Pre-Analysis / Expectations Alignment
Identify strategic challenges and competencies for evaluation.
Understanding the organization and its culture.
In-depth interviews /role playing.
Cross over review / 360° exercise.
Evaluation of individual motivation.
Reports / Presentation
Presentation of the evaluated candidates’ reports including any type of variables and information obtained in the evaluation to the Board of Directors, General Manager o Area Leader.
Should start immediately once there is a selected candidate and has started in the position.
Boardroom Talent: How can Executive Search do better?
Executive search consultants are extremely discreet; their clients and candidates need them to be. For Amrop’s Eelco van Eijck, one undesirable consequence is that clients lack a clear view of his profession. And that the sector feels insufficient incentive to apply professional and behavioral rules, or develop its quality standard.
The New Shape of Work: Why the Only Way Up is No Longer Up
Any credible career should follow an uninterrupted, upward trajectory, or so the assumption goes. Many hiring organizations, executive search firms and leadership candidates still exercise this kind of ‘up or out’ thinking. Yet a growing number of successful executives are seriously questioning What’s Next.
Make or Break: Transition Coaching for Incoming Executives
Whether you are a senior executive facing your first months in a critical role, or a key internal stakeholder in an incoming leader's transition process, Amrop invites you to explore the emotional landscape facing every new entrant, and discover some keys to its successful navigation.
Let's discusst your talent acquisition needs to better understand who the right candidate is for your company