Competency Based Leadership Profile Analysis

Competency-based leadership profile analysis

With a competency-based leadership profile analysis, we provide you with a “leader’s handbook” to help you select the best candidate and support them as they enter their new role, building on their strengths and addressing areas for development. To do this, we use various assessment methods to map the manager’s profile as a whole, starting with collaboration skills and ending with strategic thinking and achievement orientation.

Competency-based assessment includes an evidence-based and comprehensive assessment centre.

Competency-based leadership profile analysis combines various methods to map the leadership profile as a whole and from different angles. All methods used are scientific and proven to help predict a candidate’s behaviour in real work situations.

• Occupational Personality Questionnaire (OPQ32r) to map the manager’s innate ways of thinking, communicating, and behaving in order to align them with business needs.
• The Motivation Questionnaire (MQM5) provides a comprehensive overview of situations that increase and decrease a candidate’s motivation in order to unlock their potential and channel their energy.
• The Critical Situation Task puts the candidate to the test in an immediate communication situation to assess their analytical skills, leadership, influencing and communication style, goal orientation, business acumen, and responsiveness.
• The strategic thinking task simulates various managerial tasks and assesses the skills necessary for such work, such as planning and organisation, business thinking, seeing the big picture, initiative, decision-making, and self-expression.
• Mental ability tests assess a person’s ability to analyse diverse information, identify key connections, and draw accurate conclusions. When completing the test, the candidate uses their problem-solving and reasoning skills to evaluate arguments, analyse scenarios, and draw logical conclusions.
  • Deductive reasoning tests measure the ability to draw logical conclusions based on given information and evaluate the strengths and weaknesses of arguments.
  • Arithmetic reasoning tests measure the ability to understand statistical tables and numerical data and draw logical conclusions.

Customer- and talent-centric process

The assessment journey is designed so that the talent sees the value of the process for themselves, and the client is kept up to date with developments and receives an overview of the results at the earliest opportunity.

1. Meeting with the client. During the meeting, we’ll discuss the need for assessment, expectations, and questions to map key competencies.
2. Informing candidates about the upcoming assessment. We ask the client to inform the candidates about the upcoming assessment and to let them know that this is also a good opportunity to test themselves and receive feedback. If desired, we can provide an email template for this purpose.
3. Fontes conducts the assessment. We contact the candidates, agree on the assessment activities, and conduct the assessment centre. Based on the results, the assessment consultant prepares a comprehensive summary that reveals the candidate’s motivation and competencies.
4. Presentation of results. The assessment consultant presents the assessment results to the client and discusses the candidates’ profiles, suitability, and any questions. A comprehensive written summary is also shared with the client at a later date.
5. Feedback to talents. Once the client has made a decision, we provide each candidate with personalised coaching feedback during a meeting, with a view to their new role or broader career opportunities.

“I feel that I have gained valuable new knowledge that raises my self-awareness and will help me move forward. Now I ‘just’ have to remember this, develop myself, and put it into practice.”

– Taavi Õnnis, CFO and board member of Rickman Trade

When to use competency-based leadership profile analysis?

We recommend using competency-based leadership profile analysis when recruiting and promoting managers or top specialists to obtain additional information for making important decisions – the performance of the entire team depends on the key role. When investing in assessment, you can also consider the cost of a manager’s success or failure, taking into account their monthly salary, onboarding and recruitment costs, as well as their impact on results. The assessment results provide you with additional information to make an informed decision and support the new employee – the assessment gives you a kind of “new employee handbook.” The handbook outlines the manager’s strengths and potential, as well as areas for development and risks to support the new manager.

What competencies are assessed?

Fontes assessment focuses on abilities, personality, and transferable behavioural competencies related to, for example, cooperation, self-management, thinking, and leadership, which are applicable in various job roles and organisations. As part of each assessment project, the consultant maps the specific critical competencies required for success in the role in question. The assessment focuses on pre-agreed competencies in order to provide the client with information that is truly important. Fontes does not assess technical knowledge and skills such as proficiency in a programming language or knowledge of a specific field.