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Vogelhuber, Scheelen - What people really want

The more people are integrated into the job analysis and the
creation of the requirements profile, the more meaningful and ob-
jective the picture of the job.

Getting to know the personality of the

applicant better and better in the job
interview

Now let's get specific: Let's say we are looking to fill a vacant
position in the insurance field. The company is looking for a red-
yellow salesperson who is strong in the following areas:

• Customer service, ability to work under pressure, excellent
self-leadership, high goal orientation, strong interpersonal
com- munication, willingness to take on high levels of
personal responsibility, and accurate listening skills.

Furthermore, the salesperson's economic, in dividualistic and
theoretical drivers should be highly pronounced. This is to be
expected in this type of vacant position.

You have shortlisted several applicants and invited them to an
application or recruitment interview. Of course, the application
documents have already indicated that the applicants meet
the criteria mentioned, but now it's a matter of detailed
analysis. In the interview, you as a profiling³-trained recruiter
want to check what makes the individual applicants tick and
whether they fit the vacant position. In Chapters 1 and 4, you
have already asked questions

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