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…
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…
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.
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…
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…
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…
The sales high report identifies general competencies in connection with sales tasks for persons at executive level. In addition to a detailed competence analysis, the individual characteristics are placed in relation to each other and possible opportunities and risks of the combinations are evaluated. Depending on experience and responsibility, different requirements are defined for the…
The Report sales mid determines general skills related to sales tasks for people with medium sales experience. In addition to a detailed competency analysis, the individual characteristics are compared to each other while possible opportunities and risks of the combinations are weighted. Depending on experience and responsibility, different requirements are placed on the competencies of…
The Report sales entry determines general skills related to sales tasks for people at entry level. In addition to a detailed competency analysis, the individual characteristics are compared to each other while possible opportunities and risks of the combinations are weighted. Depending on experience and responsibility, different requirements are placed on the competencies of the…
The report leadership high determines general leadership-related skills for Executive-level individuals. In addition to a detailed competency analysis, the individual characteristics are compared to each other and possible opportunities and risks of the combinations are weighted. Depending on experience and responsibility, different requirements are directed to the skills of the leader. The Leadership report not…