{"id":21704,"date":"2023-03-07T15:24:18","date_gmt":"2023-03-07T15:24:18","guid":{"rendered":"https:\/\/www.clevry.com\/plattform\/assessments\/ledarskapsbedomning\/"},"modified":"2024-11-11T07:28:46","modified_gmt":"2024-11-11T07:28:46","slug":"ledarskapsbedomning","status":"publish","type":"page","link":"https:\/\/www.clevry.com\/sv\/plattform\/assessments\/ledarskapsbedomning\/","title":{"rendered":"Ledarskapsbed\u00f6mning"},"content":{"rendered":"\t\t
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Psykometriskt test f\u00f6r ledarskap<\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Ledarskapsbed\u00f6mning<\/b><\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Leadership assessments f\u00f6r rekrytering, urval och utveckling p\u00e5 h\u00f6g niv\u00e5.<\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Home<\/a><\/span><\/span><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Ledarskapsbed\u00f6mning<\/h2>

F\u00f6r att anst\u00e4lla erfarna medarbetare p\u00e5 h\u00f6ga befattningar, fr\u00e5n senior management till C-suite-niv\u00e5, anv\u00e4nder organisationer ledarskapsbed\u00f6mningar, \u00e4ven k\u00e4nda som psykometriska tester f\u00f6r ledarskap.<\/p>

Felaktiga rekryteringar p\u00e5 h\u00f6ga befattningar kan f\u00e5 betydande konsekvenser, d\u00e4rf\u00f6r \u00e4r det viktigt f\u00f6r organisationer att anv\u00e4nda bed\u00f6mningar som g\u00f6r det m\u00f6jligt att utv\u00e4rdera kandidaternas l\u00e4mplighet f\u00f6r ledarskapsroller.<\/p>

V\u00e5ra psykometriska tester kan anpassas efter era organisatoriska v\u00e4rderingar och de specifika roller som erbjuds. Du kan g\u00f6ra testerna sj\u00e4lv p\u00e5 Clevrys testplattform<\/a> eller best\u00e4lla en personbed\u00f6mning, eller second opinion<\/a>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Effektiv f\u00f6ruts\u00e4gelse av arbetsprestation <\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Hitta ledare som passar ert f\u00f6retags v\u00e4rderingar <\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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B\u00e4ttre retention och \u00f6kad m\u00e5ngfald vid rekrytering<\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Spara tid och minska kostnaderna f\u00f6r rekryterare\n<\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Benchmark mot de b\u00e4sta<\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Enkel integration med ATS<\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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GDPR-v\u00e4nlig & ISO-certifierad <\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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S\u00e4kerst\u00e4ll att kandidaten kan hantera den press som rollen inneb\u00e4r <\/b><\/p>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Bed\u00f6mning av ledarskap<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Clevrys ledarskapsmodell<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Vi anv\u00e4nder Clevrys ledarskapsmodell i v\u00e5r ledarskapsrapport<\/a> f\u00f6r att bed\u00f6ma ledarskapspotential.<\/p>

Det \u00e4r viktigt att notera att de specifika egenskaperna som kr\u00e4vs av ledare kan variera beroende p\u00e5 roll och sammanhang. Dessutom kan organisationer kr\u00e4va olika f\u00f6rm\u00e5gor fr\u00e5n sina ledare vid olika tidpunkter. D\u00e4rf\u00f6r b\u00f6r informationen i denna rapport betraktas med h\u00e4nsyn till dessa specifika behov.<\/p>

Varje individ har sina egna styrkor och preferenser n\u00e4r det g\u00e4ller sin personliga ledarstil. Det \u00e4r naturligt att ha starka attribut samt n\u00e5gra som kan f\u00f6rb\u00e4ttras, vilket ocks\u00e5 kan avspeglas i rapporten.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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V\u00e5r ledarskapsrapport behandlar fyra viktiga omr\u00e5den<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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1.<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Leda m\u00e4nniskor\n<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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V\u00e5r ledarskapsrapport ger v\u00e4rdefull inblick i individens<\/p>

tendenser och preferenser n\u00e4r det g\u00e4ller att samarbeta med andra, inklusive hur<\/p>

de interagerar med kollegor och hanterar direktrapporterande. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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2.<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Slutf\u00f6ra uppgifter<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Unders\u00f6ker hur individen n\u00e4rmar sig uppgifter och beslut. Fokuserar p\u00e5 ledarens v\u00e4rderingar, drivkrafter och prioriteringar n\u00e4r det g\u00e4ller de projekt de ansvarar f\u00f6r.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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3.<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Leda sig sj\u00e4lv<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Unders\u00f6ker hur individen kan hantera de k\u00e4nslom\u00e4ssiga krav som f\u00f6ljer av att axla ledarskapsansvar och ut\u00f6va inflytande \u00f6ver andra.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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4.<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Visa v\u00e4gen<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Beskriver hur individen kan hantera ledarskapsansvar som inneb\u00e4r att blicka fram\u00e5t och driva organisationsf\u00f6r\u00e4ndringar.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Anst\u00e4ll b\u00e4ttre ledare<\/b> med Clevry<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Genom att anv\u00e4nda Clevrys utv\u00e4rderingar vid rekrytering av chefer f\u00e5r arbetsgivarna en b\u00e4ttre bild av kandidaternas f\u00f6rm\u00e5gor och hur de passar in i f\u00f6retagskulturen, vilket sparar v\u00e4rdefull tid, pengar och rekryteringsresurser. <\/p>\n

