Page 166 - Company Excellence

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

• Step 3: Development of a target profile of all positions in the
company in order to be able to enter the personnel search and
selection process at any time.
• Step 4: Above all, conduct social recruiting. In addition,
design job advertisements and profiles in line with the
employee type and distribute them widely.
• Step 5: Review and evaluate application documents from
an aptitude-diagnostic perspective and conduct preliminary
interviews.
• Step 6: Before personal interviews, use the aptitude diagnostic
analysis tools (INSIGHTS MDI® , OutMatch ASSESS by SCHEELEN® ,
RELIEF Stress Prevention by SCHEE- LEN® ) and create an actual
profile.
• Step 7: Match target profile (requirements profile) and actual
profile (qualification profile).
• Step 8: Verify results in a personal meeting. Conduct a get-
to-know-you interview, ask many questions, listen carefully
and use in-depth questions. Give the applicant the opportunity
to ask questions and introduce the company. Conduct career
and hiring interview.
• Step 9: Is there a match (to what degree)? Ent-
make a decision.
• Step 10: In the onboarding process (by sponsor/mentor)
check (have checked) knowledge.

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