LeaderMorphosis Selection Assessment
Great leaders build great organizations, and choosing the right leaders is paramount. Yet, less than 40% of companies in the US employ assessment tools in their process, choosing instead to rely on unstructured interviews. The LeaderMorphosis Selection Assessment approach combines the power of individual assessment tools with structured interviewing to add a well-validated input to the selection decision-making process. Our approach includes:
I. Situational Context Assessment
LeaderMorphosis will meet with senior leaders of a company and/or the hiring manager prior to candidate screening. The meeting(s) provides insight into the requirements of a position, the situational context in which the candidate will work, and identify unique aspects of the culture that may play an important role in the candidate’s fit. LeaderMorphosis will use this information to build the profile of a successful new hire.
II. Individual Assessment
The Individual Assessment component of our approach is based on five inventories1including the Watson-Glaser Critical Thinking Appraisal (WG), the California Psychology Inventory (CPI), Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI).
- WG – A cognitive ability measure that specifically assesses the evaluation of information and situations
- CPI – A personality inventory based on 18 scales measuring aspects of interpersonal and social behavior
- HPI – Five-factor assessment of personality characteristics associated with the bright side of personality
- HDS – An assessment of eleven characteristics that can derail or limit the success of a leader
- MVPI – An assessment of the characteristics that motivate a leader and drive leadership style
While these five inventories are typically a standard part of our approach to selection assessment, a more customized set of tools are available to meet a client’s specific needs.
III. Structured Interview
LeaderMorphosis creates a structured interview guide based on the results of the assessment. This guide delves deeper into business, leadership, interpersonal, and intrapersonal behavior domains. The interview guide is used to conduct a 60-90-minute interview with a candidate either by phone or in person.
IV. Results
The results of the assessment and the structured interview are compiled into a selection report covering the four domains, a hiring recommendation, and key question(s) regarding the candidate’s fit for a position.
V. Debrief
A full debrief of the candidate’s results is conducted with the hiring manager. If multiple candidates for a position have been assessed, the debrief may include a comparison between candidates to identify the best fit for a position.
Our approach is based on more than 30 years of employee selection experience by Rodney Warrenfeltz, PhD. Dr. Warrenfeltz’s has developed assessment systems ranging from employee level to C-Suite leader selection. The approach as outlined above is highly valid and efficient, providing a valuable source of information when used as part of a company’s leader selection process.