Executive Secretary
Også kendt som: Personal assistant to the board
Personally supports the executive board, manages a complex diary, prepares board meetings and safeguards confidentiality at the highest level.
The executive secretary works directly for one or more board members and has access to the most sensitive information in the organisation. The distinction from a management assistant lies in the level of the executive and the weight of confidentiality. Selection often fails on candidates with strong organisational skills who still make commitments too quickly under a board member's pressure without checking back.
Kompetencer, der skal måles
Dette er adfærds- og kompetencekonstruktionerne i denne profil. Hver enkelt viser, hvilket spørgeskema i hrmforce der måler den.
| Kompetencer, der skal måles | Målniveau | hrmforce instrument | Evalueringsmetode | Adfærdsmæssigt anker på målniveau |
|---|---|---|---|---|
| Client focus Kompetence (50-rammeværk): Customer Focus Knockout | N5 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Translates client signals into changes in services and policy and holds the organisation accountable for the promised client experience. |
| Accuracy and attention to detail Kompetence (50-rammeværk): Accuracy Knockout | N4 | Big Fifty, 360 Feedback | Personality questionnaire | Builds check moments into the own process, keeps track of errors and prevents repetition by adjusting the method. |
| integrity and dependability Kompetence (50-rammeværk): Integrity | N5 | Big Fifty (Integrity Scale), 360 Feedback, Structured interview | Personality questionnaire | Sets the organisation's integrity standards, enforces them also with influential parties and explains the resulting choices publicly. |
| Managing boundaries and energy Kompetence (50-rammeværk): Stress resilience | N5 | Big Fifty, Pulse Survey, Development Review | Structured interview | Sets agreements across the organisation on sustainable effort and workload distribution and holds managers to compliance with them. |
| Stress tolerance Kompetence (50-rammeværk): Stress resilience | N4 | Big Fifty, 15PF, Mental Resilience (4C) | Personality questionnaire | Keeps working in a structured way at peak load, keeps agreements with clients clear and flags early which results are at risk. |
| Switching between tasks and roles Kompetence (50-rammeværk): Flexibility | N4 | Big Fifty, Colour Profile (Jung), Competency Check | On-the-job observation | Switches independently between execution and consultation tasks, keeps notes per role and correctly resumes interrupted work. |
Kort profil
De ti vigtigste kompetencer i denne profil. Den fulde profil med alle kompetencer, adfærdsmæssige ankerpunkter og vurderingsmetoder findes i downloadfilen.
| T | Kompetence | Målniveau | Vægt | Knockout | Evalueringsmetode |
|---|---|---|---|---|---|
| G | Client focus | N5 | 5 | ja | 360-degree feedback |
| G | Accuracy and attention to detail | N4 | 5 | ja | Personality questionnaire |
| V | Working with digital devices and applications | N4 | 5 | ja | Work sample test |
| V | Stakeholder management | N5 | 4 | nej | Assessment centre |
| G | integrity and dependability | N5 | 4 | nej | Personality questionnaire |
| G | Managing boundaries and energy | N5 | 4 | nej | Structured interview |
| V | Information gathering and filtering | N4 | 4 | nej | Work sample test |
| K | Dutch language proficiency at professional level | N4 | 4 | ja | Knowledge test |
| V | Complaint handling | N4 | 4 | nej | Situational Judgement Test |
| V | Service calls and telephone contact | N4 | 4 | nej | Work sample test |
Se alle 24 kompetencer i den fulde profil
Vurderingsværktøjer til denne stilling
Work sample test
Representative work sample under standardized conditions
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Competency Check
Behavioral-Level Competency Assessment
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Structured interview
Behavioral interview with a fixed structure
Conflict Styles
Preferred style in conflict situations
Mental Resilience (4C)
Mental Resilience According to the 4C Model
Big Fifty (Integrity Scale)
Pulse Survey
Periodic measurement at the team and organizational levels
Development Review
Structured development interview
Communication Styles
Preferred communication style
15PF
Personality Profile, a shorter alternative to the Big Fifty
Colour Profile (Jung)
Four color types, linked to Big Fifty factors
Ability Scan
Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills
Portfolio
Evaluation of prior work against fixed criteria
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