By Florence Bonpaix, from Agora Search in Paris, France
What differentiates good from excellent leaders are not technical skills, but soft skills.
These include adaptability, empathy, self-regulation, agility, creativity, and motivation
And yes, each company is peculiar, with a specific culture and a specific market.
Do you want to make sure your final candidate is the right one?
Are you benchmarking external candidates with an internal one you wish to promote?
How can you ensure the new hire will make it through the first 90 days?
Agora is committed to supporting leaders at each step of the Human Resources value:
prior to hiring, looking for the right fit and developing the new hire. We believe in putting
in place the right conditions to hire at the organizational, team and
individual levels… and the right conditions to secure a smooth onboarding.
Beyond the executive search per se, our onboarding solution offers:
- An assessment of potential for short-listed candidates, whether internal or external,
during the pre-hiring phase;
- Coaching of the new hire during the onboarding period.
The Assessment of Potential
We use different tools to assess candidates, such as:
-Hogan assessment, PTSI from TTI Success Insights and EQ for emotional intelligence;
-DISC for behaviours;
-WPMOT for motivations and values.
This exercise consists in a one-hour online questionnaire administered by an external
platform that guarantees confidentiality of the data. It is followed by a two-hour debrief
with a certified consultant. A 50-page confidential report is then given to the candidate
and a profile summary edited by the consultant is given to the company.
The profile summary often serves as a coaching tool for the candidate thereafter.
The Onboarding Coaching
We all know the first 90 days is a critical period for new hires: they must learn about
their new cultural and organizational environment, gain trust from their peers and
subordinates, assess the best strategy moving forward and give meaning to it
through a viable roadmap.
And all this is given their own personality, strengths and fears if any, and the inevitable
pressure that comes together with the board and a manager’s expectations.
We use the profile summary of the assessment above to kick off a 6-month coaching
with a professional coach. After setting up clear goals with the manager or head of the
board, we conduct bi-monthly sessions of coaching face to face or via Skype/phone.
The end of the trial period is often key to assess the learning curve of the new hire/coachee.
Helping the new hireS adapt to their new environment to leverage their full potential is
the key to onboarding success.
Florence Bonpaix has been leading the Human Capital unit
of Agora Search since 2017. She supports clients in two main
areas: leadership development and talent management
optimization through developing competencies and
leveraging motivation, and HR strategic planning in alignment
with business strategy, focusing on the human impact of
transformations serving collective intelligence and engagement.
Florence holds dual M.A.s in Mandarin Chinese and international
business from INALCO and the University of Paris III.
She is an NLP master, trained in systemic coaching (ICF).