Our client is the German branch of a globally active HR services company listed on the stock market, which is based in the Netherlands.
The company offers management and expert career tracks. To date, only managers have completed an external individual assessment as standard. HR and internal executives were responsible for checking experts’ suitability based on their expert presentations. In future, experts will also complete an external individual assessment. The challenge involves developing an adequate format for this in which the general, interdisciplinary competencies can be assessed while also taking the specialist context into account.
We began by determining the general, interdisciplinary requirements of the expert role together with the associated competencies. The latter reflect the company’s existing competency model in part, but also go beyond this. We consciously sought to no longer consider the experts exclusively in terms of their expertise, but to also take their personality into account.
The experts appreciated the opportunity to not only showcase their expertise, but also to present themselves as people and to receive specific tips for their personal and professional development. The expert career track has gained additional value, as the experts are now treated in the same way as managers and perceive their participation in the assessment as a sign of appreciation. The executives also find the assessment results conducive to the further development of their experts.
Our client is an international, owner-managed enterprise active in the automotive industry based in Germany.
The new head of operations planned to reorganize his department and restructure processes. New management positions were to be created for which existing managers and interested employees could apply. We supported the new head of operations in the selection of future managers capable of implementing the desired changes while retaining their employees’ support. Given the large number of positions and candidates, the procedure had to be streamlined.
Each candidate completed a compact individual assessment, which comprised tailored simulations that reflected the managers’ future work as realistically as possible. In addition to two consultants from Stübig & Mischer, the head of operations and head of organizational and people development were also involved as assessors. They were prepared for their role in advance during assessor training.
Critical examination of the candidates’ leadership skills enabled the clear identification of candidates suitable for a management role. Care was at the same time taken to ensure that all candidates experienced the assessment process as an appreciation of their commitment. Each candidate received verbal feedback as well as a written assessment report giving individual advice for their personal and professional development. The head of operations also received important insights for further development of his new management team and additionally learned what the new managers viewed critically and where he needed to make adjustments.
Our client is a division of a global, stock market-listed paper and packaging manufacturer based in Finland.
A company-wide employee survey is conducted every year. During the comparison of the results from the individual company sites, one German location was flagged due to critical deviations. Our client subsequently asked us to help determine the causes of the critical results. The challenges primarily lay in taking the interests of local and divisional management into account, getting the works council on board, and ensuring the employees’ willingness to cooperate.
We began by conducting structured one-on-one interviews with the local management team, followed by group interviews with representatives from all areas at the site to gain the broadest possible insights. Based on the qualitative results obtained, we prepared a customized questionnaire for all employees to complete online. The results were then shared during workshops and a town hall meeting format. Building on this, preliminary measures to improve the situation at the site were then developed together with the local management team during workshops.
Close collaboration allowed us to gain the acceptance and support of all parties involved in the process. Almost all employees completed the voluntary online questionnaire. The hypotheses developed during the individual and group discussions could thus be verified and quantified. Having clearly identified the organization’s “pain points”, we were able to encourage constructive concern and make concrete suggestions for next steps. Employees perceived that their opinions were being heard.
Our client is an international, stock market-listed company with a technology focus active in the financial sector with its headquarters in Germany.
The company’s recruiting teams are based on different continents and should now receive special training to help them standardize their hiring procedure, professionalize their interview skills, learn and practice interview techniques, enhance the candidate experience, and share best practices.
We adapted our existing training concept to the client’s content and methodological requirements. In light of the international target group and the COVID-19 pandemic, the training was conducted virtually in English. Beside imparting theoretical knowledge, the training included individual and group exercises, elements of self-reflection, mutual feedback, and an exchange of both experiences and practical tips.
The virtual format was well received, as it reflected the recruiters’ current daily working lives. Our training concept could be implemented virtually or in person at the company sites. The participants acknowledged how important it is to “dig deep” during interviews, but also to listen attentively. The relevance of close coordination with the specialist departments also became evident.
Our client is the global shared services company of a stock market-listed insurance provider headquartered in Germany.
The HR department wanted to completely revamp the internal selection process for promotion to the first management level and the content of the associated assessment center. The entire procedure — from nomination to final feedback meeting — was to be conceived as a “development journey” for participants. At the same time, the efficiency of the implementation process was to be increased.
The conception phase was characterized by an iterative co-creation approach. A regular exchange took place with the clients and other relevant stakeholders to ensure the different perspectives were taken into account at an early stage. We developed the methodological and content concept and the client then took care of parts of the elaboration and honing of individual building blocks themselves. The procedure was tested and any necessary adjustments made prior to the company-wide roll-out.
The entire selection procedure, including the half-day assessment center, has now successfully been rolled out worldwide. The simulations designed specifically for the business are well received among both the participants and the in-house assessors. Due to the large amount of self-reflection leading up to the assessment center, participants experience this as a positive opportunity to present themselves and their development.
“I’ve enjoyed working with Maike Mischer and Sina Stübig in the field of aptitude diagnostics for many years now. Why? Well, firstly, because I appreciate their professional expertise and their responsiveness to me as a client and, secondly, because I value their understanding of the specific requirements for the positions as well as the business environment. Their work outcomes provide me with a great deal of added value — and this always helps me enormously when it comes to making important personnel decisions as well as to initiating personnel development measures. All in all, it’s a great collaborative partnership.”
