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Additional Case Studies:
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Even the CEO Doesn’t Always Know Best
SCENARIO:
John is the CEO of a mid sized technology company that has been in business for nearly 15 years. He oversees all operations
but has noticed the demands on his time are increasing and he is spreading himself too thin. Business has been booming and
expansion plans are in the works so John knows he needs help and has decided to hire a top level executive. John had his HR
team work on finding strong candidates and then interviewed the final three. John’s decision making process focused
on three key factors: prior work experience, the interview and the applicant’s resume. John decided that Tom was the best fit
for the job and was going to make him an offer. While in a meeting with a consultant that day, the topic of assessment and
selection came up. The discussion centered on the importance of thoroughly assessing candidates prior to hire. John decided
to go ahead and have Tom interviewed and assessed, although he was confident that his evaluation, perception and gut instincts
about Tom were correct. Tom was given an in-depth assessment and interview, which focused not only on his past work skills but
included a look into his personality, motivation, leadership and cognitive skills. Unfortunately, the results showed Tom had
significant limitations in many of these areas and thus was a very poor choice for the job.
SOLUTION:
John, the CEO, was surprised by these results but pleased he was able to uncover the deficiencies Tom had prior to hiring him.
John decided not to hire Tom and sent the other two candidates for an in-depth assessment and interview, including a focus on
some key areas that John and the consultant determined made sense. From the results it was clear that Michael would be the best
fit for the job and John went ahead and hired him. Three months later, upon a follow-up with the consultant, John was pleased
to share that Michael was successful in his new role in managing operations, thus allowing John to focus on continued growth
and direction of the company.
BENEFIT:
An in depth pre-employment assessment helped achieve the following for this particular company:
• Cost and time savings
• Protected risk/liability
• Avoided a decrease in productivity |
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