Management audits are versatile instruments of personnel assessment that provide valuable insights, for example in the context of appointment processes involving internal and/or external candidates. However, such processes do not determine whether someone is “good” or “bad”. Nor do they usually offer a simple yes/no answer to the question: “Can this person lead?” What can
“We want the best talents – regardless of gender, background or age.” Such statements are frequently found in employer branding and HR communications. And, in our view, there is no reason to doubt the sincerity of the corporate philosophy behind them. However, many selection processes are vulnerable to bias – unconscious distortions that systematically influence
Bias or in other words, perceptual distortions can influence recruitment decisions in unintended ways. The question, therefore, is how avoiding or at least mitigating such effects can improve the quality of selection decisions. Step 1: Structure Beats Gut Feeling What to do? Use structured interviews or behavioural simulations with predefined questions, clear evaluation criteria and
Many organisations invest in leadership training, yet it is not always clear what they intend to achieve. What is clear, however, is that effective leadership has impact on performance, on culture, on retention – and ultimately on business success. When well designed, leadership programmes can contribute in several ways: Clarity and confidence in the leadership
Since the 1990s, the concept of diversity has gained increasing importance within companies and organisations. From the early 2000s onwards, the first structured approaches to diversity management emerged, aiming to embed diversity systematically across all areas of an organisation. In practice, diversity means creating an environment in which people with different backgrounds and perspectives feel
Assessment Centers can be an intense experience for many participants. That’s why it’s all the more important that feedback isn’t just delivered, but thoughtfully and respectfully designed. As consultants at managerberater, we often get the chance to give feedback after an AC. Whether we speak with internal or external candidates – here’s what matters to
In recruitment and personnel selection processes, it’s not just what candidates can do on paper that matters — it’s how they act in realistic situations. That’s exactly where role playing in assessment centers comes into play. This proven method offers a valuable way to observe and interpret candidate behavior and skills in action (Bregas, 2022).
The coronavirus pandemic continues to present challenges to many companies. A glimmer of hope lies in the development of suitable vaccines. Despite this, we must assume that many face-to-face events will still be cancelled, at least in the first half of 2021. In this situation, it is important to us that you, as our customers,
Virtual assessments as an alternative to a personal appointment: Even if physical contact is not possible or difficult at the moment, HR-related decisions must still be taken. For example, when selecting suitable candidates to fill vacant positions, different approaches and solutions must be found – virtual assessments offer a good possibility. We have just completed
Today, we’d like to present a case study of an e-assessment process. In this case study, we outline how we’ve been providing important insights for one of our customers since 2016 in a completely online testing process for filling leadership roles in a strongly operational environment. Already more than 12,000 participants As a process partner,
Our customers, who’ve trusted us for years, appreciate our clear focus on tailor-made solutions. They also value the personal touch we offer them.
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