Elevating Internal Talent: A Bespoke Assessment Centre for Regional Sales Leadership
Case Study
Elevating Internal Talent: A Bespoke Assessment Centre for Regional Sales Leadership
July 16, 2024
Client
The Client is a global leader in drive automation operating across 50+ countries, known for engineering excellence and innovative solutions across industries such as automotive, manufacturing, logistics, and food processing. The organization focuses on delivering efficiency, flexibility, and digital transformation through intelligent automation and drive systems.
Needs
The client is conducting internal hiring for a regional sales manager role, with 11 internal applicants being considered through scheduled interviews.
To ensure a fair and unbiased selection process, an assessment centre is being planned for all applicants.
This will allow for a structured, competency-based evaluation focused on strategic thinking and leadership values, helping identify the most suitable candidate for the role.
Approach
We designed an Assessment Centre aligned with Clients key competencies.
Tool Design :
Assessment tools were tailored to evaluate key behavioral and functional competencies.
Tools Used
- Case-Studies
- Role Play
Delivery :
Each candidate underwent a 2-hour session, one hour on each assessment tool, assessed by two trained assessors, consistent across all applicants to ensure fairness.
Reporting :
As the Assessment Centre insights were intended to guide the interview panel during the final interviews, we included both competency-wise ratings and detailed qualitative feedback for each participant to provide a well-rounded view of their capabilities.
The reports were shared with the interview panel to inform and guide the final selection process through interviews, ensuring decisions were data-driven and aligned with role expectations.
Impact
The Assessment Centre enabled a fair and objective evaluation of 11 internal applicants for a leadership role. It helped the client confidently shortlist candidates based on demonstrated competencies in strategic thinking and leadership.
The process was rated highly by participants, with an average score of 4.9/5 for fairness and professionalism.
Assessors found the structure effective in generating deep insights. The outcome provided not only a strong shortlist but also highlighted development areas for each participant, making it a valuable tool for both selection and talent development.
The approach is now being considered as a standard for future internal leadership assessments.
