Executive Selection

In 1992, data from The Brookings Institute showed that tangible assets, such as physical inventory, represented 38% of a company's market value. Today many companies estimate that tangible assets may represent only 15% of market value. Consequently, the intangible assets such as human capital and intellectual property have gained significantly in their value to any organization. The vast majority of these intangible assets leave the office every evening with the success of the organization dependant upon their return and commitment to the company's success.

The true cost of turnover can be many times the amount a company spends on recruiting activities. Estimates of the cost to replace supervisory or technical personnel can run to approximately 50% of the departed employee's annual salary. For executive personnel, the replacement cost for turnover may actually be multiples of the base salary due to the cost of recruiting and time required to fully acclimate the new executive to the organization for a positive bottom-line impact or essentially the recruiting return-on-investment.

Research has revealed that most short-term executive tenure resulting in turnover is based upon a poor personality fit, rather than lack of knowledge or skills for that particular position. The risk of poor personality fit may be substantially reduced when personality profiles and behavioral interviewing techniques are utilized during the search process.

Human Asset Associates Executive Selection model:

The following steps have shown to greatly increase the probability of long-term fit and commitment to the success of the organization and are offered through Human Asset Associates for your organization.

• Human Asset Associates will utilize proven personality profiling tools to identify the correct "fit" for the organization including the company's and the candidate's expectations, attributes, and values for success.
• Human Asset Associates will meet with the hiring executive, members of the executive team and the Board of Directors (as appropriate) and develop a full position description including a detailed list of position's essential duties, responsibilities and competencies and a detailed list of behaviorally based interviewing questions for use during the recruiting process.
• Human Asset Associates will act as a search conduit, completing initial interview screenings and coordinate further onsite interviews thereby greatly reducing the amount of time required by the organization to complete the search. Each final candidate will be given the candidate version of the profile in order to more successfully match the company's requirements with the candidate most likely to succeed in the position.
• Human Asset Associates will conduct the search directly or utilize an executive search partner for individualized attention resulting in the positive and timely completion of the search.
• Human Asset Associates will meet with the hiring executive and the placed candidate after 90 days of employment to review the recruiting process and incumbent's success.

The Executive Selection Model will greatly increase the organization's ability to attract, recruit and retain the employees required for success in today's competitive environment.