Selection processes with substance: Kontrast combines management and psychology to select the best candidates in the public sector and medium-sized companies. We design and facilitate assessment centers and interviews, utilize personality tests, competency profiling, SJTs, and job-related simulations – context-specific, aligned with DIN 33430, and compliant with the German General Equal Treatment Act (AGG) and GDPR.
We deliver a committee-ready management summary with a fit for the role and culture, strengths/threats patterns, and key questions for the final round; 180-day onboarding guidelines are available upon request. The result: transparent, documented personnel decisions and a candidate experience that builds trust.
Selection process – from the question to the decision
Do you want to make fair internal selections based on the best candidates or hire externally with precision? We provide the diagnostic basis – in the public sector, in medium-sized businesses, and in the healthcare industry. Kontrast combines management and psychology: We consider competence and personality as well as competence and potential – consistently reflected in the management mandate, whether growth, expansion, turnaround, or relaunch.
What we offer as a personnel consultancy
We begin with a precise role and context briefing with behavioral anchors. We build our process on this foundation: structured selection interviews, job-related simulations, and – where appropriate – situational decision-making tasks. For psychological depth, we combine job-related personality tests with competency profiling and test hypotheses in conversation, never based on a single test score. For sensitive key positions, we work covertly with Executive Select – discreet, context-based, and decisive.
How decision quality is created
Our processes are based on DIN 33430, compliant with the General Equal Treatment Act (AGG) and the GDPR, and anchored in ISO 9001 quality management. In the public sector, we work in accordance with the best selection process according to Article 33 II of the Basic Law (GG) and take into account the provisions of the Second Act on the Promotion of Personnel (FüPoG II). Implementation and evaluation are standardized, observers are trained, and results are reliable and role-specifically valid – fair, transparent, and barrier-free.
What you get with our selection toolbox
You'll receive a decision-making template suitable for a committee: a compact management summary with a suitability and context assessment, identifiable strengths/risk patterns under pressure, an assessment of cultural and value fit, and key questions for the final round. Upon request, we can add 180-day guidelines for onboarding and personnel development to ensure consistent decision-making and implementation.
Action
The result is transparent, documented recruitment decisions with a high level of role and culture fit, clear differentiation of strong shortlists, and a candidate experience that builds trust – tested across the DACH region, remote-capable, and tailored to your organization.
