Executive profiles give organisations the information they need to make smart talent decisions by giving them a full picture of the talents, experiences, and personal traits of top executives. Companies may get a good idea of how possible leaders can help the company reach its goals by looking at their education, work history, and leadership style. A good executive profile does more than just list your qualifications; it shows that you can think strategically, get along with others, and adapt to changing business situations.

The Educational and Professional Bases of Leadership

The leader’s educational and professional accomplishments are the most important parts of a strong executive biography. For example, HO Wan Leng, who has been the CEO of Optimal Consulting Group since 2002, is an example of how a solid academic background and experience working for companies around the world can make someone a good leader. Her voyage involves

•       Bachelor of Arts (Hons) degree from University Malaya

•       Master of Arts in Human Resource Management (Distinction) in the UK,

•       Postgraduate Diploma in Education

•       CIPD Chartered Fellowship

Wan Leng has worked as a consultant at Deloitte and Mercer, as a global HR leader at Dell, and as a vice president at NOL Group. This shows that she knows how to manage teams of people from different countries and backgrounds.

How hiring assessments help choose the right people

Hiring Assessment are very important for figuring out if candidates are right for the job. They make sure that companies hire people who fit in with both the company’s culture and performance standards. The Hogan Candidate Summary Report and other tools give you a full picture of a person’s personality, motivations, and possible areas for growth. The significant sections of these tests are:

Hogan Personality Inventory (HPI): This is a test which considers positive personality measures such as ambition, friendliness and emotional stability.

Hogan Development Survey (HDS): Finds derailers or possible risk factors when someone is under stress.

The Motives, Values, and Preferences Inventory (MVPI): finds out what your core values, drivers, and preferred work environments are.

Leadership Philosophy Built into Executive Profiles

When leaders’ philosophies are included in executive profiles, they become more complete. Wan Leng stresses the need for lifelong learning and personal improvement in addition to professional achievement. Her rules for being a good leader stress the need for balance: “Work smart, play hard.”

•       Live in today and look forward to the future.

•       Get the most out of your money and give the most.

•       Accept differences and keep your uniqueness.

•       Be nice to others and to yourself.

These principles not only help her make decisions, but they also create the culture of the organisation. This demonstrates how executive profiles could indicate the way in which someone could make a difference beyond his or her technical skills.

Certificates and Specialised Expertise

The leaders should possess the right certificates that make assessments more valid. Wan Leng is familiar with global evaluations, and this allows her to develop proper hiring and leadership evaluation plans. Some of the certifications include:

•       Hogan Assessments system (US) and the Self-Management Group (Canada).

•       Assessio Systems is a firm located in Sweden.

•       Leadership Versatility Index (US)

•       EQ-i and EQ-360 (Canada).

Such types of skills ensure that the executive profiles are not descriptive only, but also practical, providing strategic guidance on how to recruit individuals.

Getting the most out of your organisation by using executive profiles and hiring assessments

Combining executive profiles with formal hiring exams gives you a plan for finding talent, developing leaders, and improving performance. Companies can: Find leaders with a lot of promise and those who could take their place.

•       Make sure that recruiting is in line with cultural and strategic fit.

•       Make strategies for specific coaching and development

•       Make better decisions when managing talent

Conclusion

Under Wan Leng’s leadership, Optimal Consulting Group has used executive profiles and hiring exams to build leadership pipelines all around Asia. This has helped more than 70,000 professionals and certified thousands in how to use assessments correctly. The Hogan Candidate Summary Report is an example of a comprehensive product that shows how data-driven insights may help with strategic HR choices. Visit optimalconsulting.com.sg for more information on how to use executive profiles and hiring evaluation solutions.