Page 144 - Company Excellence

Part III: Chapter 5 ‐ It's all about the people

I can contribute, activate my competencies and live my values! - these
are the thoughts of an applicant whom the company wants to
convince to work with it by means of personality diagnostics,
competence diagnostics and well-being activities. In this respect,
recruiting proves to be the supreme discipline of matching par
excellence:

According to my conviction and experience, a professional
and effective personnel selection is not possible without
is not possible

In this context, I am of the opinion that a matching-oriented company
in particular has the right to approach potential applicants with self-
confidence. Due to the shortage of skilled workers, it seems to me
that all too many companies are currently hiding their light under a
bushel according to the motto: "Hopefully the applicant is willing to
give us priority over the other companies." Companies that value fit
definitely have a lot to offer recruiters that non-matching-oriented
companies cannot. This is why matching-oriented companies are
allowed to communicate: "We demonstrably do a lot so that the new
employee can contribute to us according to his or her personality,
competencies and values. That's why we confidently and self-
assuredly convey the conviction to the applicant market that our
company is worth committing one hundred percent to and for us!" And
this self-confidence should underpin the entire application and
recruitment process.

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