There are three key benefits Meridien delivers by conducting assessments of candidates before they are hired.
- Gather objective, third-party input for selection decisions that are focused on the 'softer' side of individuals' leadership abilities
- Identify individuals' strengths and needs for personal development planning to enhance effectiveness in the new role
- Clearly convey to candidates management's values about fit and the importance of the selection decision to the organization's success
There are six steps in Meridien's pre-selection assessment process:
1. Understand the Role
A candidate's success largely depends on the job context, goals to be achieved,
guidance and direction provided by superiors, and the direct report and peer support
available to help accomplish results. Before conducting the assessment, Meridien
consults with those involved with the selection process to understand the role and the
profile of the successful candidate.
2. Conduct the Assessment
The assessment consists of a two-to three-hour semi-structured interview - an
assessment approach that research has shown to be reliable and valid. The detailed
content of the interview remains confidential between the candidate and Meridien.
3. Feedback to Management
Verbal feedback and an incisive written report of Meridien's perceptions and
findings about candidates are provided. This includes recommendations about the hiring decision, integration, and development planning.
4. Feedback to Candidates
Each candidate is encouraged to participate in a two-hour feedback session. Our belief
and experience is that lasting behavior change is based upon the insights that occur
during this session.
5. Developmental Planning
Feedback to individuals is generally followed by a developmental-planning process. The goal is to create specific, measurable development action plans to assist individuals in enhancing their effectiveness.
6. Three-way Development Contract Meeting
Development is most likely to occur when there is commitment from both the individual and the person to whom the individual reports. This involves a one-to two-hour meeting between both parties, facilitated by Meridien. The individual presents his/her development plan for discussion and refinement. The outcome is an agreed-upon contract to guide developmental activities, coaching and feedback.