Far too often Performance is Measured Instead of Potential

Posted by on Nov 10, 2014 in Uncategorized
Far too often Performance is Measured Instead of Potential

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 […]

Job Profile: Ensuring Efficiency in Recruiting

Posted by on Mar 25, 2013 in Konzepte

          Corporate strategy and goals as well as the organization’s relevant environment 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.

Requirement Profiles – Successfully Minimizing Recruiting Risks

Posted by on Jun 18, 2012 in Konzepte
Requirement Profiles – Successfully Minimizing Recruiting Risks

            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.