Henley Director Diana Watson discusses how Henley seeks to add value when assessing candidates:

When we are approaching candidates with an opportunity, we are required not only to determine whether the individual is interested but also whether they are interesting from a client’s perspective. A common tool for evaluating the individual’s suitability is what is referred to as the Litmus test which is a number of set criteria or questions that will allow us to measure the skills and experiences in a comparable manner. Such criteria could include, for example, leadership ability, international experience, ability to work in complex, suitability for matrix environments or stakeholder management. The individual’s response on such key themes will enable us to assess how closely they match our role and which individual scores better than another. Whilst such assessment and ranking are important elements of our work, we are quite often asked by clients to provide much subtler and perhaps more subjective judgement of a potential candidate: their level of motivation, their energy, their eloquence of response, their enthusiasm following our approach and our view on their cultural fit and credibility of candidacy.

It is such added value and insight that stems from careful questioning and even more careful listening, common sense, ‘gut feeling’ and personal experience-based judgement that is highly valued by our clients.

Part of our training at Henley is aimed at helping our consultants to develop and apply such ‘subjectivity’ of judgement and the confidence to voice their view that we can provide our clients with feedback that goes beyond the CV, the pure metric of expertise and gives them the impression of ‘having been there’ at the time.