{"id":1896,"date":"2026-07-30T11:03:11","date_gmt":"2026-07-30T09:03:11","guid":{"rendered":"https:\/\/cornerstone-hospitality.global\/?p=1896"},"modified":"2026-08-15T19:40:41","modified_gmt":"2026-08-15T17:40:41","slug":"fuhrungskrafte-beurteilung-fur-die-einstellung-von-fuhrungskraften-im-gastgewerbe","status":"publish","type":"post","link":"https:\/\/cornerstone-hospitality.global\/de\/executive-assessment-senior-hospitality-hiring\/","title":{"rendered":"Executive Assessment bei der Einstellung von F\u00fchrungskr\u00e4ften in der Hotellerie: Bessere F\u00fchrungsentscheidungen treffen"},"content":{"rendered":"
\"Florian<\/p>\n
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By Florian Kittler \u00b7 Juli 30, 2026<\/div>\n
Managing Partner, Cornerstone Hospitality \u00b7 ~11 min. read<\/div>\n<\/div>\n<\/div>\n

Executive assessment<\/strong> is what turns a strong shortlist into a confident decision. At senior level, most of the candidates in front of a client are credible. Generally, they are polished, experienced and convincing in the room. A CV shows what a leader has done. An interview shows how well they present in a structured conversation. Neither, on its own, reliably shows how that person will lead under pressure or fit the team. Equally, neither shows where their strengths and risks will surface once they are in the seat.<\/p>\n

That gap is exactly where senior appointments go wrong. Our executive assessment<\/a> practice exists to close it. Specifically, it adds a rigorous, evidence-based layer to executive and board search<\/a>. As a result, the panel is not deciding on interview impression alone. A Chartered Occupational Psychologist with 25 years of experience delivers the work. This expert has personally assessed more than 24,000 leaders globally. Moreover, the work has one job: to help clients make better, clearer, more confident senior hiring decisions.<\/p>\n

In short, this article covers what executive assessment reveals that a CV and interview cannot. It also explains why interview performance is not the same as future performance. Then it shows how a Cornerstone assessment engagement runs from questionnaire to panel debrief. Finally, it looks at the instrument and psychology that sit behind the report.<\/p>\n

The Evidence Behind The Decision<\/h3>\n
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24,000+<\/div>\n
senior leaders personally assessed by our Chartered Occupational Psychologist<\/div>\n<\/div>\n
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40%<\/div>\n
of executives are pushed out, fail, or quit within 18 months of appointment [1]<\/a><\/div>\n<\/div>\n
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>.60<\/div>\n
predictive validity of a structured, evidence-based assessment, well above interview impression alone [2]<\/a><\/div>\n<\/div>\n
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25 yrs<\/div>\n
of assessment experience behind every Cornerstone report<\/div>\n<\/div>\n<\/div>\n

The case for executive assessment: senior-appointment failure rates, the added predictive value of structured assessment, and the depth of experience behind the Cornerstone report. Sources listed in full at the foot of the article.<\/p>\n