The D|A|B technique

Assessment,  layer by layer

There’s more to finding the perfect candidate than simply looking at their C.V. With the help of my assessment centres, I will tell you how simple it is to recruit the best possible candidates for your executive roles, and what you need to pay attention to with regard to cultural fit.

This personality profile is made up of different levels, including the intrinsic motivation and motives in life, the individual’s personal value system and a psychometric strengths profile. The associated behavioural features such as leadership, management and sales skills are a particularly sustainable contributing factor to the success of an executive, assuming that motivation and behavioural patterns are largely congruent. I guarantee the ideal fit thanks to the trifecta of my management experience, my industry expertise and my methodological competence with regard to direct search and diagnostics.

That’s why a whole range of tools and methods form the basis for my D|A|B principle. I use it to measure the quality of the match between the agreed target profile of my clients and the profiles of my candidates.

Using management audits and my profiling approach, I ensure that our collaboration is firmly sustainable and future-oriented.

I am entirely convinced by the interplay of fit, enjoyment and motivation as a guarantee of success, meaning that I can give you my guarantee for the firsttwelve months.  Should the candidate leave the company prematurely, I will provide you with a new candidate – free of charge!

An extremely thorough approach

How I apply the D|A|B principle

I create a psychometric requirements profile individually tailored to your vacancy and your corporate culture and match it with the profile of the candidates. That’s how I shine a light on the candidates “layer by layer”. The result of the assessment centre is not to measure whether a candidate is good or bad, but whether they are a good fit or not, and it is based on scientifically developed instruments and methods. I create transparency  with regard to the accuracy of the fit between the company and the personality of the candidates by harmonising all four levels. The main benefits to you include backing up important human resources decisions, reducing the risk of recruiting the wrong person, avoiding follow-up costs as a result of low performers or turnover, identification of the top performers, leadership qualities and selection of narcissists and an assessment of the cultural fit – both within a team and in the overall organisation.

…what makes life worth living

Ikigai (Jap. 生き甲斐 Meaning of life) is freely translated as “what makes life worth living”, “joy and life goals” or “the feeling of having something that makes getting up in the morning worthwhile”.

In Japanese culture, the often lengthy and thorough process of self-exploration has key significance in striving for Ikigai. It is a very personal process and the result can therefore vary widely from one individual to the next. If a person finds or has their Ikigai, it gives them a feeling of joy in life and therefore inner satisfaction.

 

Meaning of life, motivation and distinctive characteristics are the essential foundations of a personality. That’s why I focus on “Ikigai” with my clients

I am not a psychotherapist – but my work with personality values is well-founded

Every human being is influenced in their thoughts, feelings and actions by their values. These are rooted in the individual’s innermost being and are unassailable. Thus, every person has their individual drivers, directional impetuses and judges within them as a result of their values. They make that person what they are in the first place and influence the teams and organisations in which they operate.

Cultural Due Diligence

What does due diligence mean?

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Our 6-point recruitment due diligence programme

The 6-point due diligence programme was developed to support clients with critical aspects of the selection process which are often not taken into account.

Today, there are many examples of employers appointing a member of their middle or senior management team through an informal process, involving a former colleague of a current employee, for example, or an internal recommendation. Recruitment projects carried out in this way mean that the validity of key criteria are not checked when a person is appointed, which often leads to a cultural mismatch.

Our process includes the following steps:
– Determination of the corporate culture
– Transparency about the value system in the organisation
– Identifying the leadership culture
– Analysis of the candidate’s personality profile
– Analysis of the preferred leadership styles
– Matching the level of alignment of the management skills with the job profile
and the fit of the personality profile with the corporate culture

That’s how I bring all three levels together

Cultural fit and corporate due diligence meets personal fit. Every human being is influenced in their thoughts, feelings and actions by their values. These are rooted in the individual’s innermost being and are unassailable. Thus, every person has his or her own individual drivers, directional impetuses and judges within them as a result of their motives in life and their values. They make that person what they are in the first place and influence the teams and organisations in which they operate.
Thanks to my unique process, I create transparency with regard to corporate culture, the value systems of companies and candidates, leadership culture and personal leadership styles and the corporate values we live by. By matching the different characteristics and features, an ideal fit can be achieved. Operational excellence can be ensured in parallel by matching essential management and leadership features to the job profile. As a result of many years of personal management and industry experience combined with extensive market expertise, we are able to match specific industry knowledge and special requirements.

Executive searches based on experience

The assessment centre with industry knowledge.

My network extends throughout the entire DACH region. As Managing Director of DELTACON Münster, I am able to offer you a special level of expertise for your executive search. My area of responsibility at DELTACON includes the competence centres of consumer goods, the food industry, trade, the drinks industry, food ingredients & OTC and food service. I have many years of operational expertise in these industries and I specialise in optimising your executive team, in searching for and selecting executives and specialists in the areas of management, sales, marketing, purchasing, human resources and production. Via the DELTACON group, I ensure that the right focus is applied across industries, too.

Benefit from our many years of expertise and industry knowledge.
All of our consultants have both many years of operational management experience and industry knowledge, and they have extensive expertise in human resources consulting and professional diagnostics. They are therefore your ideal partner and offer the ideal assessment!

We look after the entire selection process from start to finish and handle the entire selection process for our clients.

Do you have any questions?

Are you unsure whether what I am offering is right for you or you have comments on the subject of recruitment, leadership or human resources? Then feel free to write to me. I will be very happy to reply!

 


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