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AI leader success

The AI leader success represents the supreme discipline of occupational aptitude diagnostics. On the basis of an internal company evaluation and a self-learning algorithm, an individual report is created which reflects your current probability of success as a manager. Furthermore, competence areas to be developed on this basis are derived along with their most efficient measures for development. In addition, the resulting cost savings, including the new probability of success, are calculated after Read more […]

professional interest

The report professional interest compares job profiles and interests. On the basis of the measured professional interests job recommendations and specific interest profiles are presented. An assignment can provide information on the expected satisfaction and learning motivation of the person both before and during an application process.

bigger picture

The Report, bigger picture allows the analysis of 42 personality facets and is particularly suitable for Coaching-experienced and trained users. The comprehensive picture of the 42 personality facets which can be clearly assigned to the five personality dimensions, allows a precise analysis of the person’s professional personality and the analysis of relevant cross-links between the facets. Thus, it is possible to capture the individual personality profile of a person across all areas. This allows Read more […]

personality X

The Report personality X offers the opportunity to create an individual profile of requirements and targets with X of 42 personality facets in order to measure the professional personality characteristics of the candidates. A later use in the decision-making process has the advantage that the comparison of self – image and external image gives a particularly comprehensive picture of the person. The applicants can be given an individual and appreciative personality feedback which can be regarded as Read more […]

big five

The report big five gives an overview of the well-established big five personality dimensions without going into detail of the 42 personality facets. Therefore, the report offers orientation and valuable information for further diagnostics such as (semi) structured interviews. Applicants can be given an individual and appreciative feedback on the outcome which can be valuable for personnel marketing reasons.

radar control

The radar control is an interview guide with possible interview questions that support the use of competency-based Reports by extending them to the external image. The questions come from the categories of biographical, situational and knowledge questions. The offered behavioral anchors are in no case exhaustive information, but serve only as memory supports.

full potential

The report full potential allows the analysis of all 39 competency sub-domains and is especially suitable for experienced and trained users. The measurement of professional competencies enables the identification of potential carriers at different levels of experience. Coupled with the personnel development options, the report can be profitably integrated into a complete talent management and career management concept. Systematic career planning requires early identification of talent and targeted Read more […]

strength & risks competencies

COMING SOON The report strengths & risks competencies offers a detailed analysis of selected areas of competency. In addition, it provides interpretation assistance regarding the impact on leadership, team and learning. Individual strengths and risks in each of the areas mentioned are described and supplemented with compact motivational and development tips. The report allows a direct interpretation of the results without prior training and is thus ideally suited for executives and personnel Read more […]

recruiter

The Report recruiter offers the opportunity to create an individual profile of requirements and targets on the basis of eight competency sub-domains in order to measure the job- related skills of the candidates. At an early stage of recruiting, this allows preselection or negative selection. If used at a later time in the process, final decision-making processes can also be supported. Applicants can be given an individual and appreciative competency feedback, which can be regarded as a measure in Read more […]

competency X

The report competency X offers the possibility to create a completely individual requirement and target profile with X out of 39 competency sub-domains in order to measure the professional competencies of candidates. At an early stage of recruiting this allows a pre-selection or negative selection. If used later in the process, final decision processes can also be supported. Applicants can be given individual and appreciative competency feedback, which can be regarded as a measure in the area of Read more […]