Depending on the applicant's entry level and the job they are applying for, we use various selection criteria and tools to evaluate candidates.

Our selection process must ensure that all parties make an informed decision. It should not only allow us to find out whether the applicant is a good fit for us, but also whether the applicant can imagine working with us in a particular role.

Depending on the applicant's entry level and desired occupation, we use different selection criteria and selection tools to evaluate each candidate. At the beginning of each selection process, we consider the requirements for the position. Based on these, we develop our selection criteria and decide how best to measure these criteria to make a decision.

The possible steps of our selection process are described in more detail below.

A phone or video interview can be the first step before the selection day or the face-to-face interview. Our service partner will contact you by phone. During the conversation, we will primarily examine your professional background, your professional knowledge and your suitability for the job in question. The phone call also provides an opportunity for either party to get answers to their additional questions. In the case of some applicants, we use a video interview, which basically serves the same purposes. The interview follows our interview structure tailored to the specific position. In the further selection steps, we examine how well the candidate meets our specific requirements (e.g. teamwork, motivation, performance).

The classic selection tool is, of course, the traditional personal interview. This is an integral part of any selection process. In certain circumstances, such as applications from abroad, a telephone or video interview may replace a face-to-face interview. The goal is to get a personal impression of you in a conversational situation. With the help of an interview structure specifically tailored to the job, as well as biographical information and short case studies, we determine your suitability for the position and subject area. We will also discuss topics such as salary expectations or possible start dates. At the end of the interview, each party should have enough information to make an appropriate decision.

Selection Day, also known as Assessment Center, is a way to get to know each other personally. Here, trained observers from various departments, including the HR department, observe and test applicants or groups of applicants in various real-world situations. The structure of the selection day is determined by the selection criteria and varies depending on the type of applicants. The following tools can be used:

• Self-presentation

• Group exercise/group discussion

• Computer-assisted testing

• Sample work

• Presentation on a special topic

• Role-playing tasks

• Short interview

Whichever procedure we use - for us, the applicant's personality is the most important aspect. Within the process, we want to find out how well the given person fits us and our values. Staying true to yourself and being honest is essential every step of the way.