Top 10 Reasons NOT to Use CDR...

Top 10 Reasons NOT to Use CDR Assessments for 

Executive Selection Screening 

1.   Turnover is a good thing.

2.   Lucrative compensation packages and perks rarely attract incompetent or unethical candidates.

3.   Egos seldom get in the way.

4.   CDR may screen out too many of candidates presented to us by recruiting firms and we may have to expand our search*.

5.   Those who interview best usually are the best performers.

6.   Cloning only applies to genetic engineering.

7    D & O insurance coverage provides sufficient liability protection from possible executive misdeeds.

8.   Traditional talent selection screening systems are close to foolproof.

9.   With so many candidates, surely the best will rise to the top.

10.  It is no big deal – if a mistake is made, we can just go through the search and recruiting process again.

*Ironically, #4 above was an actual concern expressed to us by a client VP of HR.  So consider:  is a bad fit candidate better because you 1) haven't identified any well suited candidates (yet); and, 2) because the recruiting firms are not producing best suited candidates even though they look good on paper? 

We hope you don't mind this Top 10 list as the occasional shameless plug for CDR.  To talk with a live person about our executive selection screening services, call 918.488.0722.  Or, we'll be glad to email you a document titled "Why Use CDR Assessments for Selection Screening" that will give you the basics and more.  To request, email:  cdrinfo@cdrassessmentgroup.com