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.

We provide feedback that helps increase strategic self-awareness. This includes an understanding of individual success strategies, motivators, and insight into one's own reactions to pressure, stress and trigger situations. We use the scientifically based Hogan Assessments, which can also be combined with 360° processes.

Feedback recipients increase their awareness of the demands of different situations. As a result, their ability to exhibit different situation-dependent behavior is enhanced. In this way, their own performance, well-being, and ability to manage relationships can be improved.

Our feedback is especially characterized by the fact that it is focused on the concrete situation in everyday working life. We identify concrete development topics and plan appropriate implementation measures so that the feedback becomes effective in everyday life.

The feedback takes one to two hours and can be conducted by phone, online or on-site. We are happy to discuss formats for Hogan Feedback in larger groups with you.

Particularly managers can benefit from Hogan Feedback. With a new strategic self-awareness, they gain a better understanding of their own strengths and challenges. As a result, development opportunities can be identified and targeted.

We also offer other measures to assess and improve leadership skills. For example, the Leadership Versatility Index (LVI) is a useful and proven 360° tool that combines self-assessment and peer assessment of leadership behavior. The different perspectives allow for a better evaluation of current leadership style. It also shows where adjustments may be needed to help leaders successfully lead their people and teams through an increasingly complex workplace.

You want to clarify how to proceed in the future. We define questions and open options to help you take the next step. Let us identify you in your future role — in a specialist or management career. We generate ideas that outline your professional interests and matching options for the future.

The options are diverse and promising if they match your personality. Possible options are: