Selection process Real estate. Construction. Architecture

Kontrast combines management and psychology. In real estate, construction, and architecture, we calibrate selection processes for project development, planning/construction practice, deadlines, costs, quality, and awarding/stakeholders. After selecting the best candidates, we combine structured interviews, practical cases (contract award decisions, stakeholder hearings), and job-related personality diagnostics/competence profiling – DIN 33430, AGG/GDPR, ISO-9001.

You will receive a management summary suitable for committee review with suitability/context assessment, strengths/risk patterns, cultural fit, and key questions; optional 180-day onboarding. For construction/project management and technical management: Executive Select (covert). Remote-capable, DACH-wide.

Selection Interviews

Support for your personnel decisions in the context of selection procedures

Kontrast Personalberatung GmbH conducts structured, psychologically sound, and legally compliant selection interviews for management and key positions in expert organizations, management, and executive management. With standardized interview guidelines, diagnostic expertise, and optional integration... learn more

Assessment Center - Internal Personnel Selection

Developing talent. Planning careers. Arranging succession.

Our internal assessment center (Development AC) identifies talent, manages careers, and prepares successors. An integral part of this is a job-related personality test, calibrated to job requirements and the company situation (growth, expansion, turnaround, relaunch). We test hypotheses and observe... learn more

Assessment Center - Selection Process

Fair. Objective. Legally compliant.

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,... learn more

Personality Test in the Selection Process

Psychological aptitude testing - Experience in public service, medium-sized businesses and healthcare

At Kontrast, personality tests are a key component of our selection process – never the sole deciding factor. We combine management and psychology and assess career-relevant preferences, risk patterns, and culture fit in the context of the position and management mandate (e.g., growth, turnaround).... learn more

Personality Test Individual Assessment

Mastering succession planning - securing personnel decisions

Kontrast Personality Test Individual Assessment ensures strategic placements in medium-sized companies (D.A.S.) and in the public sector, including municipally owned companies. Experienced HR consultants and headhunters with psychological selection expertise assess competence, personality, and... learn more

Executive Select - Personality Diagnostics

Competency profiling for managers, boards of directors, directorates and management

Executive Select from Kontrast Personalberatung is the individual management assessment for housing companies, portfolio owners, and property managers. Personality tests, personality diagnostics, and competency profiling help you make clear succession decisions between ESG, existing buildings,... learn more

Moderation Selection Committee

Committee moderation & compliance – legally compliant selection procedures

We moderate search, appointment, and selection committees impartially, conducting your process from the roadmap to the final meeting in a clear, transparent, and conflict-free manner. As external process managers, we structure criteria, manage interviews, ensure comparability, and keep the committee... learn more

Selection process – from the question to the personnel decision

Kontrast combines management and psychology. Our selection process business area provides the diagnostic basis for clear personnel decisions – internally and externally, in the public sector, SMEs, and healthcare. Each measure is calibrated to job requirements and the company situation: growth, expansion, turnaround, or relaunch. We work in accordance with the principle of selecting the best candidates (Art. 33 II GG), take FüPoG II into account, and anchor quality in DIN 33430, AGG/DSGVO, and ISO-9001.

Methods & Formats

The focus is on a requirements-based design: structured selection interviews, work-related simulations and work samples, situational judgment tests, personality diagnostics, and competency profiling. Tests are never the sole deciding factor; they generate hypotheses that we test in interviews and exercises (triangulation). For sensitive top positions, we offer Executive Select (covert); for internal development and succession, we design assessment centers (Development AC / High Potentials) – each with a job-related personality test as an integral part.

Process, Quality & Legal

The process begins with a precise role and context briefing, including behavioral anchors and KPIs for the next 6–18 months. Implementation and evaluation are standardized, observers are trained, and stakeholders such as HR, specialist departments, equality officers, and—where applicable—the staff council are integrated. Our procedures are remote-capable, tested throughout Germany, Austria, and Switzerland, candidate-friendly, accessible, and transparent.

The end result is a decision template suitable for committee approval: a compact management summary with suitability and context assessment, visible strengths/risk patterns (including possible “derailers”), assessment of cultural/value fit, and key questions for the final round. On request, we can add 180-day guidelines for onboarding and personnel development and link the results to your talent pool/PE roadmap.

The result: greater role and cultural fit, clearly differentiated shortlists, legally compliant, traceable personnel decisions – and a candidate experience that builds trust. Decisions that make an impact.