How We Help Executive Search Firms and Recruitment Providers with Scientific Assessment

Case Study: From Search Process to Informed Hiring Decision

A real-world example from our consulting practice illustrates the effectiveness of combining executive search with scientific assessment.

An executive search firm is supporting a mid-sized corporate group in filling a Head of Department position. The role is business-critical: the future leader is expected to structure a growing team, manage complex stakeholders, ensure operational excellence, and drive strategic growth initiatives.

The executive search firm has already completed the professional search process: briefing, longlist, direct sourcing, structured case interviews, reference checks, and shortlist presentation. Three candidates are highly qualified. All have relevant experience, and each presents a compelling case for taking the next step in their career. Yet the final decision is not clear-cut. One candidate appears particularly dynamic, another highly stable and collaborative, while a third stands out for strong analytical and strategic capabilities.


At this point, RELEVANT is brought in as the assessment partner.

Step 1: Defining the Success Profile
Together with the executive search consultant, we define the critical competencies, behaviors, and personality characteristics from the Hogan profile that are essential for success in the role. This ensures that the assessment is fully aligned with the position’s requirements. As a result, the end client receives a scientifically grounded basis for decision-making that reduces the risk of costly hiring mistakes and sustainably improves the quality of selection decisions.

Step 2: Conducting the Hogan Assessments
RELEVANT provides the appropriate Hogan Assessments and manages the professional assessment process. Depending on the requirements, assessments covering potential, derailment risks, motives and values, as well as a cognitive assessment where appropriate, are used. The recruitment process and the client relationship remain entirely in the hands of our partner.

Step 3: Interpretation and Consultation
The assessment results are not viewed in isolation but interpreted in the context of the target role. We explain the findings in a clear and practical way, enabling our partners – or their end clients – to confidently interpret the results and incorporate them into their hiring decisions. In addition, we support our partners through candidate profile consultations, preparation for follow-up interviews, and the interpretation of assessment findings.

Step 4: Structured Candidate Comparison
Finally, we compare the candidate profiles against the predefined success criteria, providing an objective basis for decision-making. The outcome is a set of well-founded recommendations for the final selection and – where appropriate – initial guidance for a successful onboarding process.

Step 5: Professional Candidate Feedback
Upon request, we also support the process after the hiring decision has been made. In a structured feedback session, candidates - including those who are not selected—receive a respectful and constructive explanation of their assessment results and development areas. This ensures a professional conclusion to the selection process, strengthens the candidate experience, and contributes sustainably to our partners’ employer brand.


The example above illustrates the benefits that executive search firms and recruitment providers gain from incorporating Hogan Assessments into their services with RELEVANT’s support:

Expanded Service Portfolio
Executive search firms and recruitment providers can offer their clients scientifically grounded personality assessment as an additional component of the selection process – without having to build in-house assessment expertise.

More Structured Candidate Comparison
Candidate profiles are evaluated not solely on interview impressions, but against clearly defined success criteria.

Higher Accuracy in Selection Decisions
Combining structured interviews with scientifically grounded assessment improves the quality of hiring decisions while reducing the risk of costly mis-hires. At the same time, it strengthens the recruitment provider’s reputation through well-founded and transparent recommendations.

More Targeted Interview Questions
Instead of relying on general follow-up questions, interview discussions are guided by evidence-based hypotheses—for example, regarding conflict management, decision-making, feedback orientation, or leadership style.

Earlier Identification of Risks
The assessment of potential derailment risks under pressure helps identify behavioral patterns before they become challenges during the assignment or after hiring.

A More Nuanced View of Cultural Fit
The assessment of motives and values provides insight into the work environments and organizational cultures in which a person is most likely to thrive—and where potential friction may arise.

Better Onboarding Preparation
The assessment process does not end with the hiring decision. It can also help organizations plan the first 100 days more realistically and set new hires up for long-term success.

Stronger Market Position
By integrating scientifically grounded assessment into their services, executive search firms and recruitment providers can clearly differentiate themselves from competitors and offer additional value to their clients throughout the selection process.


Summary & Key Takeaways

Making Hiring Decisions – Evidence-Based and Human-Centered
Executive search firms and recruitment providers carry significant responsibility. They must guide candidates professionally, advise clients, and at the same time ensure a neutral, reliable basis for hiring decisions. Scientifically grounded assessment supports exactly this balance. It is not about outsourcing hiring decisions to assessments. On the contrary: high-quality assessment makes professional judgment more transparent and defensible. It helps clarify role requirements, test hypotheses, and provide stronger rationale for selection decisions.
For executive search firms and recruitment providers, this means they can integrate Hogan Assessments into their projects without having to become assessment specialists themselves. RELEVANT Management Consulting serves as their expert partner for assessment administration, interpretation, consultation, candidate comparison, and preparation for final selection interviews.

We look forward to working together to bring greater clarity, objectivity, and confidence to the selection process while supporting better hiring decisions through evidence-based assessment.