Kontrast Personalberatung GmbH offers external assessment centers for legally compliant, objective, and competency-based personnel selection. Our team of personnel consultants designs, moderates, and documents individual selection procedures based on sound diagnostic methods. Structured exercises, interviews, and expert opinions provide organizations with a professional and independent basis for decision-making.
Our clients gain certainty and transparency in the selection process: performance becomes visible, applicants can be compared objectively, and decisions are documented in a comprehensible manner. This allows legal requirements to be reliably met, committee work to be facilitated, and the most suitable candidates for management or key positions to be identified. As a result, organizations receive reliable selection decisions, strengthen fairness, and ensure sustainable success.
Selection process for management positions – externally moderated, legally compliant, competency-based (D·A·CH)
Kontrast Personalberatung Hamburg designs and moderates selection processes for leadership and management roles in the public sector, healthcare and social services, and medium-sized businesses—independently, transparently, and audit-proof. Our USP: management expertise × psychological diagnostics—supported by ISO 9001:2015 processes and clear documentation of the best selection.
Management expertise × psychological diagnostics – ISO-compliant and transparent
We combine organizational understanding (mission, stakeholders, governance, profitability) with competency-based aptitude diagnostics. We evaluate technical, methodological, social, and personal skills—with behavioral anchors for each role. This results in comparable performance, calibrated assessments, and transparent decisions that committees can support.
What we are particularly sought after for
Management positions in public authorities, municipal enterprises, and public companies; hospital and department management; office/agency management; staff and project management; equally strong final fields, succession and restructuring decisions, and appointment procedures.
Approach – lean, structured, tailor-made
- Requirements profile & criteria: role clarification, must-have/should-have skills, evaluation guidelines.
- Process design: tailor-made components (face-to-face, hybrid, or digital), schedule, roles.
- Implementation & observer briefing: calibrated observation, moderation, fairness.
- Consensus & documentation: ranking, minutes, justifications – audit-proof.
- Appreciative feedback: Acceptance among candidates and committees.
Methodenbausteine – so viel wie nötig, nie zu viel
Structured competency interview, case study with presentation, role play with observer feedback, analysis/in-tray exercise, team/cooperation task, self-reflection module.
Upon request, valid, requirement-based personality screens supplement behavioral observation – DSGVO-compliant, non-discriminatory, and explained transparently.
Governance & Legal certainty
In accordance with Article 33 II of the German Basic Law (selection of the best candidates), AGG, FüPoG II, and DSGVO.
We ensure transparency (predefined criteria), comparability (calibrated observation), documentation (minutes, reasons for decisions), and the involvement of the staff council, equal opportunities committee, and SBV—including observer briefings and consensus moderation.
Results that support decisions
- Reliable decision-making bases: rankings, evaluation matrix, strengths/risks.
- Legally compliant documentation: for personnel files and committees.
- Specific development tips: for onboarding and goal setting.
Formats & Logistics
In-house, in neutral rooms, or online—throughout Germany, Austria, and Switzerland. Barrier-free design upon request. We ensure schedules, documentation, data security, and smooth operations.
Who we work for
Federal government, state governments, local authorities, universities and research institutions, clinics and social welfare organizations, medium-sized companies, and public enterprises. Together, we select suitability, potential, and fit—rather than just resumes.
