Selection process for medicine and nursing

Kontrast combines management and psychology. In medicine and nursing, we calibrate selection processes to care mandates, patient safety, and team culture. Based on the principle of selecting the best candidates, we combine structured interviews, work-related simulations, and job-related personality diagnostics/competence profiling – in accordance with DIN 33430, AGG/GDPR, and ISO-9001.

We deliver a management summary suitable for committee review with suitability/context assessment, strengths/risk patterns (including “derailers”), cultural fit, and key questions; optional 180-day onboarding. For senior, executive, and nursing management, we use Executive Select (covert) upon request. Remote-capable, DACH-wide.

Selection Interviews

Support for your personnel decisions in the context of selection procedures

Kontrast structured selection interviews are reviewed by chief physicians/senior physicians, nursing management/PDL, and division managers—psychologically sound, legally compliant, ISO 9001-guided. Standardized guidelines, competency model, and evaluation matrix; optional case study/work sample or... learn more

Assessment Center - Internal Personnel Selection

Developing talent. Planning careers. Arranging succession.

Our internal AC makes talent visible, manages careers, and prepares successors. An integral part of this is a job-related personality test calibrated to the reality of the clinic/institution (growth, expansion, turnaround). Employee appraisals/role-playing (e.g., ward conflict),... learn more

Assessment Center - Selection Process

Fair. Objective. Legally compliant.

Kontrast External Assessment Centers provide legally compliant, objective, and competency-based selection for chief physicians, nursing directors, and department heads. Permanent consultants design, moderate, and document structured exercises, case studies, interviews, and expert opinions—ISO... 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—but never the sole deciding factor. For senior physicians, nursing directors, and department heads, we assess job-relevant preferences, risk patterns, and cultural fit in the context of the healthcare mandate and situation... learn more

Personality Test Individual Assessment

Mastering succession planning - securing personnel decisions

Kontrast personality test: Individual assessment ensures strategic placements in hospitals, medical care centers, and providers. Permanent headhunters with psychological selection expertise assess competence, personality, and impact – independently, structured, ISO 9001-compliant, and aligned with... 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 hospitals, medical care centers, and social service providers. With personality testing, personality diagnostics, and competency profiling, you can make succession and shortlist decisions between medicine,... learn more

Moderation Selection Committee

Committee moderation & compliance – legally compliant selection procedures

We manage the appointment of chief physicians, medical directors, and PDLs as an external process manager: clear criteria, calibrated interviews, case vignettes, and structured evaluations. We ensure proper involvement of equal opportunities, the staff/works council, and the SBV, and prevent... 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.