We carry out all market and competitive analyses ourselves with our in-house Ident & Research Team. This prevents interface problems such as loss of time and quality.

We document what we do openly and transparently at all times. Through regular, comprehensive reporting, you are continuously informed in detail about the course of the project and the project evaluation. You can also obtain an up-to-date project status yourself at any time through online access.

At PERSONAL TOTAL , the filling of vacancies with capable employees is based on a multi-stage process that focuses on analysis, identification and pre-selection as well as candidate presentation and project documentation.
The consistent orientation towards defined processes, from the joint clarification of candidate requirements to regular reporting on the status of your assignment, ensures transparency and high quality in the filling of vacancies.

Strongly growing or larger companies have a constant need for qualified candidates. To ensure a continuous inflow of suitable employees, PERSONAL TOTAL has developed a structured applicant management process centred on an internet-based workflow system.

Important components of strategic human resource management with PERSONAL TOTAL are:

• Identification and development of all sources for potential candidates.
• Consolidation of qualified candidate documents into a client workflow system with all candidate data (picture, CV, references, interview remarks, results of aptitude diagnostics, etc.).
• Establishment of worldwide online access by authorised persons of the clients (e.g. personnel officers, line managers).
• Building up a company's own applicant database with interesting candidates.

The dynamic change in many markets not only requires an adjustment of structures and processes in companies. In many cases, management positions are also being re-staffed in order to accelerate the focus on client requirements.

In these situations, it is indispensable to be able to promptly and objectively assess the personal characteristics, the performance as well as the strengths and weaknesses of the employees in the respective company divisions.

By using various aptitude diagnostics procedures, PERSONAL TOTAL enables its clients to answer the following questions:

• Are the existing personality traits, characteristics and competences of the existing team sufficient to achieve the intended goals?
• In which characteristics do the characteristics of the team members differ from best practice profiles or from norm profiles?
• In which areas is there potential for qualification?
• How can the most suitable candidates be found on the internal or external labour market?

To assess the potential of employees, PERSONAL TOTAL has developed more than 100 special norm profiles for different occupational groups and areas of responsibility, which allow an objective comparison with the profiles of their own employees. The norm profiles were developed, among others, in cooperation with the leading German newspaper for engineers - the VDI-Nachrichten - on the basis of a test with over 1500 participants.

On 18 August 2006, the General Equal Treatment Act ("Antidiscrimination Act") AGG came into force in Germany. Numerous areas of human resources work are affected by the law, from the design of advertisements, interviews and rejection management to the organisational structure of the company.

The focus of the law is to prevent discrimination against candidates and employees with regard to

• Gender
• Age
• Race/ethnic origin
• Religion/worldview
• Sexual identity
• Disability

By simplifying the possibilities for legal action and reversing the burden of proof, the law has led to a sharp increase in the litigation risk for companies.

To give you the assurance that all applications in your company are handled in accordance with the rules of the General Equal Treatment Act, PERSONAL TOTAL has developed an AGG-safe applicant management system that includes the following components

• Non-discriminatory creation of the requirements profile
• Use of AGG-compliant sources and job advertisements
• Legally compliant conduct of candidate interviews, if necessary support of the selection decision by aptitude diagnostic procedures.
• Implementation of AGG-compliant rejection management and project documentation

Separating groups of employees is not usually one of the daily tasks of HR work. In order to carry out this difficult but often indispensable step in a way that is as compatible as possible for both sides, the approach of PERSONAL TOTAL for a fair outplacement helps.

The focus is on a six- to nine-month support phase with the aim of taking up a new professional activity. The outplacement concept of PERSONAL TOTAL contains three phases that ensure high effectiveness and quality.

The following points are characteristic of outplacement from PERSONAL TOTAL :

• Support of the application process by our counsellors.
• Unique market overview of all open positions from the common internet job exchanges as well as several thousand company homepages.
• Internet-based application tool for creating a professional digital application portfolio and convenient application by e-mail.
• Constantly updated overview of the status of candidates' application activities.

Example:
Successful outplacement on behalf of Deutsche Telekom AG

Commissioned by Telekom AG, PERSONAL TOTAL took over the group outplacement of around 600 junior staff in southern Germany.

After only 4 months, 55% of the employees involved in the process had left the company. After 7 months, it was even 75% of the junior staff.