The Application Process with JÜRGEN TAUSCH Recruitment • Coaching

 

After receipt of your application documents

 

• Review of your application documents and preliminary professional assessment

• If applicable, invitation to an initial online interview or written rejection

• Interview and preparation of an anonymized candidate profile

• Submission of the profile to the client

• If the client is interested: coordination of an appointment between the client and the candidate

• Written invitation to the client’s selection process

 

With our clients

 

• Review of the application documents by our client

• Initial professional assessment by the responsible specialist department

• Invitation to a first interview with Human Resources and the specialist department

• Written feedback: rejection or continuation of the process

• If applicable, invitation to one to three trial working days at the company

• Subsequent written feedback: rejection or continuation of the process

• In the event of a positive assessment, renewed invitation to the company for a personnel meeting with Human Resources and the head of the specialist department

• If applicable, submission of an employment contract

• Upon mutual signing of the employment contract: start of employment in accordance with the contractual agreement

 

Requirements for an Invitation to the Application Process

 

• Basic professional suitability for the advertised position

• Complete and informative application documents

• Certificates, employment references and, where applicable, references from previous employers

• If applicable, work samples, provided these are relevant to the position

• Availability to start work at the company as soon as reasonably possible

• In most companies, German language skills at a minimum level of B2 are mandatory

 

Note on the Personnel Decision

 

• As a rule, a personnel decision is not made solely on the basis of interviews and certificates.

• Depending on the position, practical impressions, trial working days, references, work samples or the assessment of the specialist department may also be taken into account.

• The aim is to obtain the most reliable possible assessment of the candidate’s professional suitability, practical working style and personal fit with the company.