Talent
Rigour to gain insights into critical elements of the business
The CEO and her leadership team were interviewing finalists for a Vice President Finance and Administration role, all with good experience, but were dismayed that no one stood out as being a good fit. It was a legacy role and what we quickly discovered was that not much thought had been given to how the organization had evolved and that the old role needed to be fundamentally redefined.
We were given the assignment and through stakeholder interviews and our profiling process discovered that neither finance or administration were core to the outcomes required by the role any longer. What was required was someone who could introduce a shared services methodology to the organization and dismantle the silos that were prevalent across core support functions.
Having an understanding of the new role we were able to develop a robust profile and customised assessment and selection process designed to provide decision support and minimize bias, leading to the recruitment of a key new member of the executive leadership team.