Regina Bergdolt

Both company and candidate benefit from a structured selection process. It starts with a precise requirement profile for the job, including personal and social competencies. Lead your selection process to success and improve candidate experience.

You would like to check whether someone has the potential for a more senior position? Do a structured process. Measure potential instead of guessing and hoping.

• Most important: you avoid wrong appointment and costly misplacements.
• You create clarity and structure for everyone involved in the selection decision.
• Structure enables you to make a rapid, but thourough assessment of a candidate.
• Applicants and internal candidates also appreciate a good experience and a fair decision.

What does a professional requirements profile look like? And a competency-based, structured interview?

You can find an example on our page https://fairselection.info/products/