Your employees’ personality- and competency-profile highly correlates with the performance of your organization. In other words: The better your employee profiles match the requirements, the higher the performance. The Organization’s Individual DNA Every organization has an individual DNA and thus specific requirements towards their employees. Are you aware of the specific requirements for key players […]
After years of research we can prove that every organization has its own DNA. Thus, when it comes to assessing personality profiles it is advisable to account for company specific success factors. In order to determine whether candidates have the critical skills and sufficient potential, which are important requirements for performance, job positioning has to […]
When it comes to assigning positions in an organization existing potential is – next to a competency profile – highly relevant. The question here is whether a candidate has the necessary personality and the relevant skills to also perform well in the future. Our research shows that it is common during candidate evaluations to confuse […]
Corporate strategy and goals as well as the organization’s relevant environments determine specific organizational requirements. For successful recruiting, said requirements have to be defined in job profiles. These job profiles have to take the strategy and future concepts as well as a target-performance analysis of present and future into account. Therefore, a professional job profile […]
Every organization has been there and is well-acquainted with this phenomenon: Candidates for vacant positions are sought and analyzed with time-consuming application procedures. Finally, a decision is made in favor of one of the candidates; more or less a gut-feeling of the boss and HR-Department.