Caliper Assessment Center for Selection
Caliper Assessment Center for Selection
Benefits
The Process
• Assessment process led by a Ph.D. Assessment Psychologist
you’re searching to fill a key executive role. Booz & Co. reports that from 2009
• Provides expert analysis of each final candidate’s degree of fit for the role and the culture of the organization • Brings additional objectivity and calibration into your current selection process • Our tailored approach can be tightly integrated with your organization’s leadership competency model • The assessment process yields in-depth developmental insights that can be shared with the chosen candidate to accelerate his/her assimilation into the organization and incorporated into a “First 100 Days” action plan • Incorporates a tailored battery of assessments to provide a deeper analysis of executive potential
The pressure to hire the right person for the right job is never greater than when
to 2011, companies let go of 35% of C-level executives hired from outside. That is why during the recruitment process, many organizations seek a more in-depth assessment approach for making sure they hire the best candidate. Caliper’s Assessment Center for Selection is our most comprehensive process for
assessing your final executive candidate’s fit for the role and your organization. Caliper’s Assessment Center for Selection uses many different tools to make
the process of selecting the best person as quick and streamlined as possible.
The Caliper Profile will be mapped to your specific leadership competencies to ensure a highly targeted and tailored assessment process.
In addition to the Caliper Profile personality assessment, our Assessment Center
for Selection includes an assessment of Critical Thinking ability as well as other assessments relevant to the role, such as emotional intelligence, judgment and decision making simulations, and specially-designed candidate presentations that measure a range of executive leadership capabilities.
Also, a Ph.D. Assessment Psychologist will
conduct a career autobiographical interview
focusing on the person’s career to date. This
phase will uncover how the individual achieves results and demonstrates the behaviors on
which your organization’s competency model is based. The discussion will also explore
career choices, achievements, critical incidents and lessons learned, as well as regrets. These factors will have shaped the candidate’s current leadership style, values, and advancement
potential, and understanding them will help to highlight potential derailers.
After all of the assessments and simulations
have been completed, the Ph.D. Assessment Psychologist will prepare a final summary
report on each Assessment Center participant.
This summary will provide a potential ranking of all final candidates, as well as feedback on
each executive’s strengths, with developmental onboarding suggestions if selected for the position.
The Result
By using Caliper’s Assessment Center for
Selection, your organization can move forward with confidence when extending an offer to
an outside candidate. By employing several
challenging real-world simulations, all over-
seen by a Ph.D. Assessment Psychologist, you
will know how your candidate will lead others,
build consensus, and respond to pressure before you have brought them on board. This minor
investment in time and money will provide
information that will prove to be invaluable
when evaluating who has what it takes to move your organization ahead.
506 Carnegie Center, Princeton, NJ 08540
◆
609.524.1200
◆
calipercorp.com
Benefits
The Process
• Assessment process led by a Ph.D. Assessment Psychologist
you’re searching to fill a key executive role. Booz & Co. reports that from 2009
• Provides expert analysis of each final candidate’s degree of fit for the role and the culture of the organization • Brings additional objectivity and calibration into your current selection process • Our tailored approach can be tightly integrated with your organization’s leadership competency model • The assessment process yields in-depth developmental insights that can be shared with the chosen candidate to accelerate his/her assimilation into the organization and incorporated into a “First 100 Days” action plan • Incorporates a tailored battery of assessments to provide a deeper analysis of executive potential
The pressure to hire the right person for the right job is never greater than when
to 2011, companies let go of 35% of C-level executives hired from outside. That is why during the recruitment process, many organizations seek a more in-depth assessment approach for making sure they hire the best candidate. Caliper’s Assessment Center for Selection is our most comprehensive process for
assessing your final executive candidate’s fit for the role and your organization. Caliper’s Assessment Center for Selection uses many different tools to make
the process of selecting the best person as quick and streamlined as possible.
The Caliper Profile will be mapped to your specific leadership competencies to ensure a highly targeted and tailored assessment process.
In addition to the Caliper Profile personality assessment, our Assessment Center
for Selection includes an assessment of Critical Thinking ability as well as other assessments relevant to the role, such as emotional intelligence, judgment and decision making simulations, and specially-designed candidate presentations that measure a range of executive leadership capabilities.
Also, a Ph.D. Assessment Psychologist will
conduct a career autobiographical interview
focusing on the person’s career to date. This
phase will uncover how the individual achieves results and demonstrates the behaviors on
which your organization’s competency model is based. The discussion will also explore
career choices, achievements, critical incidents and lessons learned, as well as regrets. These factors will have shaped the candidate’s current leadership style, values, and advancement
potential, and understanding them will help to highlight potential derailers.
After all of the assessments and simulations
have been completed, the Ph.D. Assessment Psychologist will prepare a final summary
report on each Assessment Center participant.
This summary will provide a potential ranking of all final candidates, as well as feedback on
each executive’s strengths, with developmental onboarding suggestions if selected for the position.
The Result
By using Caliper’s Assessment Center for
Selection, your organization can move forward with confidence when extending an offer to
an outside candidate. By employing several
challenging real-world simulations, all over-
seen by a Ph.D. Assessment Psychologist, you
will know how your candidate will lead others,
build consensus, and respond to pressure before you have brought them on board. This minor
investment in time and money will provide
information that will prove to be invaluable
when evaluating who has what it takes to move your organization ahead.
506 Carnegie Center, Princeton, NJ 08540
◆
609.524.1200
◆
calipercorp.com
