven by “feel” and personal preferences.
In addition to sharpening selection, they identify risks and are a great starting point for individual development, whether as a light touch behavioural interview of a CEO/founder pre-investment or a full pre-hire assessments of new talent. I am accredited with Hogan and MBTI and as appropriate use these psychometric tools when establishing a base-line for coaching and team development, in assessments and for individual post-hire on-boarding plans.
Case study - leading VC fund
The fund was significantly expanding its headcount and the brief was to improve the hiring process to ensure robustness and maximise long term retention of new hires.
I worked with the partnership to codify success criteria and acceptable trade-offs for different roles in the organisation. The success criteria was then translated into clearer job specs and hiring requirements
We introduced tailored psychometrics, cognitive tests and behavioural interviews to increase the objective comparability of candidates along those criteria. A data bank was created to support longer term analysis of success relative to candidate profile
The final step was to design an on-boarding process to support new hires and address risks that were identified in the process