Assess the Present to Predict the Future: A New Era in Executive Search

By Franck Johnson, Senior Partner Asia

In the high-stakes world of executive hiring, where change is constant and expectations are immense, how do you identify leaders who do more than just deliver results? How do you find individuals who can inspire, align, and adapt to the unknown? These questions lie at the heart of why executive assessments have become such a transformative practice.

With nearly two decades at PageGroup, and a significant portion of that time leading teams in our Page Executive business, I’ve had the privilege of witnessing firsthand the evolution of executive search. Throughout my career, across Europe, Africa, and Asia, I’ve observed how leadership styles and organisational needs differ widely across cultures. Yet, one truth remains constant: the right leader doesn’t just impact a business—they transform teams, drive innovation, and shape entire communities.

The financial impact of exceptional leadership is indisputable. A report from Deloitte shows that organisations with strong leaders are 2.3 times more likely to financially outperform their peers.

This belief, combined with my passion for leadership development and executive coaching, has driven me to the forefront of our executive assessment solutions at Page Executive. The process, which we'll explore in more detail shortly, focuses on helping both clients and candidates gain deeper self-awareness and discover what they need to unlock their full potential.

The Evolution of Executive Search

When I first joined PageGroup 18 years ago, executive hiring was a very different process. Resumes, structured interviews, and reference checks were the cornerstones of decision-making. These traditional methods provided a picture of a candidate’s identity and past achievements but were, by nature, rooted in hindsight. While valuable, they rarely offered the predictive insights needed to navigate the complexities of today’s business landscape. Fast forward to today, and the way we evaluate leaders has been transformed by advances in AI, neuroscience, and behavioural analytics.

Executive assessment solutions, such as the globally renowned Hogan Assessments we use here at Page, play a key role in the interview process for leadership roles. They employ a series of tests to predict job performance, stress response, and leadership potential, providing insights into an individual's strengths, potential challenges, and core values

What I love about the process is how it allows us to look at the present to predict the future. These assessments evaluate not just what a candidate has done, but how they’re likely to perform, lead, and grow in a specific environment. They uncover behaviours, values, and tendencies that traditional methods simply can’t reveal. Additionally, they are reliable, independent, and time efficient.

Crucially, I must stress that these assessments are not designed to replace the human connection. A face-to-face interview will always be irreplaceable when it comes to understanding how a candidate engages, inspires, and makes you feel. Assessments complement this by uncovering hidden blind spots and providing deeper, data-driven insights. Together, they create a holistic picture, ensuring that decisions are informed, balanced, and focused on long-term success.

Building Confidence Through Insight

Executive assessments are designed to give both clients and candidates the best chance for success. They go beyond surface-level evaluations to provide a deeper understanding of leadership potential. At Page Executive, we approach this by evaluating leadership through three dimensions:

The Bright Side: How individuals perform at their best.
The Dark Side: Traits that may emerge under pressure or stress.
The Inside: Core values, motivators, and drivers.

This multifaceted approach ensures that our clients gain more than just data points—they gain actionable insights that drive smarter, more strategic decisions. These tools aren’t about “catching people out”; they’re about uncovering opportunities for growth and alignment.

The true value of assessments lies in their ability to reinforce confidence. They validate instincts, uncover potential blind spots, and offer organisations a clearer understanding of who their leaders are—not just in the present, but for the long term

A Case in Point: Changing the Course of a Leadership Decision

One of the most compelling examples of executive assessments in action comes from my colleagues in Europe, Elena Balzaretti and Manel Otero. They recently partnered with a multinational company to address a critical C-level succession challenge, evaluating three strong internal candidates for a key leadership position.

On the surface, all three candidates appeared exceptional. However, the assessments revealed deeper concerns. While technically proficient, the candidates struggled with their leadership styles. Specifically, they had difficulty aligning and inspiring teams. Their values seemed more focused on personal recognition than organisational goals, and some lacked self-awareness, resisting feedback and failing to identify their own blind spots.

These insights led the company to expand its search externally. With our guidance, they refined the competencies required for the role and ultimately hired an external candidate who not only met the technical requirements but also aligned with the company’s values and leadership vision. To ensure a smooth transition, we supported the new leader with executive coaching—adopting a holistic approach that led to a stronger, more cohesive outcome for our client.

Diversity, Equity, Inclusion, and Belonging: A Foundation for Fairness

In today’s hiring landscape, creating an inclusive environment can also create a competitive edge. Research from Kantar reveals that 75% of consumers consider a brand's diversity and inclusion reputation when making purchase decisions.

Executive assessments play a critical role in making equity both measurable and actionable. By focusing on data and behaviours, these tools eliminate bias and provide a fair, impartial framework for evaluating leadership potential.

At Page Executive, our globally inclusive approach respects cultural nuances while maintaining consistency. For multinational clients, this provides a standardised process that ensures fairness and relevance across all markets. By applying the same benchmarks globally, organisations can evaluate talent and measure progress consistently, while building leadership teams that celebrate inclusion and align with shared values.

Beyond promoting fairness, assessments reveal the qualities that make leaders exceptional—resilience, empathy, adaptability, and the ability to foster inclusive environments. This approach doesn’t just promote diversity; it actively drives stronger, more innovative leadership cultures.

The Future of Leadership Hiring

Looking ahead, I have no doubt that the role of executive assessments will continue to expand. As AI and psychometric tools become more precise, our ability to predict leadership potential will only grow. But technology is just one piece of the puzzle. The true power of these tools lies in their interpretation, which requires context, care, and expertise.

At Page Executive, we do more than just deliver assessment results. We provide insights and guidance based on data, empowering our clients to make confident decisions in leadership development, succession planning, team dynamics, and cultural alignment that drive sustainable success. This work reflects our passion for innovation, a global perspective, and a commitment to helping leaders and organisations thrive.

Leadership is evolving. The world is changing. Executive assessments serve as the compass that helps us navigate these shifts. At Page Executive, we’re proud to lead this journey - and we’re ready to help you take the next step.

For more information around executive assessment, or if you'd like to discuss your leadership talent needs and challenges, reach out to our team.

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