Executive Search. Management Diagnostics.
Sharing knowledge.
Training treasure hunters.
The three pillars of our diagnostic services: Qualification
Sharpen your eye for talent, build expertise, embed skills: with our unique range of training courses and highly qualified trainers, you can ensure that your managers and HR professionals become treasure hunters capable of seeing more than their peers. Our programmes are tailored to your specific needs and offer you the best combination of scientific theory and practical application – from personal training for the selection of junior staff to holistic diagnostic training.
Basics of Diagnostics according to DIN 33430
Quality assurance for all phases of the assessment process.
Our training is based entirely on DIN 33430, which describes quality criteria and standards for vocational aptitude diagnostics. We teach the DIN-compliant procedure of a diagnostic process and embed the specialist knowledge and relevant techniques in your company – so that you can make differentiated statements in the context of aptitude and potential diagnostics. Not only in theory, but also in practice.
Interview training
Find the best team by asking the right questions.
Successful interviewing is a core skill in everyday HR work. This is especially true for recruiters. Increasingly, it’s also a requirement for managers. The key questions include: What are the key skill requirements for the position? How can I identify these competencies? And what questions or techniques can I use to find out if the candidate is a good fit? To ensure that your interviews are successful, we train you in specific questioning techniques, how to deal with critical situations, and approaches from differential psychology. And of course, we adapt our practical exercises to your company’s specific needs, documents and interview guidelines.
Role-play training
How do you change perspectives?
How do you get a nuanced picture of each candidate? This is where established, standardised procedures play a key role. Interactive sequences such as role-playing – in the form of employee or customer interviews, for example – have proved particularly successful in practice and promote reliable and sustainable decision-making processes. Our role plays will help you learn to act with confidence, to generate diagnostically valuable results – and to observe and evaluate simulations in a differentiated way. When you practise seeing from different perspectives, you get a more differentiated picture of every candidate.
Observer training
I see something you don’t.
The observer’s expertise is crucial for the quality of observation and feedback. In our practical observer training, we provide employees involved in processes in your company with the knowledge and skills they need to observe and assess human workplace behaviour in a fair and differentiated way. They learn the basics of process embedding and process observation. They also become familiar with observation and judgement tendencies, practising how to counteract them effectively. A third focus is on the joint interpretation of results, the formation of judgements and the calibration within the group of observers. The individual training modules can be adapted to suit your needs.
