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5 - Profiling³: in recruiting: finding the right employees

to use except the seduction of technology and to want to appear
modern,' he says. The system, he says, is 'a marketing and
media stunt.'"

We believe that it is of central importance in employee
recruiting to pick up the individual person in his or her
individual personality and to check whether his or her
motivators, his or her drivers and his or her personality fit
the company, the task, the beruflich environment and
also the new colleagues and managers.

Have several people create a requirements profile

We recommend creating a detailed job analysis and a
concrete requirements profile: To do this, several people who
know the vacant position well (manager, employee, colleague,
HR manager, etc.) fill out an ana- lysis questionnaire, for
example. In this way, a comprehensive picture is created of
which activities the position to be filled should comprise and
which qualities the job holder(s) in the future should possess.
Factors such as motivation structure, goal orientation,
communication skills, creativity, assertiveness, reliability,
decisiveness and trustworthiness play a role. By the way, this
is where you can benefit from our bundled competencies:
Frank M. Scheelen has developed hundreds of target profiles
for companies, Oli- ver Vogelhuber has put them into practice.

Experience shows that the boss has a different picture of the job
than the direct colleague. This means: The more

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