Our client is a leader in the global airport business with more than 600 Greek employees. In a particularly challenging period for the whole industry, the organization maintained its high performance through focus on its human capital and prioritizing the right capabilities were available, especially for critical roles.
A new C-level appointment leading a core business function required thorough assessment of external candidates’ leadership competencies to evaluate their potential and predict their future performance in the organization. At the same time, it was imperative that senior candidates had a positive experience during the thorough assessment process.
Our approach to achieving this consisted of structured interviews, personality questionnaires, and business simulations.
As part of our analysis, we assessed the critical leadership competencies relevant to the specific C-level role and analyzed each candidate’s motivations and potential cultural impact. Our approach to achieving this consisted of structured interviews, personality questionnaires, and business simulations (case studies with presentations to a panel, in conjunction with role-play scenarios) aimed at executive level management and exploring key leadership traits, like talent development and strategic perspective.
We drew valuable insights from each candidate’s leadership profile. We presented them to the organization in a report that highlighted talents and barriers, motivations, and potential impacts on company culture. These quantitative and qualitative findings revealed significant differences in leadership approaches and practices among the candidates and helped the organization make a data-driven hiring decision. At the same time, the process highlighted the importance of the organization’s human capital and its focus on applying best practices in talent management.
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