In the conversation, Dr. René Kusch provides an open insight into recruiting practices at RELEVANT and demonstrates how scientifically grounded assessments can be integrated into selection processes. He makes one thing clear: Even professional personality assessments cannot guarantee the perfect hire. Instead, they help increase the likelihood of making a good decision by clearly defining the requirements of a position, matching them with the applicant’s personality, and identifying potential risks at an early stage.
One central topic is the use of Hogan Assessments. René vividly describes personality as a kind of “autopilot” – behavioral patterns that come particularly easily to us. In recruiting, the question is how well this personal autopilot matches the requirements of a position and how applicants deal with potential deviations.
But data and assessments are not the only factors that matter. Sarah Böning and Dr. René Kusch also discuss the role that gut feeling should play in a professional recruiting process. Instead of ignoring a vague impression or using it as the direct basis for a decision, it is worth taking a closer look: Where does this feeling come from? Is someone simply different from ourselves – or are there actually indications that should be examined further in the process?
An honest and practical episode about personality assessments, the challenges of effective personnel selection, and how companies can design their recruiting processes so that, in the end, the people who truly fit together find each other.
Our Authors
Tom Scheller
