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How do you get leadership candidates on board with assessment?
Three steps help candidates see assessment as an investment, not a test:
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Explain the why: Show how assessment supports organizational success, framed around what the candidate values.
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Add a face-to-face component: A structured interview or role play, ideally led by an independent assessor, shows you are invested in the process.
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Position it as development: Use reports with actionable development tips so candidates gain insight into their own growth.
A bad hire at this level could cost an organization 300% of annual salary, according to the Recruitment & Employment Confederation (2017).