Optimising internal talent through executive assessments

Balancing internal dynamics in the hunt for Commercial Director

Our client, a major logistics and transportation hub, was looking to appoint a new Commercial Director but faced a unique situation: the internal candidates for the role, who were direct reports to the position, had expressed interest in the role.

This created a delicate situation where maintaining morale and engagement among these internal candidates was crucial. To ensure a fair and transparent process that demonstrated the value of internal talent, we implemented a rigorous approach focused on objective and open communication.

We approached the situation with sensitivity and a commitment to fairness. Before the search commenced, we identified the presence of internal candidates, allowing us to customise our approach and avoid potential conflicts or misunderstandings. Recognising the importance of maintaining morale among internal candidates, we ensured that they were integrated seamlessly into the recruitment process.

All candidates, internal and external, were treated equally and underwent a rigorous evaluation process, which included detailed interviews. We prioritised transparent and constructive communication throughout the process.

Feedback was provided to all participants, including the internal candidates who were not ultimately selected, explaining the reasons behind the decision in a way that acknowledged their value and contributions to the organisation. Our approach led to a successful recruitment process. By embracing internal candidates from the start and maintaining transparency, we sustained their engagement and strengthened relationships within the business. The detailed feedback and comprehensive reports generated during the assessment process enabled a well-informed selection for the new Commercial Director. This approach not only secured the right candidate for the role but also reinforced positive relations with internal staff, reducing the risk of dissatisfaction or loss of talent. To demonstrate the importance of internal talent development, we recommended that all internal candidates participate in our Executive Assessment programme. This emphasised our client’s commitment to nurturing and investing in its internal talent, and establishing a career development plan for two valued executives.

Our approach led to a successful recruitment process. By embracing internal candidates from the start and maintaining transparency, we sustained their engagement and strengthened relationships within the business.

The detailed feedback and comprehensive reports generated during the assessment process enabled a well-informed selection for the new Commercial Director. This approach not only secured the right candidate for the role but also reinforced positive relations with internal staff, reducing the risk of dissatisfaction or loss of talent.

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