Understand how someone will work before you appoint them
Senior appointments rarely come apart over capability. The person could do the job. They could not do it in that team, for that chief executive, at that site, at that moment. By the time this is clear, a year has usually gone and the cost has landed in production rather than in the recruitment budget.
Lincoln Strategic assesses candidates against the role, the team and the culture they are joining, whether we found them or you did. And we can assess your own internal candidates as readily as we do ours.
What it covers
Assessment can run on a single appointment or across a group:
- Individual candidate assessment against a defined role and team context
- Shortlist comparison, where two or three people are all appointable and the choice is about fit
- Internal candidate evaluation ahead of a promotion decision
- Leadership team assessment, where the question is how a group works rather than how one person performs
- Structured referencing, taken up personally rather than by form
- Onboarding guidance for the hiring manager, based on what the assessment found
How it works
We use the Predictive Index behavioural assessment, through our partnership with Predictive Success, alongside structured interviewing against the brief. The tool describes how a person is likely to work: how they take decisions, how much structure they need, how they behave under pressure, and how they are likely to land with the people already there. It describes behaviour rather than competence, so it sits alongside the interview rather than in place of it.
You get a written view of each candidate’s strengths, the conditions in which they do their best work, and the specific risks of appointing them into your team. Where we recommend against someone, we say so and explain why.
When the appointment is senior enough to need more
Assessment tells you how someone will work. Our Integrity due diligence service, delivered through our partnership with SecureValue, tells you who they really are. On board and executive appointments, the two answer different questions and most clients will want both.
Speak to your Lincoln Strategic contact about assessing a candidate or a leadership team.
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