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). Our methods are tailored to the specific needs of the position and management brief (e.g., growth, turnaround). Our assessments are tailored to the specific needs of the position, aligned with DIN 33430, and compliant with the German General Employment Act (AGG) and GDPR.
The results are triangulated with structured interviews, references, and work samples. You will receive a management summary suitable for panel discussions, assessing suitability, including strengths/threats and key questions for the final round – supplemented with onboarding tips upon request. We serve the public sector, medium-sized businesses, and healthcare sectors.
Personality test in the selection process
Kontrast combines management and psychology. Our brand essence: competence and personality plus competence and potential. Personality diagnostics are a component of our multi-stage selection process—never the sole deciding factor. It identifies career-relevant behavioral preferences, sharpens the fit with the role and culture, and focuses interviews and assessment elements. Always reflected in the company's situation (growth, expansion, turnaround, relaunch) and the specific job requirements.
Who we work for
Public sector (best selection, committee decisions, FüPoG II), medium-sized businesses, and healthcare – from specialists and executives to top management. The goal is a transparent, legally sound personnel decision.
Our approach – process-safe & candidate-friendly
We begin with a precise requirements and role profile, including behavioral anchors from our competency model (technical, methodological, social, and personal competence). We then select validated, job-related assessment tools—e.g., Hogan, BIP, NEO-PI-3, or LINC—and, if necessary, supplement them with motivation/values inventories, situational decision-making tasks (SJT), and—if job-relevant—cognitive checks.
The training is conducted online in a secure environment, with transparent information and based on consent. We triangulate results using structured interviews, references, and, if applicable, work samples. In the feedback session, we reflect on strengths and risks and provide concrete development suggestions. Everything is documented in compliance with GDPR.
Law & Quality
Our processes are aligned with DIN 33430, compliant with the General Equal Treatment Act (AGG) and the GDPR, and anchored in ISO 9001 quality management. We work fairly, standardized, and with minimal barriers – using the same methodology for comparable roles and an audit-proof procedural file for committees.
What you get
A management summary suitable for board meetings on suitability in context: clear role/culture fit, visible strengths and risk patterns (including potential derailers), key questions for the final round, and – upon request – 180-day guidelines for onboarding and personnel development.
Where it works
In applicant selection (shortlist securing up to board/directorate/management positions), in internal selection & succession (transparent selection of the best, FüPoG II) as well as in potential analysis & PE as a ready-to-start coaching anchor.
Why Kontrast
No black-box reports, no standard batteries. We deliver context-based diagnostics that combine management logic and psychology – decision-making-powerful, remote-capable, and DACH-wide.
Our permanent, diagnostically qualified HR consultants communicate clearly with all stakeholders and ensure confidentiality – in sensitive cases, even covertly via Executive Select.
