Profitable innovations are made by managers who have a very good knowledge of the field and who have a high level of ambiversion (innovation). Very good knowledge of the field is based on long-term experience, high ambiversion is based on an unusual personality. As personality is not significantly changeable or compensable, ambiversion should be valued and properly assesed when recruiting top managers and succession.
Peter Cappelli, a professor of management at the University of Pennsylvania, says recruiting talented people is a major concern for CEO-s. Therefore, the most valid and cost-effective recruitment method possible is of great value.
A science-based top executive recruitment helps the company increase the accuracy of top management and succesion recruitment by guiding it to determine the right and accurate top management evaluation criteria based on research and the company’s strategy, to look for candidates from the right sources and to evaluate candidates correctly. I will help companies to develop a valid and cost-effective recruitment system and, in more complex cases, I will also help to search and evaluate candidates.
I help companies develop a valid and cost-effective system for recruiting top managers, and in more complex cases, I also help to search and evaluate candidates.
A science-based method of top executive recruitment:
1) takes into account exactly the needs of the company and the specifics of the operating environment;
2) is based on the best scientific evidence;
3) is based on long-term experience in advising top managers.