Case Study: Transforming Senior & Executive Recruitment with The Real World Leader
The Christie NHS Foundation Trust sought to strengthen its Senior and Executive recruitment process, ensuring conversations about leadership behaviours were embedded from the outset both at the interview and onboarding stages.
Previously, the Trust relied on a personality-based tool for recruitment, but it failed to provide hiring managers with clear, consistent, and understandable insights. The lack of leadership-focus during the selection process resulted in the topic of leadership being addressed inconsistently by hiring managers.
The Real World Leader assessment was introduced to provide an evidence-based diagnostic for directly evaluating leadership behaviour, as opposed to personality. Developed in the UK using a diverse sample reflecting society and tested within the NHS, it helps ensure that leadership is discussed fairly and with inclusivity in mind.
The tool’s comprehensive leadership questions have enabled structured and insightful conversations about leadership as both a choice and a competency, leading to more informed hiring decisions and a better onboarding experience.
The model describes a range of behaviours, values, and attitudes that, when adopted by a leader, maximise the performance potential of their team. The research shows that individuals led by engaging leaders experience higher levels of:
- Wellbeing (self-confidence, self-efficacy, reduced job-related stress)
- Positive attitudes to work (satisfaction, fulfilment, motivation to go the extra mile, etc.)
Both of these are key to maximising organisational performance.
Intervention
The Real World Leader is now applied to all roles from Band 8C and above, traditionally Heads of Service and senior leadership positions.
“The Real World Leader has transformed our hiring process, bringing structure, consistency, and a true focus on leadership behaviours that drive success.”
- Targeted Leadership Assessment: The hiring manager, with the Head of Resourcing, identifies key leadership behaviours based on role context and priorities. These are used in the interview process.
- Three-Way Leadership Conversations: After appointment, a structured conversation with the candidate, hiring manager, and facilitator uses a coaching report to inform a development plan.
- Quality Feedback for Candidates: Constructive feedback is provided to all internal candidates, successful or not, enhancing fairness and retention.
Results
- Enhanced Candidate Experience: Fairer, more transparent, higher-quality recruitment reported by candidates.
- Stronger Leadership Development from Day One: Immediate growth upon joining.
- Sharper, More Informed Hiring Decisions: Better alignment between candidates and roles.
- Reduced Turnover After Appointment: Better job fit, lower early-stage attrition.
- Minimised Poor Hiring Fits: Focus on behaviours reduces mismatches.
Impact
“We’ve made sharper, more informed hiring decisions while also ensuring that leadership development begins from day one.”
- Higher engagement from unsuccessful candidates: Structured feedback has turned disappointment into learning opportunities.
- Talent Utilisation: Better alignment between individual strengths and roles.
- Leadership Development Beyond the Trust: Even initially unsuccessful candidates advanced internally or externally within 18 months.
Catalyst for Change
The Real World Leader has created a shared leadership language and shaped the Trust’s leadership culture. It redefines leadership expectations not just for today, but for long-term NHS success.
The programme has driven leadership development, enhanced engagement, and supported career progression. System-wide, it fosters a workforce that is more prepared and committed to excellence. This has built a sustainable pipeline of future healthcare leaders.
Testimonial
“The Real World Leader has transformed our hiring process, bringing structure, consistency, and a true focus on leadership behaviours that drive success. We’ve made sharper, more informed hiring decisions while also ensuring that leadership development begins from day one.
Not only has it enhanced the experience for hiring managers and candidates alike, but it has also played a crucial role in increasing retention and reducing poor fit appointments. The ability to offer constructive, high-quality feedback to both successful and unsuccessful candidates has been invaluable, fostering a culture of growth and fairness.
I would highly recommend the Real World Leader to any organisation looking to elevate their leadership recruitment. It has set a new benchmark for leadership professionalism and impact within our Trust, and I have no doubt it can do the same for others.”
Contact Real World Group
Enhance your recruitment process to focus on leadership behaviours and select leaders not just for today, but for the future. Shift the conversation from personality traits to observable behaviours and unlock your workforce’s full potential.
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