Recruiting and
People Development

We help you define basic requirements to describe and improve the fit between the candidate, job, and organization. Requirement analysis is essential to make the selection process effective and to make better personnel decisions. It is an important basis for filling new positions as well as for internal staffing processes, e.g., when looking for a successor of a retiring long-time manager.

For information on personality requirements, we rely particularly on the scientifically-based Hogan Assessments, which are an excellent way of evaluating job-related personality factors.

We first compare the specific requirements of the position with information from the application materials and results from personality profiles and cognitive performance tests. We discuss this comparison with you and prepare you for the next step, usually an interview or assessment center. We help you develop working hypotheses, focus on key issues, and discuss possible interview questions.

Recruiting consulting can be conducted for individuals as well as for larger groups of candidates. For larger groups, online video interviews can be used in advance. You make the hiring decision based on all the information we provide.

In addition to the selection counseling, we conduct a detailed four-hour "Multi-Trait-Multi-Method" assessment with the candidates during the audit. This assessment includes a biographical and situational interview, as well as simulations.

Increasingly, our clients are asking how candidates deal with feedback and how consciously they manage their behavior in everyday life. Therefore, another component is a short debriefing in which the results are discussed.

Often, the results are summarized in a handwritten report and presented according to a company-specific competency model. Our clients make the personnel decision after intensive consultation with us.