Selection process Research, education, and teaching

Kontrast verbindet Management & Psychologie. In Forschung, Bildung & Lehre kalibrieren wir Auswahlverfahren auf akademische Selbstverwaltung, Drittmittel, Lehr-/Transferauftrag und Gremienprozesse. Nach Bestenauslese kombinieren wir strukturierte Interviews, arbeitsnahe Simulationen/SJTs und Persönlichkeitsdiagnostik/Kompetenzprofiling – DIN 33430, AGG/DSGVO, ISO-9001.

Wir liefern ein gremiumstaugliches Management-Summary mit Eignungs-/Kontextbewertung, Stärken-/Risikomustern, Kultur-/Wertepassung sowie Leitfragen; optional 180-Tage-Onboarding. Remote-fähig, bestenauslese-konform (Art. 33 II GG); umgesetzt von psychologischen Personalberater*innen.

Selection Interviews

Support for your personnel decisions in the context of selection procedures

Selection interviews and selection procedures for chancellors, presidents/rectors, professorships with management responsibilities, and administrative management: structured, psychologically sound applicant interviews with an academy-specific competency grid, evaluation matrix, and scenario-based... learn more

Assessment Center - Internal Personnel Selection

Developing talent. Planning careers. Arranging succession.

Internal assessment center for universities/research institutions: job-related personality test (calibrated for teaching/research balance, administration, transfer), supplemented by role-playing (committee/management meeting), inbasket/prioritization, decision-making hearing, and structured... learn more

Assessment Center - Selection Process

Fair. Objective. Legally compliant.

Management Assessment Center – Selection Process For chancellors, presidents/rectors, professors with management responsibilities, and administrative managers: External AC with academy-specific cases, structured interviews, and evaluation grids; psychologically sound, ISO 9001-certified,... learn more

Personality Test in the Selection Process

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

Personality tests and personality assessments for chancellors, presidents/rectors, professors with management responsibilities, and administrative heads. Our psychological testing procedures assess preferences (teaching/research/transfer), governance style, decision-making and discourse behavior –... learn more

Personality Test Individual Assessment

Mastering succession planning - securing personnel decisions

Management Assessment: Determination of personal suitability through personality testing. For chancellors, presidents/rectors, professorships with management, and administrative heads. Selection process. Independent, structured individual assessment, ISO 9001-managed, DIN 33430-compliant. Procedure:... 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 universities, research institutes, and educational institutions. Personality tests, personality diagnostics, and competency profiling support appointments, leadership, and deanships – in research,... learn more

Moderation Selection Committee

Committee moderation & compliance – legally compliant selection procedures

We ensure academic adequacy and equality in our search and appointment committees: mock lectures, teaching demonstrations, and committee discussions are moderated in a comparable manner, eliminating bias loops. State university law and academic freedom are maintained; the committee works in a... 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.