Harnessing Leadership Assessment to Select and Onboard High-Performing Executives

May 7, 2025 – Choosing the right senior leaders is among the most critical responsibilities for boards of directors and their organizations. These executives define the organization’s direction, shape its culture, drive strategic decision-making, and have a direct impact on overall performance. Despite this, many organizations continue to rely on outdated selection processes, informal ‘interviews’, and gut instincts to choose successors for key roles, according to a recent report from Boyden’s Richard Waddell.

Using robust, evidence-based leadership assessment is vital in ensuring organizations select high-performing leaders who align with their specific needs and values, according to the Boyden report. “A comprehensive leadership assessment looks beyond a candidate’s career history and headline successes to uncover key attributes such as leadership styles, decision-making abilities, emotional intelligence, and role and culture fit,” it said. “This approach enables more informed decision-making and significantly reduces risks associated with senior appointments.”

Boyden explained that leadership assessment brings a range of benefits, including:

• A clear view of candidate strengths to leverage.
• Insights into any risks or gaps, allowing better management.
• The ability to quantify performance, role-fit, and potential for easier candidate comparison.
• An assessment of cultural   alignment with the organization’s values.
• Insights useful for onboarding, development, and succession planning.
• Data to support succession planning and talent management efforts.

“The very best executive leadership approaches incorporate leadership assessments into the hiring process,” the Boyden report said. “This benefits not only the hiring company but also the candidates, who receive in-depth feedback, underscoring how seriously the organization approaches senior hiring and onboarding.”

Benefits of Leadership Assessment in Senior Hiring

1. Ensure Cultural Fit.

One of the most significant benefits of a leadership assessment is the ability to evaluate a candidate’s alignment with your company’s mission, values, and culture, according to the Boyden study. “Leaders who resonate with company culture will integrate more effectively, inspire teams, and drive positive outcomes,” the firm said. “Without this fit, even the most technically skilled leaders may struggle to lead effectively and thrive in their new role.”

2. Evaluate Objectively.

The Boyden report also notes that leadership assessments provide objective data, reducing the potential for unconscious bias in the hiring process. “Structured assessments like behavioral interviews, psychometric tests, and case studies offer a comprehensive view of candidates, grounding decisions in facts rather than gut feel,” the report explained. “Third-party assessments also enable fair comparisons between internal and external candidates, highlighting that all talent receives serious consideration.”

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3. Predict Leadership Impact.

“A robust leadership assessment process helps predict a candidate’s future performance by evaluating their ability to handle complex scenarios, make critical decisions, and lead effectively,” the Boyden report said. “By employing science-based tools, organizations can better predict leadership impact and reduce the risk of hiring for senior roles based solely on interview performance.”

4. Optimize Onboarding and Compliance.

Leadership assessments provide valuable insights into a new leader’s strengths and developmental needs, helping to craft a personalized onboarding plan, according to the Boyden report. For regulated industries, these assessments also offer data to evidence why a particular candidate was chosen and to document a structured onboarding plan.

Actions to Integrate Leadership Assessment into Your Hiring Process

1. Define Key Leadership Competencies.

Before beginning the search, Boyden said to define both technical skills and leadership qualities required for the role, such as emotional intelligence, resilience, adaptability, and cultural fit. “There will typically be a long list, but the key is to focus on the five to seven most critical behaviors above all else – the things that will separate outstanding from average performance,” the firm said. The Boyden team draws on its proprietary Boyden Leadership Framework which comprises nine leadership competencies that have the biggest impact on performance at senior levels, based on research by leading academics from the University of St Gallen in Switzerland. The framework is informed by more than 500 interviews with CEOs and board members.

Related: 3 Ways Assessments Can Go Wrong and How to Get Them Right

2. Use Psychometric Testing

Introduce standardized psychometric tests to assess each candidate’s cognitive abilities (abstract reasoning is most relevant for senior roles), personality traits, and emotional intelligence, according to the Boyden report. The firm explained that these profiling tools can provide insight into a leader’s behavioral preferences and how they are likely to approach problem-solving, manage stress, and interact with and lead others. The Boyden team uses a range of tools including PROPHET, a unique, business-focused psychometric that provides insights into motivation, decision-making styles, and inclinations for different business ‘roles’.

3. Incorporate Behavioral Interviews.

“Semi-structured behavioral interviews that ask candidates to describe in fine detail how they’ve handled specific leadership challenges in the recent past are a strong predicter of future behavior and performance,” the Boyden report said. “They must be conducted by trained, accredited leadership consultants who are experienced at navigating in-depth, confidential conversations. The insight provided from this type of interview is invaluable and unparalleled whilst creating a positive candidate experience – important for your employer brand.

4. Use 360-Degree Feedback.

For internal candidates, 360-degree feedback can provide a more holistic view of their leadership impact, identifying blind spots or hidden strengths that can be cross-referenced with psychometric and behavioral interview data, the Boyden report explained.

5. Utilize Case Studies Focusing on Leadership.

Case study presentations often form part of the selection process for senior roles. “However, these typically focus on technical ability and solutions – for example how the candidate would develop new products, manage risk or optimize operations,” the Boyden report said. “Design case studies with an equal focus on leadership, change management and cultural  alignment to get a comprehensive understanding of each candidate’s potential to drive growth and transformation.”

6. Plan Post-Hire Onboarding and Development

After hiring, provide feedback to all candidates and use the leadership assessment data to shape the onboarding and development of  successful hires, according to the Boyden report. The firm noted that by identifying the leader’s strengths and areas for growth, you can provide targeted, practical support during their first months beyond the standard onboarding process.

“Incorporating robust, expert-led and evidence-based leadership assessment into the hiring process is essential for selecting and onboarding senior leaders who will drive growth and long-term success while enhancing company culture,” the Boyden report said. “These tools will help you to make objective, informed decisions whilst managing the substantial risks associated with senior appointments. Assessment will help you  strengthen your employer brand – ultimately candidates will appreciate a company’s commitment to evaluating talent thoughtfully and ensuring they have the best possible candidate for the role.”

Related: Analytic and Assessment Tools Gain Traction Among Headhunters

Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor  – Hunt Scanlon Media