One of the most unusual assessment processes we have run has been an assessment centre designed to recruit a director for a luxury hotel, based in London.

The hotel engaged us to develop the criteria and develop a process for selecting a new director from a shortlist of candidates. As this was a new position within the business, we began by working with the senior team to develop a competency framework for the role. This defined some of the critical behaviours that a director at this point in the maturity of the business would need to demonstrate in order to be effective. This was crucial as the new director would need to set a clear strategic direction for the business and inspire his/her staff to perform quickly to a very high level.

After extensive early interviewing, five candidates were put forward to each attend a half-day assessment centre. Before attending however, each candidate was asked to complete the Facet5 personality profile and the SWIFT Executive Analysis Test. During the assessment centre, candidates were additionally required to deal with a stakeholder challenge involving influencing and coaching, to design a presentation on their vision for the first 90 days in the business and present this to the assessors and owners. Finally, they attended a competency-based interview using the outputs from the Facet5 report.

The selected candidate is now 8 months into post and shows all the signs of building an effective growth strategy with his team and is taking his people on the journey with him. He has also already used Facet5 with his top team to develop an understanding of each other’s strengths and ways of working, in order that they together build a high-performing team.

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