Professional recruiters and assessors wield enormous power over C-suite appointments, so when faced with a new opportunity, consider these advisers carefully. A new Harvard Business Review piece by Chief Executive Alliance chairman Mark Thompson and Nasdaq head of board advisory Byron Loflin distills their recent book on the subject to five strategies for success.
1. Adopt a development mindset. As Qualcomm CEO Cristiano Amon puts it: "The most important thing for you to know is the distance between your areas of competence and your areas of incompetence." Treat assessments as free executive coaching, not hazing rituals.
2. Craft a bold vision memo. Spencer Stuart's James Citrin asks CEO contenders to write five-page vision memos so boards can evaluate "alternative futures." One CFO candidate transformed perceptions by drafting a capital allocation strategy that challenged the existing plan like an activist investor would, and beat three rival candidates as a result.
3. Prepare for specific assessment types. Know what's coming: psychometric tests measuring personality and emotional intelligence, case studies simulating real-world challenges, competency assessments evaluating strategic thinking and financial acumen, cultural-fit analyses probing your day-to-day leadership style, and 360-degree reviews gathering confidential peer feedback.
4. Master the behavioral interview. Recruiters will explore your entire career arc—"from the moment you're born," as one hospital CEO describes it. Build a portfolio of STAR examples tied explicitly to your target role. Include setbacks and recovery stories. Practice until your narratives are clear, concise, and outcome-anchored.
5. Curate your reference network strategically. Recruiters triangulate beyond your official list, back-channeling through industry contacts. Brief your references on specific examples that demonstrate capabilities the role requires.
The proof point: When one senior executive in line for COO received feedback that she "narrows input too early," she implemented cross-functional previews and 72-hour dissent windows. Her team's employee NPS jumped from +20 to +47. Recruiters' assessment shifted to "invites input, still decisive, quality soaring." She won the COO promotion.
The bottom line: You're auditioning to guide the enterprise's next chapter. Come prepared to learn, be tested, and tell the truth about your leadership journey.
