We handle application management from start to finish: a central applicant hotline, timely communication, and ATS-supported screening. Each application is formally reviewed (must-have/can-have criteria), documents are verified (resume logic, references, diplomas), and, where legally permissible, referenced in a structured manner. Standardized telephone/video pre-checks clarify basic suitability.
All steps are carried out in compliance with the General Equal Treatment Act (AGG) and German Social Code (SGB-IX) and are clearly documented. In the public sector, we don't make decisions; we work with rigorous audit procedures. We only issue rejections in cases of clear formal deficiencies. The result is a prequalified shortlist with comparable profile sheets – the basis for HR and committees to determine the pool of participants for the selection process.
Application management & applicant screening
Intake & formal control
We manage the application hotline, deadline tracking, and ATS registration. Every application is reviewed for completeness: cover letter, resume, diplomas, certificates, and supporting documents (admissions/further training). Must-have and optional criteria from the job profile are carefully compared; formal reasons for exclusion are clearly documented.
Document and reference check
Our permanent, psychologically trained HR consultants verify information in your CV (time frame, scope of work, reasons for leaving), check the plausibility of references (performance/behavior coding), and compare diplomas against known formats/registration records. Where possible and legally permissible, we obtain structured references (related to role, time period, scope of duties) – always with documented consent.
Preliminary examination & communication
Short, standardized telephone/video pre-checks clarify job comprehension, motivation, availability, mobility, and salary range. Unclear points in documents are followed up on in a structured and documented manner by our psychological HR consultants. We transparently record feedback, opt-ins/opt-outs, and deadlines for subsequent submissions. Rejections are only made for SMEs in cases of clear mismatches (lack of formal minimum criteria).
Compliance & Documentation
All steps are compliant with the General Equal Treatment Act (AGG) and German Social Code (SGB-IX): non-discriminatory wording, barrier-free communication, fair deadlines, and sensitive data only for specific purposes. In the public sector, we don't make decisions—we work in an audit-proof manner (compliant with Article 33(2) of the Basic Law). Scorecards, checklists, and file memos ensure the traceability and legal certainty of your personnel decisions.
Handover to the selection phase
The result is a prequalified shortlist with comparable profile sheets, screening scores, reference status, proof checks, and any red flags. HR and committees then use this to determine the group of participants for your individually selected selection process.
