Understanding of the culture, situation, strategy and Client’s needs.
Definition of key short, medium and long-term expectations for the position.
Identification of technical competencies and soft skills required for the position.
Orientation on specific elements and parameters required to obtain the desired success in the position.
Detailed report of the information gathered and evaluated in the profile definition.
Placement of a psychometric test on the person occupying the position to evaluate soft skills required to take on the new role.
Provide detailed feedback to the Client of the assessed soft skills with a tailored action plan to strengthen competencies that require further development.
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.
We are excited to learn about your views and needs.