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METHODOLOGY

Why is methodology so important for us? Because we believe in it. And because it distinguishes us from the other companies on the market. Of course, methodology is not an end in itself. But the adequate approach largely predetermines the successful outcome. Ultimately, it is about important decisions that can cost time and money. These are hours and days of your life!

HILL Competence Analyses

We know that interviews alone are not enough to comprehend a person in their entirety. At least not for the limited amount of time that we have. That is why, HILL Competence Analysis© is integrated into all our procedures. The tool allows us, with a high degree of credibility, to evaluate an individual's hidden potential, objectively to judge who is the best fit for a certain team, and what you need to do before taking the next career step.

Don't worry, we value both your time and money. Candidates only go through the modules relevant to the scope of their responsibilities, and the test language and respectively the results analysis language can be selected from 28 options. This gives us great flexibility.

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HILL Competence Analysis© at a glance

Comprehensive due to 6 modules

Individual potentials are versatile – this is especially true for professional and personal characteristics. The HILL Competence Analysis© shows exactly this spectrum.

It is not limited to the collection of single factors but includes all facets of a person that are important for job and career.

Founded on science

The instrument is based on continuous research and development since 1980. The combination of scientific standards and distinctive practice relevance is especially emphasized. Sections of the procedure were also developed in the context of degree dissertations.

Versatile usage in personnel decisions

In practice the HILL Competence Analysis© has especially proven itself in the areas of personnel selection, personnel development, management audits and evaluation of employees, identification of high potential employees, outplacement, career planning and consulting, as well as coaching.

Up-to-date due to continuous further development

The high quality of the tool is secured through continuous further development and updating through scientific standards in the own research and development department since 1980. Every 2 years an extensive standardization and analysis of the data is executed on the basis of an average of 5,000 persons.

Economic due to modular structure

The different modules can be combined and used individually depending on the purpose. This guarantees an economic application. The duration varies between 2 and 4 hours, depending on the number of modules.

Internationally applicable in 28 languages with country specific standardization

The special feature of this Analysis is the intercultural comparability and high validity of the results due to the country specific standardization based on local population data.

Clear results

A special answer evaluation equalizes individual answer styles, through the country specific standard comparison. The candidates are compared to a representative random sample of the respective country.

Evaluated and interpreted by trained experts

The interpretation of the results is performed by specially trained professionals. Clear recommendations are given regarding the possibilities and guidelines for development of the candidates.

High quality criteria

Every psychological procedure should measure up to the quality criteria of reliability, validity and objectivity. This guarantees that a procedure is really expressive.

The objectivity of the HILL Competence Analysis© is secured by the standardized, computer supported guideline and the automatic, computer supported evaluation.

The reliability of the majority of the individual dimensions of the HILL Competence Analysis© is located over 0,8 (Cronbach's α). Scales under 0,75 are being improved continuously.

 The high job relevant reference and the strict highly structured conception of the HILL Competence Analysis© guarantee high validity. The proof of validity of the results takes place, on the one hand, through numerous validity studies and on the other hand, through the almost 40-year long daily inspection in practice.


Structured Personality Inventory

Does a candidate’s profile really match the requirements of the vacant position? Using 288 statements, we can create a sophisticated profile of an individual and understand their behaviour and moods in various business and life situations.

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The Structured Personality Inventory measures 4 areas:

Behaviour Dynamics

Social Competence

Psychological Consistency          

Self-Discipline & Self-Organisation

You receive a description of the profile according to 12 personality dimensions, such as ability to cope with pressure, goal and conflict management, communication style, etc.

The procedure is based on the basic concept of the 16 PF by Catell but was adapted to the requirements of the HR practice and therefore offers a higher professional relevance.

"The Structured Personality Inventory forms the essence of the HILL Competence Analysis©. It can be applied in the areas of personnel search and selection and personal development and improvement, as well as in the sphere of career orientation and consulting. You create a motivated and satisfied employee by comparing personal characteristics with job requirements. And the success of your business is destined. "

Dr. Otmar Hill, Founder of HILL International, Creator of HILL Competence Analysis©


Logical & Analytical Abilities

Think of a Marketing Analyst’s job. The ability to interpret market trends requires not only knowledge of statistics but also logical thinking and mathematical skills. How would you find out which candidate meets these requirements?

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Basic abilities are measured, which form the basis for complex intellectual behaviour. An individual profile shows strengths and areas for improvement.

It analyses specific skills by the following modules:

 

Logical Sequences:

Recognizing logical structures

Inductive thinking and finding errors

Flexibility and adaptability

Numerical Equations:

Overview and coordination

Formal logical thinking

Processing capacity

Precision

One cannot expect everyone to be perfect in everything. For the correct positioning of people, it is important to know which are the areas in which the particular person is strong!


Working Style & Occupational Interests Profile 

Individual professional goals are a significant motivator and need to be well-considered. By applying the questionnaire, you can understand the individual preferences and interests related to the workplace and thus offer an ideal working environment for development.

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The Working Style & Occupational Interests Profile questionnaire collects information about the individual interests in different areas, as well as the personal preferences for the workplace and conditions.

Preferences for working area:

Position: Superior - Subordinate

Working conditions: Flexible - Structured

Activity: Intellectual - Hands on

Working style: Creation – Utilization

Information processing: Big picture - Details

Value orientation: Innovations - Trusted/Traditional values


Management Analysis

Each manager's approach varies greatly and there is no recipe for success. The important thing is to find out which style and strategy best match your team and corporate culture. Identify the competences and development potential of the professionals you want in your company.

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Find out who brings the optimal management style and the ideal strategy into your company.

Based on real business cases, the Management Analysis is an instrument that collects information about competencies in various business areas and decision-making situations (such as organization, sales, finance, people management, strategies, tactics). The methodology combines the so-called "soft” and “hard" skills, i.e. the management style and knowledge an individual has.

No matter whether it's used in the process of personnel search and selection, to design an individual development plan or to elaborate leadership programmes, the Management Analysis serves as a basis for identifying managers with appropriate knowledge and skills, as well as for finding out young management talents.


Sales Style Questionnaire

Who is the best fit for your sales team? Different situations and products call for different sales styles. We can show you how an employee acts in every phase of a sale. This allows you to determine specific measures for the individual’s development.

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Unique objective measurement of different sales styles and selling phases via online business simulations based on real sales situations.

Based on the Questionnaire, we draw a detailed profile of the preferred sales style. In this way, we can identify areas where there is a need for improvement and training.

 

3 sales styles

Hardseller

Classical Sales Person

Consultant

 

4 sales phases

Preparation

Preliminary arguments

Product Presentation & Dealing with objections

Contract Conclusion


Efficiency and Concentration Check

An accountant who has no eye for detail? A salesperson who is hesitant? The ability to clearly monitor work speed, precision, and individual work style is of great importance. Make sure you invite to your company employees that are strong and can concentrate.

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3 minutes complete concentration! This test contains simple tasks that need to be resolved in the fastest and most correct way. The symbols are easily recognizable and are generated randomly.

The Efficiency and Concentration Check provides information on the quantitative and qualitative performance at the workplace, the individual style of work, and performance fluctuations.