Personnel selection
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Personnel selection
Personnel selection
Filling a vacant or newly created position with the most suitable person possible is a task that should not be underestimated. The basic aim is to recruit the most suitable personnel for the team. Personnel selection procedures must be fair and transparent and meet the requirements of gender equality and diversity. A number of formal procedural rules must therefore be observed when filling vacancies in the public sector to ensure that these requirements are met.
In addition to the necessary professional qualifications, prospective employees must demonstrate communicative, social, personal and, where applicable, strategic and conceptual skills. Their attributes should be ascertained as far as possible during the selection process.
Effective and properly designed personnel selection procedures are time-consuming. They take time to prepare and implement and must be well planned. The PEOE department will advise and support you if required in all steps of the process, arrange external support if necessary and moderate the selection interviews in individual cases.
The administration portal shows a diagram of the selection process and contains some supporting documents, including the recruitment policy and personnel selection guidelines.
Once a new employee has been successfully recruited, the guidelines for supervisors on inducting new employees will provide useful information.
Currently: carry out personnel selection procedures online
In view of the ongoing pandemic, personnel selection procedures should be carried out online as far as possible. Experience in recent months shows that pre-selection and the standardised interviews including the candidates’ introduction can indeed be carried out online. If meeting the candidates in person is important to make the correct decision, it may be possible to invite one to three candidates to take part in a second application stage. Personal, social and communicative skills in particular are then assessed face-to-face in presentations, case studies or role plays. During special operations in pandemic times, an application for authorisation to carry out in-person interviews must be submitted to the Vice President for Administration and Finance via the head of the personnel division.
The following points should be noted when organising selection procedures as web conferences. At the UOL, the data protection-compliant services BigBlueButton or conf.dfn.de must be used for web conferences. A technical check lasting around 5-10 minutes must be scheduled in for each candidate. To ensure data protection, a separate virtual room must be set up for each candidate, which will be deleted after the interview. If the Selection Commission does not meet fully in person, an additional virtual meeting room must be set up for the Selection Commission. Online interviews are not recorded!
Applicants are informed of the procedure, the necessary technical requirements and the data protection measures when they are invited.