Markus Schlienz (Head of HR, Geiger Group)
“Before I took on my current role as plant manager, I completed an individual assessment with Ms. Stübig and Ms. Mischer. Together, they guided me through a rigorous program comprising varied tasks and scenarios. They created a focused atmosphere that was at the same time always honest and appreciative so that you never felt like you were being “put to the test” at all.
I am impressed by how accurately my skills and areas for development were identified and described based on the interviews and observations. It is precisely this level of detail that fosters confidence in the assessment results. These results now allow me to work on areas for improvement and to pursue my own personal development. The assessment was the perfect start to my new role and created an opportunity for me to develop my capabilities so that I can meet the requirements of my position.”
Dr.-Ing. Emanuel Moser (Plant Manager Rietheim/Böttingen & Global Head of Marquardt Excellence, Marquardt Group)
“I first collaborated with Sina Stübig in the field of management diagnostics back in 2006 when I was still at my previous employer. Since 2012, I’ve worked with Sina Stübig and Maike Mischer in the field of management diagnostics in my role as Head of People & Organizational Development for the Marquardt Group. Sina Stübig and Maike Mischer have observed and evaluated well over 150 candidates for us during this time.
We additionally worked together to train our executives in how to apply our competency model, to conduct interviews, and in the field of leadership evaluation in general.
Throughout our collaboration, they’ve always been immensely cooperative, extremely responsive to my individual needs, and impressively precise in their work. Our executives, myself, and the candidates being assessed all appreciate the clear language used in the reports and feedback.”
Dr. Ludger Schöcke (Head of Organizational Development, Marquardt Group)
“When it comes to selecting and developing our executives, we can always count on the clear and detailed feedback from Ms. Stübig and Ms. Mischer. They’ve been supporting and advising us on our long-term structural changes for years now. Both are entirely familiar with our company, understand our strategic challenges, and know very well who will be a good fit for our corporate culture.”
Stephan Itter (CFO, LÄPPLE Group)
“I personally have enjoyed working with Ms. Stübig and Ms. Mischer for several years now. When I began working for my current company, it quickly became apparent that people development and a culture change would count among my tasks. Ms. Stübig and Ms. Mischer immediately sprang to mind for these, as I already very much appreciated their excellent, professional cooperation as well as their open and personable communication. I find it impressive how quickly they’re able to get to know and empathize with an organization and are thus always on hand with sound and qualified advice.”
Carsten Kloes (CFO, Eisenwerk Hasenclever & Sohn GmbH)
“When it comes to filling key positions in my company, I know I can count on the insights of Ms. Stübig and Ms. Mischer. They both understand the specific requirements of the position and the importance of finding someone who’s a good fit for the company and for us as a management team, from both a cultural and interpersonal perspective. They conduct their interviews with a great deal of tact and always keep their focus in sight. The assessments supply insights for my own evaluation, provide a good basis for discussions, and are an excellent starting point for targeted development measures. They are real experts for management diagnostics!”
Matthias Marquardt (Managing Partner, WERMA Signaltechnik GmbH + Co. KG)
“Sina Stübig and Maike Mischer have been working closely with the Randstad Group on selection assessments and potential analyses for various target groups all the way up to top management roles for many years now. They approach their work with a sound methodology and transparent processes, which are highly valued by executives, human resources staff, and candidates alike. The analyses and descriptions of motivators, capabilities, and potential are always on point and have proven to be reliable and helpful. The individual development recommendations have also always yielded an additional benefit for all involved. In addition to aptitude diagnostics, another important factor they always take into account is whether or not the candidate is a good fit from both a cultural and an organizational standpoint. This aids us considerably in the decision-making and development processes. It is exactly here that their intensive engagement with and knowledge of the organizational structure and corporate culture really pays off.
Sina Stübig and Maike Mischer manage the process in an empathic and clear manner, ensuring that they make a positive contribution to Randstad’s employer brand. Our collaboration with them is always very collegial, thoroughly uncomplicated, and customer oriented.”
Andreas Bolder (Former Director Human Resources, Randstad Group Germany)
“Maike Mischer and Sina Stübig not only afford psychological expertise, but also very quickly gained an understanding of our business model, our future challenges, and the associated demands placed on our executives as well as our corporate culture. They combine business acumen with human insight. With this in mind, I always find it particularly beneficial to discuss the insights gained in the assessments with them both at length. They give me valuable input for targeted development of my management team and tips on what to keep in mind in the process. I also admire their clear communication and the engaging, uncomplicated cooperation with them.”
Dr. Lothar Ludwig (Member of the Management Board/CEO, AUSY Technologies Germany AG)
“Sina Stübig is my contact at Stübig & Mischer and I must say that I’m very satisfied with our cooperation.
Her support is always extremely personal and individual, whilst remaining highly professional at all times. She rapidly succeeded in establishing a trusting rapport and a personal relationship with me. She takes time for in-depth, focused discussions at every stage of the cooperation and is very keen to understand and shed light on the individual situations of all involved.
The results of her potential analyses are always easy to follow and provide genuine added value for our company and employees. I look forward to continuing our cooperation for many years to come!”
Susanne Wißfeld (Managing Director Business Innovations & Concepts, Randstad Group Germany)