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 […]
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.
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.