Expert Tipps for a qualified applicant selection

Katharina property man, Psychologin and management Trainerin of the German expert academy (DEAK). (openPR) - due to the increasing competition pressure more schnelllebiger and itself internationally expanding markets will it ever more importantly to win highly-qualified and efficient coworkers than most important resources and success factor number 1 for the enterprise. With the applicant selection it applies to filter therefore the Top candidates, who are suitable for the open places. Besides it applies to determine, which abilities and softly Skills are needed, in order to supplement the existing authority. Katharina property man, Psychologin and management Trainerin of the German expert academy (DEAK)), six helpful Tipps betray, how enterprises proceed effectively with the applicant selection.

1. The A&O, the concrete requirement profile, is hardly to be found in enterprise practice! Only a concretely formulated, differentiated requirement profile makes possible an analysis of the candidates.

In this it depends in particular on a differentiation of the demanded authority soft after hard Skills and Skills. An additional decision over the development borders of all requirements is the most important condition to identify in order not to only justify the income, but also over „/the bestgeeigneten candidates/candidate “. This necessary clarity and differentiationness in the requirement profile can be reached in practice only by a very good tuning between personnel department and specialized division. „Only who knows the goal, white where it segelt. “

2. The requirement profile often remains on the level from general statements to the demanded authority and becomes almost useless thereby for the recruiting process.

A description of the demanded authority by observable behavior examples makes only clear orientation for the interviewer possible on the goal. A selection of goal-prominent kinds of question is supported in such a way. The before firmly set development borders supply supplementing the note for the question depth and thus for the measurability of the answers. Without this preliminary work no purposeful interview guidance and analysis are possible. The danger of a discrimination is reduced in such a way to a minimum.

3. Application interviews are led by personnel responsible persons gladly only on the basis of knowledge of human nature and experience. Applicants can experience thereby arbitrariness.

Decisions on the basis of perception errors increase and the error rate in occupation can lastingly rise. Discrimination cannot be prevented. A differentiated interview manual, which is sorted according to authority and which points the respective holding back examples out within the development borders, is necessarily, in order to ensure and their answers to analyze be able equal treatment of the applicants and applicant inside. By a good preparation the most important analysis step is then no more or less than a concrete comparison of nominal and actual values of given criteria and observed examples. Thus humans, whom an enterprise needs, are in order to the requirements to the formulated function to become best possible fair.

4. The reliability of the applicants/inside to test represents a large challenge for the interviewers.

An interview manual and a careful Mitschrift of the observations and answers structured well after requirements and behavior examples form the basis, in order contradictions in the statements uncover and possible wrong statements to decode to be able. High concentration achievement, pronounced analytic and combinatorial thinking as well as exact Hinsehen and Hinhören like also a good memory are for it the conditions. Keywords as „actually, perhaps, always, never, situativ “identify and the background to inquire to be able, are substantial secondary characteristics. In addition applies to ask into the past over on basis of deeply felt events concrete action examples from the applicants to experienced with the appropriate action results. The emotional expression, which points itself to gesturing, Mimik, discussion and language, pointed to it, should agree with the descriptions.

5. Whether applicants/inside development all their authority from view of the personnel responsible persons realistically estimate or do not depend often on the reliability of the designated behavior examples in the interview.

With a question technology, which opens other yardsticks of the evaluation than those the applicant, have personnel responsible person a possibility of proving the reliability of a one-sided estimate. If applicants are invited to shift mental into another person to same circumstances the own picture is examined automatically. We e.g. ask like the conflict partner, which would describe superior etc. the behavior of the applicants, if they were asked now for their estimate. /Inside to catch up the reliability of the estimate increases and secures several yardsticks by a Perspektivwechsel over the answers of the applicants the total result.

6. Personnel responsible person ask gladly for cheat, how they can expose applicants/inside, in order to be able to identify fast wrong statements or „Blender so mentioned “.

Enterprises underestimate gladly the abilities, which a coworker must bring along, to be able in order for the selection process are used. The most successful type is therefore, best suitable personnel responsible person for this task to begin. Fast exposing requires a high development of substantial authority with the interviewer like high self reflection ability, analytic and combinatorial thinking, sensitivity and sensitivity in social processes, flexibility and creativity in thinking, communication ability and contact ability. In addition basic knowledge around methods and techniques belong in the recruiting process. Since for most interviews only maximally one hour time is available, a high development of these authority is a necessary condition. The risk to come here to suitable results lies often also in the fact justified that the position that is not equipped personaler ones with the sufficient authority and therein that the requirement profiles give hardly goal orientation.

To the authoress:
Katharina property man is Psychologin with ergonomical background and recognized systemic Organisationsberaterin and supervisor. Before it made itself 1996 with the consultation of business enterprises within the range management and organizational development independent, it was among other things active at the Bertelsmann AG for the high-level personnel development. She works as Beraterin, Trainerin and a Coach e.g. with the German course AG, Volvo Cars Germany, DGFP and the VDI together and in community projects with the university. Besides it makes Potenzialgutachten for the upper management. Besides Katharina property man is active as Expertin for the German expert academy (DEAK) and leads the expert seminar „candidate analysis and interview technology to the applicant selection “(information under www.experten-akademie.de).

Detailed press information and pictorial material:
Helvi Herglotz
ICCOM internationally GmbH
fon: 0 89,12 23 89,2 60
fax: 0 89,12 23 89,2 00
mail: presse@iccom.de

Correspondence:
German expert academy (DEAK)
Plumb bob elevator control race 15
D-80335 Munich

Communication:
fon: 0 89,12 23 89,1 00
fax: 0 89,12 23 89,2 00
isdn: 0 89,12 23 89,3 00
video: 0 89,12 23 89,4 00
mail: info@experten-akademie.de
net: www.experten-akademie.de

Organizer:
ICCOM internationally GmbH

Academy line:
Dipl. - Wi. - Engineer Otmar Ehrl

Registry office:
Munich, HRB 123,994

Over the German expert academy (DEAK):
The DEAK stands for far qualification and authority development on highest technical level, in order successfully to promote and further develop personal and social authority of technical and high-level personnel - after the guidance philosophy „of experts - for experts “. Recognized experts offer qualified know-how and extensive experience to the participants from first hand that in the form of Best Practice Coaching in expert seminars for immediate application and conversion to effective solutions one mediates. The experts come for a Inhouse training also to the customers. By the limited number of participants an adjustment in line with standard usage is guaranteed on the individual needs of the participants. Only so highly qualified technical and high-level personnel the constantly changing requirements in the DAILY Business can become fair, set accents in your enterprise and codesign thus growth and success of the enterprise crucially.

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