Qualified future employees and leaders are a company success factor. Their selection using potential analysis instruments, represents a huge challenge. Questions such as, “Who best fulfils the requirements?” or, “Who best fits into the current team?" can be decisive. Instruments to analyse future human potential are often used to make decisions on choice of locations and targeting of investment in particular employees and senior staff, particularly in regard to their leadership behaviour. Professional and well-tested methods help you to select your future employees in a targeted way:

• 360°-Feedback
  This instrument is used to make it possible for the individual to receive anonymous feedback from numerous contact persons (supervisors, colleagues, fellow employees, internal customers/suppliers) and to be able to assess herself/himself as well. This instrument is the basis for targeted development of the feedback receiver and helps in the building of an open feedback culture in the company.
  
  
  Contact person: Harald Berger
  
  
  
• Set of qualifications and requirements 
  Qualifications and requirements should be defined for each vacancy. This serves as the basis of every recruitment process. The criteria in the qualifications and requirements are then converted into assessment criteria. 
  
  
  Contact person: Harald Berger
  
  
  
• Assessment Centre
  An assessment centre is a systematic process designed to evaluate behavioural characteristics through the observation and assessment of multiple candidates by multiple trained assessors simultaneously. Area of application: particularly in the replacement of key employees or the recruitment of young talent. Every assessment centre is developed individually according to your needs and desires. 
  
  
  Contact person:  Carmen Hoheneder
  
  
  
• Hearing
  A hearing is a structured oral interview which tests a candidate’s capabilities, knowledge and potential. In contrast to the assessment centre, a hearing involves exposure to only one candidate at a time. Area of application: particularly in the recruitment of experts, or when candidate anonymity is essential. 
  
  
  Contact person:  Carmen Hoheneder
  
  
  
• Panel Interview
  Panel interviews are designed to pre-select candidates. They are used in application management in the context of pooling. This method also enables the interviewer the chance to get to know candidates, in order to react quickly to our customers' needs. In panel interviews, questions are asked by the panel members from a list of pre-defined questions. 
  
  
  Contact person: Pamela Schrampf
  
  
• Psychological analysis (Tests)
  To help you round off a profile or personal impression, various tests are available (personalilty tests, interest tests, professional capability tests, concentration tests …).
  
  
  Kontakt: Sandra Donke
  
  
  
• Structured interview
  Support in candidate selection
  
  
  Contact person: Pamela Schrampf