Page 148 - Company Excellence

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

Involve as many people as possible in the process. Have the job
analysis and the requirements profile prepared by several people
who know the vacant position well and can assess it
(manager/sales manager, employee/salesperson, HR manager,
etc.). These people fill out an analysis questionnaire, for example.
In this way, a comprehensive picture is created with a 360-degree
overview of which activities the position to be filled involves 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 usually play a role.

The more people are integrated into the job analysis and the
creation of the requirements profile, the more meaningful and
objective the picture of the job will be.

On the other hand, the requirement for multidimensionality in the
recruiting process is fulfilled if the application documents are reviewed
taking matching aspects into account: Which aspects in the cover
letter, resume and other documents allow an assessment of the
applicant's personality structure, competencies - whereby this aspect
is usually the easiest to manage - as well as his or her value
orientation? Which working and general conditions increase his well-
being? The classification is deepened by a detailed interview, for
example by telephone or video conference. The video conference
offers the advantage of being able to obtain an additional visual
impression.
In addition, the tools mentioned above are used: With the help of
IN- SIGHTS MDI® , OutMatch ASSESS by SCHEELEN® and RELIEF Stress
Prevention by SCHEELEN®, a well-founded aptitude diagnostic
assessment of personality, behaviors, motivators and

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