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Om du \u00e4r intresserad av att veta mer om hur vi kan hj\u00e4lpa dig att hitta dina framtida f\u00f6retagsledare \u00e4r du v\u00e4lkommen att kontakta oss s\u00e5 diskuterar vi g\u00e4rna dina m\u00f6jligheter. <\/p>\n<\/div>\n<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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V\u00e5ra psykometriskt rigor\u00f6sa personlighetstester hj\u00e4lper dig att hitta de mest l\u00e4mpade personerna f\u00f6r din organisation.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t

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Bed\u00f6m enkelt dina ledare utifr\u00e5n deras potentiella f\u00f6rm\u00e5ga att utf\u00f6ra jobbet, snarare \u00e4n att enbart f\u00f6rlita dig p\u00e5 tidigare akademiska resultat.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t

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Vi kan skr\u00e4ddarsy situationsanpassade utv\u00e4rderingar som speglar de arbetsuppgifter som din ledningsgrupp kommer att beh\u00f6va utf\u00f6ra i sin dagliga roll.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t

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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t<\/path><\/svg><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\tOnboarding och utveckling<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t

N\u00e4r ni hittat och anst\u00e4llt de b\u00e4sta kandidaterna \u00e4r det viktigt med en bra onboardingprocess f\u00f6r att engagera, utveckla och bibeh\u00e5lla dem.<\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Second opinion<\/h2>

Identifiera r\u00e4tt kandidat, \u00f6ka objektiviteten i rekryteringen och g\u00f6r b\u00e4ttre beslut. Ledarskapsbed\u00f6mning ger djupg\u00e5ende insikter i kandidaternas mjuka f\u00e4rdigheter och ledarskapspotential samt hj\u00e4lper till att f\u00f6rst\u00e5 deras styrkor och utvecklingsomr\u00e5den p\u00e5 ett holistiskt s\u00e4tt.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Vad ing\u00e5r i second opinion?<\/h2>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Profilkartl\u00e4ggning och anpassning av bed\u00f6mningar\n\n\n<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Vi kartl\u00e4gger den ideala profilen baserat p\u00e5 rollbeskrivningen och v\u00e4ljer bed\u00f6mningar som matchar rollens krav f\u00f6r att st\u00f6dja rekryteringsprocessen.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Bed\u00f6mningar f\u00f6r kandidater<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Vi organiserar bed\u00f6mningsprocessen fr\u00e5n b\u00f6rjan till slut och sk\u00f6ter kommunikationen med kandidaterna.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u00c5terkopplingssamtal med kandidaten<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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V\u00e5r expert h\u00e5ller ett f\u00f6rdjupat \u00e5terkopplingssamtal om bed\u00f6mningsresultaten med kandidaten. Varje kandidat f\u00e5r en personlig \u00e5terkopplingsrapport om sina egna bed\u00f6mningsresultat.<\/p>

\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Kundm\u00f6te<\/b><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I slutet av processen g\u00e5r vi igenom en sammanfattning med kunden. Vi diskuterar de bed\u00f6mda personerna och deras l\u00e4mplighet f\u00f6r ledarskapsroller.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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F\u00f6rdelar med ledarskapsbed\u00f6mning<\/strong><\/h4>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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  • F\u00e5 en djupg\u00e5ende f\u00f6rst\u00e5else f\u00f6r kandidatens ledarskapspotential och stil. Clevrys ledarskapsbed\u00f6mning kartl\u00e4gger personens kognitiva f\u00f6rm\u00e5ga, arbetsrelaterade personlighetsdrag, arbetss\u00e4tt och motivationsfaktorer ur ett ledarskapsperspektiv<\/p><\/li>

  • F\u00f6rst\u00e5 hur personens kompetenser och preferenser \u00f6verensst\u00e4mmer med organisationens och rollens krav.<\/p><\/li>

  • Se konkreta skillnader mellan kandidater. F\u00e5 en djupare insikt i skillnaderna i ledarstilar och naturliga ben\u00e4genheter.<\/p><\/li>

  • F\u00e5 en objektiv och vetenskapligt baserad bed\u00f6mning som st\u00f6d f\u00f6r chefstills\u00e4ttning.<\/p><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

    Psykometriskt test f\u00f6r ledarskap Ledarskapsbed\u00f6mning Leadership assessments f\u00f6r rekrytering, urval och utveckling p\u00e5 h\u00f6g niv\u00e5. Ledarskapsbed\u00f6mning F\u00f6r att anst\u00e4lla erfarna medarbetare p\u00e5 h\u00f6ga befattningar, fr\u00e5n senior management till C-suite-niv\u00e5, anv\u00e4nder organisationer ledarskapsbed\u00f6mningar, \u00e4ven k\u00e4nda som psykometriska tester f\u00f6r ledarskap. Felaktiga rekryteringar p\u00e5 h\u00f6ga befattningar kan f\u00e5 betydande konsekvenser, d\u00e4rf\u00f6r \u00e4r det viktigt f\u00f6r organisationer att […]<\/p>\n","protected":false},"author":4,"featured_media":11092,"parent":11313,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-21704","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\nLedarskapsbed\u00f6mning - Personbed\u00f6mning av chefer och ledare<\/title>\n<meta name=\"description\" content=\"Ledarskapsbed\u00f6mningar (eller leadership assessments) \u00e4r anv\u00e4nds vanligtvis n\u00e4r organisationer beh\u00f6ver anst\u00e4lla managers och chefer.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.clevry.com\/sv\/plattform\/assessments\/ledarskapsbedomning\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ledarskapsbed\u00f6mning - 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