Executive Assessment

Executive Assessment

Our Executive Assessment service is designed to evaluate the competencies of your executives and middle managers, particularly in the industrial sector.

At Servitalent, we use advanced methodologies and superior quality standards to identify the strengths and areas for improvement of your team, ensuring they are prepared to face your company’s strategic challenges.

Evaluate and develop the potential of your leaders with our Executive Assessment service.

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Why Servitalent?

Diagnosis
Diagnosis

Accurate evaluation of executives’ and middle managers' competencies.

Development
Development

Identification of improvement areas and professional development plans.

Performance
Performance

Enhancement of the performance of the executive team and middle managers.

Objectivity
Objectivity

Objective evaluations based on concrete data.

Methodology
Methodology

Use of advanced 360-degree evaluation methodologies.

Results
Results

Alignment of competencies with the company's strategic objectives.

Our assessments identify strengths and areas for improvement in 90% of cases, enhancing professional development.

How we work?

Our Executive Assessment service is designed to evaluate the competencies of your executives and middle managers, ensuring their alignment with the company’s strategic objectives. Below, we outline our working method. To define an Executive Assessment process in phases and activities, it’s essential to present a clear and detailed structure that allows the client to understand each step of the process and how it contributes to identifying and developing executive talent. Below is a proposed structure divided into phases and activities:

  • Phase I: Preparation and diagnosis

    • Activities:

    1. Initial meeting with the client:
      Review of objectives and expectations.
      Identification of key competencies and success profiles.
    2. Organizational analysis:
      Evaluation of the organizational structure and company culture.
      Review of job descriptions and responsibilities.
    3. Definition of competencies and evaluation criteria:
      Development of a specific competency framework.
      Establishment of evaluation criteria for each competency.
  • Phase II: Individual evaluation

    • Activities:

    1. Psychometric assessment:
      Administration of psychometric tests tailored to the executive profile.
    2. 360º Evaluation:
      Collection of feedback from superiors, peers, and subordinates.
    3. Competency-based Interviews:
      Conducting structured interviews to delve into key competencies.
    4. Simulations and role-playing (group):
      Development of exercises and practical cases simulating real leadership situations.
  • Phase III: Analysis and feedback

    • Activities:

    1. Results analysis:
      Consolidation and analysis of data obtained from the various evaluations.
    2. Individual report:
      Preparation of detailed reports for each executive, highlighting strengths, areas for improvement, and development potential.
    3. Group report:
      Preparation of a detailed report with comparisons and trends within the group, highlighting strengths, areas for improvement, and the team’s development potential.
    4. Feedback sessions:
      Individual meetings with each executive to discuss the results and establish personal development plans.
  • Phase IV: Development plan and follow-up (optional)

    • Activities:

    1. Development plan design:
      Creation of individualized development plans based on the assessment results.
    2. Coaching and mentoring:
      Assignment of coaches or mentors to support continuous development.
    3. Training and development:
      Identification of training needs and organization of specific programs.
    4. Follow-up and re-evaluation:
      Conducting periodic evaluations to measure progress and adjust development plans as needed.

We apply rigorous quality standards in every competency evaluation: ISO9001:2015, ISO10667-2:2013, ISO27011:2015.

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