+ unlocking innovative leadership.
[ recruitment ]
[ HR/SMT ]
+ the recruitment call
We support Human Resources as a dynamic final stage in the recruitment procedure for senior management/executive leadership in the (near) final stages of the process.
This is why we work with; recruitment agencies and hiring committees simultaneously to give candidates the best chance to demonstrate their diverse insights, experiences and approaches before stepping into the role.
+ why use us?
+ benefits
Whether striving to withstand turbulent climates or introduce innovation — the commonly required attributes for senior leadership are; empathy, insight and foresight.
We aim to make that visible in the most diverse ways.
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> Online / On-site
> Duration : 100mins -
With 12 scenarios/themes to align with, each task within them is broad enough to set more specific objectives for candidates to undertake.
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Our ambition is to provide a mutually beneficial experience where applicants can demonstrate their unique mindsets and strategic capabilities in a flexible system.
(This experience was developed with consideration to neurodivergent users) -
Un/successful applicants alike typically seek feedback as to how they performed or could have done better. With our Performance Indicator, applicants can understand how they were assessed and what they need to demonstrate to improve, for future reference.
“It’s a good way of learning about deeply important topics; yourself and others.”
[ tasks ]
+ interview stage
When recruiting senior/executive leadership, credentials are often similar - what differentiates candidates are their mindsets, agility and strategic prowess.
Below is a deeper look into our recruitment service as well as how we created a criterion to assess applicants’ performance for clarity for their future employers.
+ our procedure
+ performance indicator
We aimed to improve the interview process for employers and applicants by providing an experience that is overtly beneficial to the development of candidates. Most importantly, we wanted to find a way to create an arena for; intelligence and experience from diverse places to be demonstratable with context so companies can see the value of the whole candidate not just their employment history. >>>
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Divided into three main stages, candidates get time to identify which mindset and persona they need to embody to achieve their goal.
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In this section, they are presented with space to develop new or use pre-existing tactics to achieve their objective with examples of how they are likely to be successful.
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To conclude of the interview task, candidates are given the time to walk through their suggested approach and position.