Personnel selection – how to increase the hit rate
You should ask yourself these questions before filling a position:
What skills are needed for this job?
What behaviors are conducive to the job?
What competencies does the applicant bring to the job?
Which competencies still need to be developed?
What motivational factors can the company or the job reward?
Social competency is in demand
Anyone who wants to get ahead in their career today needs not only professional competency, but also so-called soft skills.
Success at work depends only 50% on technical knowledge. The other 50% is based on personality.
Neither certificates, professional qualifications nor references provide reliable information about applicants‘ acquisition skills, ability to work in a team, empathy or resilience. If the selection of personnel is based solely on application documents and professional skills, the selection process is very likely to end in a miscast.
Nervous applicants – relaxed personnel manager
In many cases, it should be the other way round
With the AECdisc® you get to know applicants much faster and better
Long sought – short found
Most employees are not dismissed because of a lack of skills, but because of their attitudes and behaviors that do not fit the company or the team.
Fewer miscasts
With the diagnostic tool „«AECdisc® Potential Analysis», soft skills can be determined in a well-founded way. The analysis shows both the adapted behavior displayed by applicants and the natural behavior and it reveals motives for action.