Evaluate a CEO: The HireLabs Talent Assessment Tool-Kit

A CEO stands for the corporate board. How it operates, and what strategies the board develop?The whole image of what is the corporate board-room reflects through the CEO.

Setting the tone for everything that the company eventually undertakes, a CEO’s decision will impact the business from all corners. Corporate strategic plans are mostly between a 3 to 5 years period. That’s a lifetime (in corporate life terms). A CEO’s evaluation should not wait for the end of that period. A regular CEO assessment will need to be conducted.

The regular assessments will increase and improve the board by ensuring across-the-board accountability. This will form a unique partnership between the proverbial shepherd and the herd.

Hirelabs recommends having a fiscal dimension in the CEO assessment. As detailed here, the CEO must speak finance! The benefits are two-prong: the assessments will enable to identify core talent, as well as provide a critical opportunity to identify talent-gaps. Aiming to gain on the identified gaps, the assessment results will help the board to recommend development needs. This can only mean two things: A better equipped CEO, and a focused business strategy. The CEO evaluation process will greatly benefit startups (young companies) that are looking to acquire their first CEOs. The CEO evaluation will comprise of global multiple personality dimensions, as well as a comprehensive leadership focused grid assessment

A thorough understanding of an executive’s strengths and/or weakness can save or generate a sizable amount of company capital. A CEO assessment will look at a number of factors that include past and current performance as well as personal interaction skills, appropriate industry knowledge and ability to adhere to corporate philosophy. It is an administrative tool that will help to strengthen the effectiveness of your corporate organization making it the best that it can be.

Key Advantages of Competency-based Selection
 Improved objectivity, leading to truer talent retention/acquisition
 Consistency in ongoing hiring decisions
 Legal protection for the employer
 Improved consensus on hires across multiple stakeholders
 Comprehensive analysis of CEO strengths and weaknesses
 Personality profiling (30-Grid Cell leadership structure)
 Skill assessment and skill-gap identification