To an outsider it may appear that executive search processes lack scientific rigor, being based on personal relationships and the classic interview. With mistakes being costly and potentially damaging to an organization, a combination of art and science is needed for C-suite hires. 

A recent AESC report found that more than half of executive candidates were dissatisfied with assessment procedure because they distrusted the process, were intimidated by tests and felt “they’d reached a point where this wasn’t needed”. The search firm plays an important role in balancing the need for scientific measurement alongside the personal relationships they have with the C-suite executive.