The right person for the right position:
Consulting for personnel selection processes

How personnel processes can be set up professionally. Consulting case of a public undertaking in the context of Neuwaldegg’s management consulting and development. 

An Austrian super­vi­sory and reso­lu­tion autho­rity is asking itself how decis­ions can be made on the basis of “objec­tive data” in the context of personnel selec­tion and deve­lo­p­ment. The internal processes for appli­ca­tion as well as for profes­sional manage­ment and specia­list career deve­lo­p­ment are to be profes­sio­na­lised in their metho­do­logy in order to find the right people for the right posi­tions or to develop them further accordingly.

Making transparent and comprehensible personnel decisions

The aim of the project is to use a valid test method to obtain meaningful infor­ma­tion about the beha­viour of people in a profes­sional context, which can be used as trans­pa­rent and stan­dar­dised criteria for decis­ions in personnel management.

Tailor-made requirement profiles optimise personnel development

After scree­ning diffe­rent psycho­lo­gical test methods, we recom­mend the use of a scien­ti­fi­cally based poten­tial analysis, which shows people’s strengths and poten­tial as well as the lear­ning and deve­lo­p­ment areas in a diffe­ren­tiated way. The special thing about this bench­mar­king is the way the data is coll­ected. By using specific pairs of compa­rison ques­tion, any conclu­sion regar­ding the answers for the required or desired beha­viour remains obscure, so the tendency to falsify answers, which is parti­cu­larly nega­tive in appli­ca­tion processes, is largely elimi­nated.
To enhance the vali­dity of the test results, we work toge­ther with human resources mana­gers to draw up tailor-made requi­re­ment profiles for the orga­ni­sa­ti­on’s personnel selec­tion and deve­lo­p­ment processes. The analysis of the results is ther­e­fore criteria focused, i.e. stan­dards are not used to compare or assess people. Instead, the iden­ti­fied beha­viours are compared with an internal job or specific role’s requi­re­ment profile. This enables a quick compa­rison of diffe­rent appli­ca­tions and a clear recom­men­da­tion to fill vacant posi­tions. In the course of manage­ment and specia­list career deve­lo­p­ment, the “profile fit” provides valuable infor­ma­tion to derive the personal deve­lo­p­ment measures for employees.

Tailor-made personnel management and suitable testing tools

Just as the right person has to be found for the right job, it is important to select a suitable testing tool for the rele­vant orga­ni­sa­tion and its culture. It is important that the poten­tial analysis and discus­sion with an external coach as well as the subse­quent hand­ling of the results are expe­ri­enced as a personal and confi­den­tial offer to be able to reflect, which is met with a high level of internal and external appr­oval and acceptance.

Elisabeth Dudak

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