Commercial Sector | Recruitment Solutions | Assessment Centres
Water Gauge 2026
Leadership, Workforce and Digital Capability Will Define the Next Decade of Water
Case study
Australia’s Water Sector Stands At A Defining Moment.
Record capital investment, housing growth targets, ageing infrastructure and climate volatility are colliding within a tightly regulated pricing environment. The expectations placed on boards and executive teams have never been higher.
The Davidson Water Gauge 2026 draws on direct insights from CEOs and board members across some of the nation’s largest water organisations. The findings point to a sector under pressure, yet rich with opportunity for those prepared to act early.
Financial Pressure Is The Dominant Risk
of leaders identify funding and pricing pressures as their greatest strategic risk. Utilities must finance enabling infrastructure for housing growth, renew ageing networks and strengthen climate resilience while maintaining affordability.
Boards are balancing long term asset lifecycles against short term political horizons.
Governance capability is now central to financial sustainability.
Abilities and mind-set
Structured interviews and practical tasks assessed communication, adaptability, problem‑solving, and customer empathy.
Behaviours
Group activities and simulations evaluated collaboration, resilience, and cultural fit aligned to AusNet’s service values.
Key features of the model
- Structured behavioural interviews with AusNet team managers to assess communication, problem-solving ability and values alignment.
- A group problem‑solving task to evaluate collaboration, resilience, and critical thinking.
- A call simulation and written task, hosted on Davidson’s digital testing platform, to assess tone, clarity, and service acumen.
- Performance data from each round captured in a custom‑built competency matrix, giving hiring managers an instant, objective view of strengths.
Measurable Results: Reduced Time‑to‑Hire, Improved Outcomes
The results were immediate and high impact:
- Multiple hires completed the same day, dramatically reducing time‑to‑hire.
- High correlation between assessment results and hiring manager preferences.
- Data‑driven selection improved decision confidence and alignment.
- Ongoing recruitment pipeline developed for future demand.
“Multiple hires completed on the day… significantly reducing time‑to‑hire.”
Minimise hiring risk by using structured, competency-based assessment data to ensure cultural and values alignment.
Maximise hire quality
by selecting emotionally intelligent, customer-focused candidates proven to perform in service-driven environments.
Reduce time-to-hire
through a one-day assessment centre model that enables same-day decisions and builds a future talent pipeline.
Why use an assessment centre for contact centre recruitment?
High‑volume hiring doesn’t have to mean high risk. Davidson’s assessment centre model:
- Accelerates hiring without sacrificing candidate quality.
- Offers objective, competency‑based evaluation.
- Delivers a better candidate experience through engagement and clarity.
- Helps teams make faster, smarter hiring decisions.
Partner with Davidson for Workforce Solutions at Speed
Davidson has a strong track record delivering high‑performance recruitment strategies across commercial sectors. Whether you're scaling a national customer service team or sourcing niche technical roles, we bring the tools, structure, and experience to deliver results.
