CASE STUDY
Situation
A leading international Healthcare manufacturer was looking to appoint a Managing Director for their EMEA business as their current incumbent was due to retire. The client had identified one potential internal candidate for the role and it was clear during client conversations that this individual was most highly regarded and there was a requirement to ensure they retained this individual if not appointed to the position.
Approach
Evans Taylor recommended that this particular individual be included within the resourcing and search process in order to benchmark with other candidates outside of the industry. Whilst the majority of Board members were of the opinion that there was no need to recruit externally and that the internal candidate would be able to deliver the change agenda, the CEO was of the opinion that it was necessary to undertake a full and comprehensive search of the marketplace to ensure the highest calibre of individual was appointed whether internal and external. Evans Taylor conducted a dual approach, undertaking Search and Selection activities in Mainland Europe within the sector and alongside this, spent significant time assessing the internal candidate in order to benchmark against external candidates.
Outcome
The shortlist comprised of 5 individuals including the internal candidate and it was unanimously agreed by all Board members that the internal candidate would not be appointed to the position. Significant feedback was given to them in a sensitive and appropriate manner both from ourselves and the client, following which a development and coaching programme involving ourselves was delivered to the internal candidate. 18 months later the originally appointed individual was promoted into a global role for the business and the internal candidate subsequently was promoted and backfilled to the MD-EMEA position.