Management Assessments. Assessment Centres. Aptitude Tests.
Not only in internal career and succession planning, but also in external job advertisements, companies are faced with the challenge of evaluating applicants with regard to their suitability for a vacancy. As an experienced HR consultancy and headhunting agency, we offer competence profiling for precisely this purpose, which enables you to create a ranking of external applicants and internal candidates and to identify the best person-job fit.
Our individually adapted and up-to-date test procedures, such as assessment centres, management assessments, aptitude tests or personality tests, serve as a decision-making aid for a well-founded and low-complaint personnel selection (especially relevant in the public sector).
Structured and Evidence-Based
Our HR consultancy works in a structured and evidence-based way when preparing the process. This means that we not only use our experience to develop the competence profiling for your vacancy, but also draw on our academic knowledge of organizational psychology and business administration. In addition, our team can demonstrate a great deal of industry knowledge, which we expand and update with new research before each assignment.
On this basis of academic knowledge, industry knowledge and experience, we work with you to develop a selection procedure that is adapted to the requirements of the job, but also to the situation in your company, in your industry and on the market. The psychological test procedures of competence profiling enable you to identify the strengths and weaknesses, missing competences, but also hidden talents of the candidates.
Management Assessments for Groups of Candidates and Individuals
Competence profiling is often requested for management vacancies as well as board and executive positions. We design psychological tests, aptitude tests and assessments accordingly and focus, for example, on methodological and management competences and check whether candidates have the social competences for personnel and staff management.
We can plan a management assessment for a group of candidates as well as for individuals and gear it towards internal or external candidates as required.
Assessment Centres for Executives and Key Vacancies
When filling management positions, but also executive positions and key vacancies with experts, professional suitability is important in addition to personality, social and management skills. Accordingly, we set up assessment centres with a different focus and adapt them individually to the vacancy. This gives you a complete picture of whether a candidate can fulfil the requirements of a position and master the current challenges of your company.
Psychological Tests for Rapid Assessment of Candidates
If you as a company have only limited time or financial capacities, a psychological test procedure with a specific focus on one of the areas is also conceivable instead of a full assessment centre - depending on your needs, the focus will be on personality, aptitude, management or social skills.
Securing the Personnel Decision
As HR consultancy, we also support you in evaluating the results of the respective selection process after planning and implementation. We look at each candidate individually and create a clear ranking on this basis. The strength of structured and scientifically based competence profiling is that the result is comprehensible and your personnel decision is thus secured.
It goes without saying that we also observe all legal requirements for personnel search when using competence profiling as a selection procedure. We work in accordance with the Basic Data Protection Regulation (DSGVO) and observe, among other things, the General Equal Treatment Act (AGG), Article 33 of the German Basic Law (GG) and the Second Leadership Positions Act (II. FüPoG). In this way, we protect ourselves as an HR consultancy, but also you as an employer, from lawsuits filed by rejected candidates. As a full-service HR consultancy, we take care of the rejection management for you.