Our selection process should enable all parties to make an informed decision. It should not only allow us to find out whether an applicant is right for us, but also allow the applicant to see whether they can imagine working with us in a specific role.

Depending on the applicant’s entry level and desired occupation, we’ll use a variety of selection criteria and selection tools to assess each candidate.

At the start of each selection process we will consider the job requirements of the specific position. From these we’ll develop our selection criteria, and decide how to best measure these criteria in order to reach a decision.

Possible steps in our selection process are described in more detail below.

In the further selection steps, we look in particular at the professional and personal suitability according to the defined requirements, e.g. ability to work in a team, motivation or performance.

For some target groups, a time-delayed video interview can be an intermediate step before participation in the selection day or a personal interview. Candidates receive an invitation by e-mail and have one week from receipt to complete the video interview. In the interview – just like in a classic job interview – questions are asked on topics such as career and situations from everyday work and must be answered in the given time via video recording. Our recruiting team then looks at the answers, evaluates and compares them. The advantage of the time-delayed video interview is, among other things, the time flexibility of the recording.

For some target groups, an online test can also be an additional intermediate step before meeting in person. Here, too, candidates receive an invitation by e-mail and then have a few days to complete the online test. Depending on the position, logical thinking, personal fit or professional competence are tested in different types of tasks.

The classic interview is always an integral part of our selection process. In some constellations, e.g. with applications from abroad, we also conduct them by telephone or video. Our goal is to experience the applicants in person. Based on an interview guideline specially adapted to the position, the interview is both biography-oriented and uses small case descriptions to check the applicant's suitability for the position and the field of work. Topics such as salary expectations or possible starting dates are also discussed. At the end of this interview, all parties should have enough information to make a decision.

Another way of getting to know each other personally is the selection day, also known as an assessment centre. Here, applicants or groups of applicants are observed by several trained observers from the specialist departments and recruiting in various realistic situations and assessed on the basis of defined criteria. We adapt the structure of the selection days to the defined requirements so that they differ greatly depending on the target group. The following elements can be used:

• Self-presentation
• Group exercise/group discussion
• Computer-aided testing
• Sample work
• Presentation on a specialist topic
• Role-playing tasks
• Short interview

Whichever process is used – for us, the personality of the applicant is the most important aspect. Within the process, we want to find out how well the respective person fits in with us and our values. Staying true to oneself and being honest – is therefore essential in every step.