Evaluation & Consulting

Together with our clients, we develop company- and task-specific requirement profiles that are not only clearly formulated but also firmly grounded in measurement technology. In doing so, we draw on extensive experience and utilize recognized scientific models. Starting points for formulating such requirement profiles include existing competency models as well as fundamental, job-relevant aptitude criteria that have emerged as success factors for specific activities based on empirical research.

Competency models provide a useful basis for recruitment, selection, development, career counseling and planning, as well as performance evaluation.

Together with our clients, we create such competency models that, on the one hand, reflect the principles of the HR strategy formulated by company management, and on the other hand, allow for the appropriate translation of the described competencies into concrete job profiles. We prefer approaches that do not simply focus on whether a competency is fulfilled or not. Rather, the focus should be on how the individual expression of a competency is to be assessed in terms of its content.

When combining suitable pre-selection tools into pre-selection systems, we focus on the individual needs of the client. Through collaborative dialogue, we develop tailored solutions, taking into account as many factors relevant to the selection process as possible. We then compare the results with the client’s stated requirements, individually collected standardization data, or empirical findings based on our many years of experience in research and practice.

With our many years of experience in human resources management (and beyond), as well as our accumulated knowledge of various organizations and their success drivers, we are happy to provide consulting services when internal processes need to be optimized or modernized. An external perspective often helps identify factors that significantly contribute to success but could be improved. Every case is unique and presents all involved with new challenges. We specialize in quickly grasping complex issues and identifying concrete solutions. We not only develop individually tailored, effective concepts but also implement them operationally on-site, if desired.

As is well known, personnel are the driving force and capital of every company. It is therefore all the more important to increase the profitability of the entire organization by improving productivity and performance in the HR environment, thereby bringing the concept of „HR business partnership“ to life. Our sound experience in human resources, combined with the application of modern HR tools, enables us to address the diverse needs of organizations. Based on our methodological expertise and accumulated specialist knowledge, we advise our clients on the implementation of customized, sustainable, and practical HR solutions.

Especially during times of staff shortages, the early identification of existing talent within the workforce is invaluable. However, the professional exploration of this knowledge is often only partially implemented or neglected in practice. Some people’s talents and abilities are not immediately obvious and cannot always be fully revealed through chance observations in everyday life. We advise our clients on how to identify existing talent within their company, thereby laying the foundation for structured personnel development planning based on valid findings.

As with any profession, there are generally accepted standards for aptitude assessments, which reputable service providers have always met. These standards are reflected in the long-standing, binding specifications of ISO 10667-1 and ISO 10667-2. They are based on accumulated methodological knowledge, from which a set of recommendations for conducting job-related aptitude assessments emerges. Tailored to specific operational requirements, we impart this knowledge to our clients to optimize the quality of their personnel decisions, and, upon request, we also set individual priorities.

The exploratory interview is more qualitatively than quantitatively oriented. It thrives on an individual understanding of the interviewee and places less emphasis on scale-based processing of standardized question sets. The concept is based on key findings from industrial and organizational psychology research and recognized techniques for successful interviewing. The method is simple, quick to learn, and applicable immediately after training. It can significantly increase the accuracy of candidate selection. The training is designed for HR professionals at all hierarchical levels.

Especially in informal conversations, HR professionals can quickly grasp the personal motivations, desires, talents, and strengths of others. The training focuses, firstly, on the techniques for conducting such conversations; secondly, on asking the right questions and delving deeper into diagnostically relevant statements, not just seemingly „interesting“ ones; and thirdly, on being able to categorize the explored content according to relevant criteria without having to work through a standardized questionnaire.

The training is primarily aimed at managers who use their daily work as an opportunity for exploratory conversations and want to refine their personal assessment of the talents and potential career paths of the people who report to them.

Professional diagnostic methods make it possible to avoid being misled by others. Show-off types often use recurring patterns in their communication and when presenting personal experiences, beliefs, and successes. Self-promotion usually relies on common management clichés, so a proper exploratory evaluation can uncover the operational content of what is said and objectively assess it.