Kontrast combines management and psychology. In the public sector and in municipal enterprises, we design selection procedures that comply with the principle of best selection (Art. 33 II GG) and FüPoG-II – with committee participation and compliance-compliant documentation. We combine structured interviews, work-related simulations/SJTs, and personality diagnostics/competence profiling – DIN 33430, AGG/GDPR, ISO-9001.
The result is a committee-ready management summary with suitability/context assessment, strengths/risk patterns, cultural/value fit, and key questions; optional 180-day onboarding. Remote-capable, barrier-free – implemented by permanently employed psychological personnel consultants.
Selection Interviews
Support for your personnel decisions in the context of selection proceduresAssessment Center - Internal Personnel Selection
Developing talent. Planning careers. Arranging succession.Assessment Center - Selection Process
Fair. Objective. Legally compliant.Personality Test in the Selection Process
Psychological aptitude testing - Experience in public service, medium-sized businesses and healthcarePersonality Test Individual Assessment
Mastering succession planning - securing personnel decisionsExecutive Select - Personality Diagnostics
Competency profiling for managers, boards of directors, directorates and managementModeration Selection Committee
Committee moderation & compliance – legally compliant selection proceduresSelection 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.
