Dr. richard Kercz

Dr. Richard Kercz

Leadership Assessment

Reduce Hiring Risk:
It is essential to keep in mind that any test or test program used to provide feedback/evaluate a candidate is only as good as the person who is interpreting the results.

This said, make sure the consultant you work with has appropriate training. Verify their background including: education, specific personality and capability training and level of skill before you engage their services.

Many of the so called "assessment" experts in the market today are only trained in the one test they happen to be selling.

Professionally trained individuals will have a combination of the following: advanced psychology degrees, psychometric training, and extended supervised internship experiences.

They will be certified to administer a variety of standardized/validated psychometric tests. This allows them to better serve their clients needs and the demands of the work situations at hand.

There is no such thing as the "one-test fits all" scenario. Professionally trained consultants can provide the appropriate and necessary structure, rationale, explanations and comparisons of test processes. This will ensure that the best program is designed to serve the objectives of the work situation.

The whole point of using professionally trained expertise is to reduce the risk, especially at the executive level where the legal implications of poor decisions based on inaccurate assessment interpretations are much higher.

Hiring the "Best" executive for the job is simple IF you know what to look for.

Know The Risk
As the "war for talent" intensifies, it is critical to not only find the best executive but to hire them into your organization and get them contributing from day one.

Hiring top talent means you need to hear what candidates don't want you to know about them. It means getting inside their heads to understand what their capabilities, skills and abilities are. To understand what makes them tick. To learn about what motivates and drives them to work hard. To understand how they think about work problems and how they deal with people in good times and in bad because there will be bad times. Every business sector and industry has them.

In today's business environment a wrong hire can cost an organization hundred's of thousands of dollars in lost opportunity costs. Making the wrong personnel decisions WILL cost your company time, money, productivity, individual motivation, and team performance.

At senior levels the cost can be above a million dollars considering search fees, relocation costs, signing bonuses, out-placement costs, and legal fees.

New hires (internal or external) constitute one of the most critical decisions businesses face in today's new economy. Research in personnel psychology indicates that most in-house interviews carried out by untrained/self-trained managers' results in poor selection decisions at best. Worse are the situations where judgements about candidates are based on the administration of one single test that may or may not be validated for the purpose. Even with this knowledge many companies still play the odds trying to "save" money by doing it themselves or cutting corners only to find they missed some critical information.

Adding to this problem are the many "subjective judgements" made about potential candidates and their ability to perform in a role or to integrate successfully within the organization. In the end, this makes predicting success little better than chance... unless you use evidence -based, systematic methods and professionally trained assessment experts.

The Solution

Dr. Richard Kercz provides detailed hiring recommendations of potential candidates. Reports focus on the underlying skills and abilities required for success in the role. Complete verbal and written feedback of the results and implications are provided for each candidate.

Hiring the best is based on accessing a combination of key information. Of course it is important to understand executive personality. Identifying an executives natural competency make-up is mandatory. And knowing capability is essential. Without fully understanding all three components a true picture of a candidates performance cannot be rendered.

Dr. Kercz uses psychometric tests which have been extensively validated and linked to both competencies and capabilities which then tie into the underlying personality traits that ultimately drive an executives behaviour. This information is combined with understanding the many different "faces" and "coached persona" candidates bring to the hiring table.

The result - unpack and present not only what the candidate brings to the situation but also how it is linked to the requirements of the role.

Dr. Kercz assesses candidates from a variety of different lenses including intellectual style and problem solving approach; social and interpersonal style; management/operating style; motivational drives, business approach and response to work related stress. This is complimented by an extensive behavioural interview and work specific simulations.

All of this is placed within the context of the job requirements and the competencies for the job in question. Then a measure of fit between: the candidate, the hiring manager, the management team, the organizational culture, the role responsibilities and the potential for success in performing in the role, is provided.

The outcome -- Better informed hiring decisions and reduced possibility of expensive hiring mistakes.

When comparing short-listed candidates, explicit and easy to follow recommendations are provided as to which person is the best person for the job at the given time. In turn, this produces a noticeabe difference in organizational productivity and profit.

This information provides the basis for a comprehensive Integration coaching program that can be utilized to ensure a faster engagement and transition into the new organization and team.

Why Use Our Hiring Services?
Dr. Kercz is a nationally recognized expert in Executive Behavioural Profiling and Personality Traits Analysis.

He has assessed over 3000 senior level executives across North America. All of the processes and psychometric tests he utilizes are evidence based, scientifically validated and client-specific.

Every hiring assessment will involve any or all of the following activities:

1. Role Specific Competency Modeling
2. Competency-Driven Profiling and Fit Analysis
3. Behaviour-Based Performance Recommendations
4. Position/Candidate Fit Analysis
5. Biofeedback Based Stress Profiling
6. Post Hire Integration Coaching
7. On-Going Performance Enhancement Coaching

When combined, his assessment consultations provide a comprehensive and multifaceted picture of an individual (existing employee or prospect).

He can articulate the individual's ability to not only fit in, but also how they will contribute to the organization, and what to watch out for when things go astray.

Let Dr. Kercz help inform your next hiring decision by telling you what the candidate doesn't want you to know about them.

Call him directly at 416-335-5000 or email him at richardkercz@zing-net.ca.