The background
As a leading aircraft manufacturer, supplying airliners ranging from100 seat capacity to more than 500 to the world’s leading airlines, Airbus UK recognises that key to its continued success is the flow of talented individuals through to its executive level. With 6,500 staff at its site in Broughton, Cheshire and more based elsewhere in the UK and plus access to staff in Airbus France, the pool to explore has depth.
The challenge
The immediate challenge was to fill a senior role on the first rung of the executive career band. The need was urgent, as the role was key to operations. It was recognised at senior level, however, that appointment into this role would represent a significant career progression for the successful applicant. The selection process, therefore, would present the opportunity to take an in depth look at all of the applicants with the view to populating a talent pipeline for similar roles at the same level in the near future. Consequently the project had senior sponsorship within the business and there was a willingness on the part of senior managers to be involved.
In parallel, however, Airbus UK wished the activity to be an externally managed and driven exercise, so that the participants perceived it positively, that is, as presenting an opportunity for self-understanding that was not to be missed.
The solution
Key criteria for consideration during the solution design were, that the activity must be positioned as containing a high developmental content, that the outcome of the process in terms of who was ‘ready now’ should be transparent, and that the participants, initially numbering 14, would come away with specific input to their personal development plans.
Using Airbus UK’s established competency framework used in role profiling, the competencies deemed critical to success at this first rung of the executive tier were mapped to the SHL Universal Competency framework. SHL then designed a development centre to stretch and challenge the participants. At the specific request of Airbus UK, SHL prepared and included a competency based structured interview process to aid selection.
During the design phase Airbus UK increased the scope to include the search for a ‘ready now’ person to fill a second important position. Thus, within five weeks of receiving the approval to go ahead, SHL fielded 6 consultants and projected managed the delivery of three, one-day Development Centres attended by a total of 21 participants, partnering with a total of 9 senior operational and HR staff within Airbus.
The results
Both senior roles were filled and Airbus UK has comprehensive data on 19 individuals versus the competencies deemed critical to success at the executive level. In addition these 19 participants have increased awareness of where his or her development needs lie and they are currently working with their managers to put developmental activities in place.