Leader selection
Executive search (or management search) is a management selection carried out by consulting companies, during which many important factors are taken into account, which depend on the needs of the given organization and the nature of the position.
In addition to technical specialization, TESK Group has been dealing with manager selection for many years, as our partners (manufacturing and trading companies) are often looking not only for engineers, but also for their superiors.
Thus, our Executive Search area covers the positions of engineering managers, production managers, operations managers, or even financial managers, commercial managers, and HR managers.
Below are some general factors that may be important in leadership selections and how they can be measured or evaluated:
1. Professional experience and expertise
Appropriate professional experience and expertise are extremely important for management positions. This includes management experience and industry or specialist knowledge.
Based on what we can evaluate:
The applicant's CV, reference letters, interviews and, in some cases, the solution of a practical task tailored to the company can provide a complete picture.
2. Leadership skills
The person selected for management positions must have leadership skills such as problem solving, decision making and communication skills.
Based on what we can evaluate:
Situations and case studies that arise during interviews can help measure these abilities, and the organization and conduct of an Assessment Center can provide additional help. Furthermore, tests matching the skills and abilities to be measured can also provide useful information about the candidates.
3. Cultural fit
The manager must adapt to the culture and values within the company. Cultural fit is important for long-term success.
Based on what we can evaluate:
Interviews showing the culture within the company and evaluating the values, ethics and personality of the applicants with tests, Assessment Centers and interviews can help measure this.
4. Performance prediction
During the selection process, it is important to be able to estimate the potential performance of applicants, not just their past performance.
Based on what we can evaluate:
Tests, ACs and references can help predict future performance.
5. Steps and processes
The management selection process must be transparent and well organized.
The steps of the selection process should be clear to participants and candidates should have timely and appropriate information about each step.
It should also be ensured that, if this selection consists of several (even four or five) steps, there should preferably not be too much time between the steps, so that the process does not drag on too much.
During the process, close, almost daily contact with the applicants is essential.
