Management Diagnostics

When is personnel diagnostic competence useful?

The increasing complexity and pace of change also affect the selection process itself: those responsible need to make the right decisions within a short time and in rapid succession. HR professionals are familiar with the application process and the underlying requirements. But what about the other stakeholders who now become decision-makers? Are you wondering how you can enable them to make good decisions? Or would you like to make your company’s personnel selection and development processes, as well as the related tools, more robust and firmly established in day-to-day practice?

How can personnel diagnostic competence be applied effectively?

We support you in professionalizing your decision-makers, processes, and tools.

The first major challenge is the recruiting process itself, which is no longer solely in the hands of HR. Managers and employees often take on outreach and candidate selection directly. Sometimes this happens through targeted involvement of HR, but in many cases it is a natural consequence of professional lean management, which allows decisions to be made where collaboration actually takes place. Most of the people involved enter selection interviews without professional training or preparation. We are often asked questions such as: What should I focus on in a candidate? How can I tell if someone fits our company culture?

We answer these questions and implement appropriate optimizations in requirement profiles, the personnel selection process, decision-maker competence, and sustainable workforce planning.

Requirement Profile

The selection process already begins with the job posting and the corresponding requirement profile. But what should it look like? What competencies do future employees need? Often, old job postings are used as a basis and only minor adjustments are made. This is rarely successful, as job requirements today change rapidly and future developments must be anticipated.

We offer a review of current profiles for positions to be filled. In addition, we work with you to develop a (standard) profile that reflects the company’s core values and key hiring attributes. Today, individual mindset and personal attitude are at least as important as social, methodological, and professional qualifications. We help you identify the truly relevant aspects and formulate them in the profile. The requirement profiles, in turn, serve as the basis for creating flexible job families.

Job Families are clusters in which similar requirements are grouped. Guiding questions for their development include: Who performs comparable tasks within the company? Which positions share similar requirements? Who can cover for whom? Using job families brings the large number of positions in a company into a manageable structure, supporting HR processes and significantly increasing organizational flexibility.

Selection Training

With this training, we empower HR professionals, managers, and employees in the recruitment process. We provide answers to your specific questions and convey fundamental knowledge of personnel diagnostics. The development of effective questions as well as the management of interviews and selection procedures is practiced in a targeted way. We focus on your specific situations and explain in detail what really matters.

Probation Assessment is our solution to potential uncertainties during or at the end of the probation period. Does the person truly fit the position and the company? Is the individual motivated and capable of performing in the long term? Address such uncertainties constructively and professionally with a probation assessment, which combines elements of an assessment center with a professional potential analysis.