Client: Police Authority – Role Profiling and Executive Assessment
After working in partnership with a Police Force for five years to support their internal promotions process, our consultant was contracted to support the recruitment of a new Chief Constable through role-profiling and executive assessment. Our role was to clarify the priorities for the position by conducting an in depth person and job analysis of the current Chief Constable through the use of desktop review (consulting the job description, person specification and strategic plan) and various stakeholder consultation techniques such as structured interviewing, a focus group and online questionnaires.
Initial Role Requirements and Person Specification
The use of concrete information collection and stakeholder engagement mechanisms at the outset of a project allows our team to provide informed recommendations in relation to benchmarking the required skills, behaviours and values of the ideal candidate. It allowed us to target the executive assessment to provide the selection panel with a greater sense of how the context of the organisation defines the approach the chosen candidate will have to adopt in order to achieve success within the target role.
We achieve this understanding of context through a range of stakeholder engagement activities, consulting during the course of this project with 84 stakeholders through a variety of methods including:
- Primary stakeholder engagement through interviews and focus group
- Secondary stakeholder groups through telephone interviews
- Tertiary stakeholders through online survey
- Desktop review of design, delivery and feedback of assessment
The information gathered then informed each stage of the selection process, allowing our team to shape short listing criteria, design relevant assessments and comment on how the candidates’ work styles were likely to impact overall job and organisational fit with careful consideration around how their style would impact the long term strategic direction of the organisation.
It aided the development of the structure and focus of additional selection stages which was delivered through an assessment centre that included:
- Stakeholder focus groups
- In-depth personality profiling
- Media interview
- Written exercise
- Final interview