Who fits better in the team? Two top candidates - a decision that counts.

We were able to support a successful Austrian company in the technology sector in the challenging recruitment for a position. In our minds, we jump straight into the final selection phase.

Two candidates are on the shortlist, both very well suited professionally, with a good background in the industry and realistic expectations of the position. Both are well suited to the position.

Here we show what additional information from the HILL Competence Analysis® we can use to support you in this phase.

Our approach in this project step:

• Precise requirements analysis
• Efficient implementation: Combination of structured personality inventory, professional interest profile and management analysis as well as sending the HILL Competence Analysis® directly to the candidates via web link.
• Clear comparison: Matching reports that directly compare personal strengths and areas of development with specific job requirements.

Advantage:
A well-founded, additional basis for decision-making that not only makes the professional qualifications transparent, but also the fit with the team and corporate culture.

And you? Which candidate would you choose in your environment?

🎯 MATCHING REPORTS

The first candidate, called Mr. Mustermann, shows high agreement in all required competencies, only in the area of sovereignty & persuasiveness he cannot score. His highly reflective approach, his efforts to achieve a high degree of “social adaptation” and his willingness to compromise stand in the way of a convincing and confident demeanor. However, the candidate scores with very good communication and social skills, as well as strong leadership qualities, high (personal) initiative, very good structure and average resilience.

The second test candidate, referred to as Mr. Smith in the following, shows a slightly different profile. Also strong in leadership qualities and equipped with good (personal) initiative, he is also more independent and confident than Mr. Mustermann. His communication and social skills are average due to his rather diplomatic communication style and his service-oriented willingness to cooperate, as is his ability to work under pressure. The degree of structuredness could be improved, primarily due to low fact-orientation

👉Final procedure

After both candidates have gone through the process, the results of the HILL Competence Analysis® are compared again, whereby the overall match already shows that Mr. Mustermann with 75% corresponds better to the requirement profile than Mr. Smith with 65% and thus performs better in this process step in comparison.