Talent Assessment for a Semiconductor Company in Kulim, Malaysia
Introduction
The semiconductor industry is highly competitive, and talent plays a crucial role in driving innovation
and success for companies operating in this field. Our training company, CB Consultancy & Training
(CBC), had the opportunity to collaborate with a semiconductor company based in Kulim, Kedah, Malaysia, to address their talent assessment challenges. The company had a talent development plan
in place, but the selection process for the talent pool was facing issues, leading to discontentment and
attrition among potential talents. To overcome these challenges, CBC devised a highly customized and
cost-effective Assessment Centre approach that proved to be a game-changer for the company’s talent
management strategy.
The Problem
The semiconductor company’s talent development plan consisted of separate tracks for Leadership and General Management, as well as Technical-based Leaders. However, the selection process for the
talent pool was prone to bias and lacked a structured assessment approach. The traditional method of
relying solely on KPIs and senior managers’ deliberations led to improper selections, favoring
candidates based on visibility, vocal presence, and prominence of the bidding senior manager. This
resulted in the emergence of grievances among talented individuals, leading some of them to leave
the company altogether.
The CBC Solution
Upon understanding the company’s challenges and limitations, CBC proposed a highly tailored 4-hour
Assessment Centre approach that would effectively evaluate talent while remaining budget-friendly.
With over 100 candidates volunteering for the selection process, a traditional Assessment Centre was not feasible due to time and budget constraints. Therefore, CBC’s innovative solution allowed 20
candidates to be assessed in each 4-hour session.
The Assessment Centre Activities
CBC structured the 4-hour Assessment Centre to focus on key criteria aligned with the company’s
strategic direction for the next 3-5 years and the challenges posed by Industry 4.0 (IR4). The four
activities conducted in the Assessment Centre were:
Leaderless Group Discussion: This activity evaluated candidates’ ability to collaborate, communicate,
and lead without a designated leader. It assessed their teamwork, problem-solving skills, and
adaptability in a group setting.
Gamification Session: Through gamification, CBC assessed the candidates’ decision-making,
problem-solving, and strategic thinking capabilities in a simulated work environment.
One-to-One Interview: The personalized interview provided valuable insights into candidates’
aspirations, motivations, and alignment with the company’s vision.
Written Assignment: Candidates were given a scenario-based task to assess their analytical and
written communication skills.
The Evaluation Process
To ensure fairness and accuracy, each session was evaluated by five psychologists. Scoring was
conducted using established criteria, and a comprehensive ranking list with individual one-page
reports for all 120 candidates was generated. The personalized reports detailed strengths, weaknesses, and areas for improvement, which were instrumental in customizing training and coaching for both
selected talent pool members and the remaining 100 candidates.
The Positive Outcomes
CBC’s tailored Assessment Centre approach yielded several positive outcomes for the semiconductor
company:
Transparency and Fairness: The new selection process eliminated biases and favouritism, leading to
widespread acceptance among the workforce.
Reduced Attrition: Candidates who were not selected received detailed explanations in their
personal reports, creating a sense of justification. This led to a reduction in attrition among good-
quality talent.
Development Opportunities: Candidates not selected were offered clear options for improvement,
enabling them to prepare for future opportunities.
Cost-effectiveness: The customized approach allowed the company to claim HRDF (Human
Resources Development Fund) for the entire budget, making the process cost-effective.
Conclusion
CBC’s innovative and highly customized Assessment Centre approach successfully addressed the
semiconductor company’s talent assessment challenges. The process not only provided a structured
and evidence-based selection methodology but also fostered a fair and transparent environment. As
a result, the company now has a talent pool aligned with its strategic goals, enabling them to thrive in
the competitive semiconductor industry while retaining and developing its top talents.
