BludauPartners offers its clients individual and tailor-made management diagnostics solutions: the tried and tested Executive Assessment method allows a systematic approach in examining an organisation and its executive levels to recognise untapped potentials and to discern possible demands for reorganisation.
Within the BludauPartners service portfolio, the Executive Assessment modules can be combined with the Executive Search process on the one hand, or with the Executive Development modules on the other:
In the Executive Search, customised individual assessments are conducted when filling an executive position, in order to identify the best-suited personality from internal and/or external candidates via an independent, second opinion and to thus ensure optimal hiring success.
In the Executive Development, the Executive Assessment modules are applied in the course of a systematic potential analysis, in order to derive further measures for the development of executives.
Situations that pose new requirements to management through planned strategy changes must be highlighted. The requirements need to be harmonised with the executives' skills.
01 | KICK-OFF-BRIEFING
At the beginning of an Executive Assessment or Management Audit, a coordination of the fundamental goals, the requirements of a project, and the project organisation is conducted in the course of an intensive talk between the clients and BludauPartners. In addition to the content and schedule, all other dates are set on this occasion.
02 | COMPETENCE PROFILE
The concrete requirements
Based on the previous briefing conversation, the BludauPartners consultants generate a competence profile which includes the project's fundamental requirements and factors for success. Hereby, the focal points are set, on the one hand, on the specialist and technical competence related to a position, and, on the other, on the soft factors and skills required of an executive. Furthermore, the company goals and vision, as well as the organisation's culture and the environment, are taken into consideration in order to accurately assess the relevant factors for success.
03 | PROJECT COMMUNICATION
In the next step, the executives to be audited are informed about the goals and the already defined project organisation. In this phase, integrating all persons involved is a decisive factor for success, so the assessment process is approached with a positive attitude. How to handle all confidential, personal information also has to be determined before the procedure is implemented.
04 | EXECUTIVE ASSESSMENT MODULE
The main component
After the candidates to be audited have been informed of the framework conditions, setting the dates of the actual Executive Assessment process follows. This comprises three core elements, which are individually customised and, if needed, supplemented by further modules.
Using a scientifically valid and proven psychometric personality test, the BludauPartners consultants acquire a first impression of the personality profile and behaviour patterns of the candidates to be audited. The selection of the personality test depends on the requirements and the goals of the assessment procedure.
The main component of the Executive Assessments of the BludauPartners is a multi-hour, in-depth interview which is conducted by two experienced consultants, to ensure objectivity. In addition to behavioural patterns in past situations, the candidate's future expectations, as well as the social skills and personal characteristics and competences are analysed. If similar behavioural patterns appear repeatedly, this can be an indication that the candidate would act similarly in comparable situations in the future.
References and 360 ° feedback
Through references and 360° feedback, the BludauPartners consultants are able, on the one hand, to solidify the impression acquired so far, and, on the other hand, to also assess the candidate’s ability to integrate into the existing team. As the limits of the preceding personality test and the interview lay in the assessment of leadership behaviour with respect to the team, interaction with the direct professional environment and interaction in the (future) team poses a critical component of the Executive Assessments carried out by BludauPartners. Compiling and compacting different opinions is not the main focus here, but rather it is the implementation of a cross-check of the analysis results from the interview.
05 | EXECUTIVE ASSESSMENT REPORT
THE WELL-FOUNDED CONCLUSION
After a successful conclusion of the Executive Assessment procedure, an extensive report is produced for every participant. It includes an individual description of the candidates with the essential information acquired through the psychometric personality test, the interview and the references. The report is supplemented with a comparison of the company- and position-specific competences model and the candidate's individual characteristics.
Furthermore, the experienced consultants of BludauPartners draft a report about the entire organisation, since they – based on the numerous interviews and conversations – also receive a large amount of indications about the collaboration of the acting executives as well as the current situation of the company in addition to the examined candidates and information.
The subject of DIN 33430 and ISO 10667 is the definition of the quality criteria and standards for occupational aptitude appraisals. The norms concern job choice, the selection of applicants, and career planning. They are process standards and concern the quality of the instruments used and the maintenance of appropriate procedures in addition to the qualifications of the persons involved.
The goal of the standards is the dissemination of scientifically substantiated information on occupational aptitude assessments, as well as improving the quality of these and the respective procedure development.