Assessment Centre - Case Study

The Problem

Our client, a large manufacturer of consumer durables, sought to appoint a replacement Technical Manager. Whilst there were a number of internal applicants for the impending vacancy, the decision was taken to widen the net, and look at external candidates. However, the company recognised the difficulty in assessing fairly and objectively the strengths and competencies of each candidate, in relation to the very specific demands of the role.

The Solution

Following an initial round of competency-based screening interviews, designed to assess technical competence, Scott Jardine designed, prepared and delivered a one day assessment centre. Scott Jardine discussed the critical success factors of the role with the client, and subsequently selected a range of exercises which challenge the candidates to analyse information, present their own ideas and solutions and interact with the rest of the team in line with the competencies required by the role.

We held a workshop ahead of the day itself to familiarise the company’s managers with the exercises and materials to be used, most of whom had no previous experience of acting as assessors. In this way, we ensured that each assessor is equally comfortable with the exercises and marking parameters.

The Result

The day itself was challenging yet rewarding for both candidates and assessors. It revealed quite clearly those individuals with the right profile for the role, and highlighted not only important areas for the personal development of internal candidates, but also valuable latent strengths which could be utilised more fully. The right individual was appointed, and each candidate felt as though they had been given a fair opportunity to demonstrate what they might bring to the role. The company was also able to put in place targeted development programmes for the internal candidates to only aid personal progression but succession planning.