A focus on people is an essential part of corporate mission statements, and competence models provide a framework for orientation about an organization’s expectations. The goal of talent management is to identify the talents and skills of employees, and to put employees in jobs where they are well able to master challenges involved. The decisive factor for an organization’s success is the fit between the job and the person. This concerns not only currently held jobs, but also sustainable development and talent promotion. The strategically aligned and effective design of tools for personnel selection and development is all the more important in this context.

Online assessments

The goal of online assessments is to assess a person’s skills and traits that remain fairly stable and unchanged over time. Various types of tasks and formats are generally used for this purpose, and assessments can be compiled depending on the requirements and questions to be addressed. They let you gather information on the interests, motivation and cognitive performance potential of participants, as well as their professional skills, work styles and work habits. The results provide a basis for objective comparison between individuals based on statistical evaluation. Judgments about a person’s fit for a job, their proficiency and talents can be made based on this comparison.

Online assessments:

  • Provide information on skills and personality traits relevant to the selection process
  • Supply essential information on strengths and room for development
  • Complete the overall impression of a person with additional aspects that are otherwise difficult to assess
  • Contribute to making selection processes resource-effective, at the same time increasing their validity
  • Enjoy great acceptance among participants

Competence-based interviews

Competence-based interviews are based on the approach of combining different assessment methods in order to increase their validity. In addition to the classic elements of an interview, such as an introduction and questions about a person’s CV, motivation and personal experience, they include elements such as case studies, presentations and role-playing exercises, as well as prepared dialogues. Moreover, they include an in-depth discussion of the results of the online assessment, creating a comprehensive impression of a person’s skills and competencies. Competence-based interviews can be used both for personnel selection and for potential analysis within an organization, and provide added value due to the following aspects:

  • Combination of different assessment methods in a productive and resource-efficient way
  • Settings that reflect realistic requirements
  • Integration of interview questions, role-playing exercises, case studies and the results of the online assessment into an overall impression
  • Increased ego involvement of applicants, making it possible to observe authentic behaviour
  • Flexibility of the approach
  • High acceptance

Assessment centres

In personnel selection processes, assessment centres allow you to make predictions about the fit and potential of (future) employees. A comparison between the observations made in the assessment centre and the specific requirements of an organization or a job results in a differentiated profile of strengths and weaknesses that can serve as the basis for well-founded hiring decisions.

We design assessment centres based on the requirements of specific positions and projects. This includes:

  • Defining a requirements profile (requirements analysis)
  • Defining the desired key competencies (based on the job description and the company’s competence model)
  • Defining relevant behavioural anchors (observation criteria)
  • Developing and implementing appropriate exercises
  • Training an in-house team of observers
  • Providing external consulting observers
  • Carrying out feedback interviews
  • Reporting, including recommendations on fit or development measures
  • Administration and implementation

Assessment centres let you:

  • Analyze applicants’ behavioural strengths and room for development
  • Get a clear picture of a person’s personality, technical expertise and social skills
  • Improve the fit between job requirements and applicants
  • Identify potentials at an early point

Development centres

In the field of personnel development, development centres provide an opportunity to discover talents and identify development needs. Subsequently, individual strategies to promote candidates’ development in the best possible way can be defined. Development centres support:

  • Employees’ orientation toward future challenges and expectations, e.g. leadership expectations
  • Testing your limits in a safe environment
  • Precise analysis of potential and conclusions about useful development goals
  • Definition of specific development measures
  • Individual career plans complete with the necessary support measures, especially as regards leadership development

Design and implementation: see “Assessment centres”

Online self-assessments

Self-assessments provide applicants with genuine, positively experienced benefits for career orientation, and also improve an organization’s image. Based on psychometric tests and hard facts, they supply predictions, advice and suggestions on work-related strengths and weaknesses for graduates and young professionals, as well as an assessment of their fit for certain professions or specific jobs. Our orientation tools:

  • Are an opportunity to broadcast your organization’s qualities as an employer, effectively marketing your brand (for more information, see “Personnel marketing”)
  • Use infotainment to clarify the expectations and requirements of specific jobs
  • Include concrete decision-making aids to help participants decide for or against a certain profession or job
  • Provide well-founded feedback on participants’ work-related skills and potential
  • Enable participants to self-select in an informed way (i.e. to decide for or against submitting an application depending on fit)
  • Improve the self-assessment skills of participants
  • Support applicant streaming

Further services:

In addition to the tools described, our range of methods includes a number of further means for making HR work productive and resource-efficient:

  • Behaviour-based orientation workshops
  • Group assessments
  • Behaviour-related training measures
  • 360° feedback
  • Potential interviews
  • Audits
  • Telephone interviews
  • Tools to support career re-orientation
  • Biographic questionnaires
  • Behavioural training
  • Individual coaching
  • Validation, evaluation and success controlling for implemented measures

We will be happy to send you information and answer your questions. Contact us for more information.