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Economic studies, research institutes and the media show: the personnel market in Austria is stronger than ever. Those working in the personnel area are required to (re)act accordingly, to identify the most suitable candidates among the great mass of applicants.

Recruiting is one of the most responsible and important tasks of those working in the areas of personnel and management. Only farsightedness in the selection procedure can ensure the quality of a company’s human resources. It follows that personnel selection in our high performance age is even an existential question, disregard of which will swiftly appear in the cost and turnover structures.

Fishing out the right candidate
The identification and selection of good employees must be quick, flexible and highly efficient. Qualifications and requirements must accord with each other to a high degree in order to successfully fill a position. In times of up to 800 applicants for one available job and innumerable unsolicited applications daily personnel managers are overstrained and applicants frustrated. Both sides profit from a simplification and acceleration of the application process. A preliminary screening process quickly indicates whether applicants possess the necessary requirements.

Online personnel (pre)selection
An improvement of the situation is achieved through internet and intranet base applicant (pre)selection procedures. Applicants fill out online questionnaires where personal data – both »soft« and »hard« facts – is entered. In an instantly following matching procedure the individual attributes are compared to the requirements profile. Then the degree of suitability will determine further procedures.
A close match means an invitation to further selection procedures for the candidate. If the results do not match, then a friendly rejection with or without displayed evidence will be generated. Some procedures offer in addition the simultaneous comparison with other positions and also the possibility of a redirecting of the application to a more suitable post. The company as well as the applicant receives instant results, which ideally are supplemented by standardized written analysis.

Personnel marketing
From the large pool of candidates a quick and secure selection of the more suitable people can thus be carried out. The time and cost savings of this procedure is obvious, and the personal data is protected under the appropriate laws. An attractive, professional selection - both internal and external - procedure enhances the company’s reputation. It also means transparency and equal chances for all applicants in the application process. Considerable statistical possibilities, simple administration and excellent applicant controlling make online personnel (pre)selection systems an indispensable work tool. A once off investment in such a system pays for itself many times over through the acquired advantages and economization possibilities in personnel management.

HILL Online-Matching©
Already more than 10.000 visitors took away feedback and new ideas for their own professional career planning from the HILL developed Jobcompass (www.berufskompass.at). In further development of this internet tool based on the many years of success of the HILL competence analysis a screening procedure for personnel (pre)selection was developed – HILL Online-Matching:

Concept: Compares individual, position relevant personal traits with codified job profiles according to »should« and “»must« criteria. The result gives the degree of suitability.
The modular system can be expanded to as many positions as desired and after a phase of implementation it can be administered by the company itself.

Efford: The filling out of the online questionnaire takes ca. 20 minutes.

Result: Each applicant immediately receives a written standardized evaluation of his/her result, and also depending on the degree of suitability an invitation to the next step in the application process or a friendly rejection.
The company receives a ranking of the applicants for as many positions as they wish and reports and statistics. It is also possible to match data with different positions afterwards, as well as exporting applicant data. The administration of the profiles is quick and simple.

Advantages:   
>    Efficiency and quality in the identification of suitable candidates.
>    Time and cost effective handling of applications
>    Guiding of applicants to the correct position
>    Objective and immediate results
>    Besides biographical data information on personality and behaviour is also available
>    Applicants receive individual feedback on their results
>    Fair und transparent selection process
>    Enhanced company image through professional and innovative handling of applicants

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