I would like to thank Elisabeth Troiano and Petra Maringer for their professional support of our current recruiting process to expand our management team.

Thanks to their expertise, the entire process gained significantly in quality and speed. We are now in a position not only to make personnel decisions based on technical criteria, but also to name and measure the famous “gut feeling”. This is an important asset for our decisions in the future. Recruiting only based on the applicants’ expertise would have been a high risk of a wrong casting and therefore the chance of a bad investment would have been significantly higher.

The feedback from the applicants was also consistently positive. The Caritas Association was able to present itself as a very professional employer and convey the company values during the interview and the recruiting process.

With the help of the PCM basics training, the management team involved has already achieved success in their own collaboration and communication within the team as well as in leadership among employees.

The recruiting support was divided into the following areas:

• Targeted advertisement: checking the context, team constellation and management of the position to be filled in order to ensure that the job advertisement is as precisely tailored as possible.
• Development of an evaluation matrix: professional expertise and character criteria were defined for the respective position as a basis for the transparent evaluation of the applicants as well as for a clearer and more targeted job advertisement.
• Textual and visual sharpening of the job advertisements as well as strategic selection of the channels used: here we were able to notice measurably better visibility and a higher number/quality of applications, especially since we had only published our own version and the difference was significantly noticeable after the revision.
• Screening of the application documents: The professional assessment of the application documents, which were provided to us in comparable formats including initial anomalies from a profiling perspective, made the selection of candidates and the preparation/conducting of the interviews much easier and saved the Caritas Association effort.
• The preparation and support of the people participating from Caritas and the joint implementation of the interviews: The briefing, the interview process with the professional application of behavior analysis, the PCM basic training and the subsequent learning loops/reflections were important for professional interviews. This enabled us to make the results comparable and measurable afterwards and to gradually build up our own recruiting skills in the interests of the company.
• Management report of the applications received and interviews conducted: The respective summary of the applicants’ impressions after the interviews, including achievement of the evaluation criteria, served us in particular as a basis for decision-making when selecting the finalists and in preparation for the final round of candidates with the board.

In addition to the excellent results, the collaboration with Elisabeth Troiano and Petra Maringer was also a lot of fun for the team and we look forward to further collaborations.