Case Studies: Selection
Case 1: Engineering Firm Mid-Level Hires
After interviewing the senior officers responsible for overseeing this function and researching the position descriptions, a list of competencies and attributes was constructed and mapped to the traits measured by the Hallmarks of Excellence® in Leadership. After consultation with the responsible senior officers and additional analysis, a benchmark of attributes was constructed.
Finalist candidates being considered for the position were administered the Hallmarks of Excellence® in Leadership and their results were compared to the benchmark to help assess overall “fit”. A successful hire resulted, contention between the officers was eliminated, and the new employee acclimated to the position quickly and reportedly is exceeding expectations.
Case 2: Construction Project Manager Selections
The Hallmarks of Excellence® in Leadership was administered to an existing highly-effective manager who had served in the capacity for three years. After consulting with the manager and owners and analyzing the results, a benchmark representing a desired profile containing target competencies and attributes was constructed.
The Hallmarks® instrument, in conjunction with the established benchmark, was effectively used to sort candidates and hire managers with competencies and attributes that best “fit” the position. Supervisors of those hired using Hallmarks® observed a decrease in the time that it took the new hires to get acclimated to their roles and reported their new employees reached optimum performance levels faster.
Case 3: Service Company Senior Officer Search
Having determined another bad hire in this critical position was unacceptable, the Hallmarks of Excellence® in Leadership was selected as part of a comprehensive assessment process which included the use of a position benchmark and other position documentation.
Candidates being considered for hire were administered the Hallmarks of Excellence® in Leadership instrument, and the results, when compared and contrasted to the established benchmark, isolated candidate attributes and competencies that significantly assisted them in making an accurate hire. Once selected, company leadership used the Hallmarks® findings to maximize the incumbent’s productivity upon entry and to encourage lasting retention success.