Category: Hiring Psychology

Ask what attracts the candidate to the actual work, including its constraints and unpopular responsibilities. Compare their career-choice examples with the...

Give finalists equivalent feedback on a relevant work exercise and observe their revisions. Evaluate the quality of their reasoning, including justified di...

A culture contribution matrix that makes required behavior explicit while preserving room for different perspectives.

Record the impression a candidate creates, then score operating evidence separately. Use consistent job-related questions and a suitable work exercise befo...

Ask candidates to reconstruct a specific failure using what they knew at the time. Score responsibility and later behavior separately from the quality of t...

Trace a candidate strategy through its operating consequences to distinguish presentation from verified responsibility.

A search-partner review centered on how the firm defines the role and supports a defensible candidate decision.

Evaluate a returning executive as a candidate for today’s mandate. Examine why they left, what has changed, and whether current evidence supports the...

A mutual expectations memo that makes the operating mandate explicit before an executive accepts the role.

Use executive reference calls to verify role-relevant behavior through specific examples.