Selection and Development - Combined and Compact
Our client’s concern
Amid the nationwide restructuring of its operational structure, Carglass® was looking for a qualified and competent partner to fill a total of over 90 newly created operational management positions. To ensure that the positions were filled in the best possible way, the applicants were first interviewed and then took part in an assessment center, in which the potential for taking on the new position was determined. As the vacant positions were located all over Germany, a total of seven locations across the country were chosen for the assessment centers. The procedure was followed by a comprehensive development program in order to optimally prepare the newly selected area managers for their new position.
The project
With their invitation to the assessment center, the candidates received a link to an appointment booking tool where they were able to select their preferred location for their region as well as their personal appointment for the assessment center.
The assessment center was developed in close cooperation with Carglass® and with target group-specific exercises (such as dialogue simulations) to depict the relevant, non-technical competencies in relation to the desired management position as closely as possible to everyday life.
In order to complete the assessment centers within a few weeks, the assessment centers were digitized using the KI.PAT software and a large pool of KI.M consultants was deployed. This meant that up to four assessment centers could be conducted simultaneously at different locations all across Germany and observers could be added virtually if needed.
Detailed feedback at the end of the assessment center and individual result reports with personal development recommendations ensured that all candidates gained personal added value from the process.
These development recommendations were also used as the basis for a development program tailored to the new area managers. After an internal kick-off, the managers took part in a 1-week training where they were prepared for their new tasks with greater responsibility for sales, employees, and processes. Again, these trainings were conducted in the seven regions with KI.M trainers, in some cases simultaneously. One of the focuses, among other things, was to provide the opportunity of networking with colleagues in their new position.
The result
Due to the digital and efficient implementation of the assessment center using KI.PAT and a large pool of KI.M consultants and trainers, 33 assessment centers with approximately 120 candidates were carried out within six weeks, as well as nine training weeks at seven locations within five weeks. Since then, the project transitioned to daily operations, in which potential reopened vacancies are filled. A parallel version of the target group-specific exercise scenarios offers candidates who repeat the assessment center a new opportunity to show their potential.
