Decisions on recruiting are decisions with important consequences. In addition to direct financial relevance of certain personnel decisions indirect impacts on the company success and the working atmosphere are vitally important.

Through a well prepared and structured selection and interview procedure the success rate of personnel decisions can be increased significally. This applies all the more when people, who have a foreign cultural background or are intended for an interculturally relevant task shall be observed and assessed in an international context.

Through practical exercises the participants shall be given concrete "tools" to organise in particular international selection processes in an efficient and promising way.

" Human resource managers and team leaders (Fachvorgesetzte?)

_ Guide lines for personnel decisions/ role clarification
_ Basics of aptitude tests/ process clarification
_ Role plays to translate internationally relevant objective parametres (e.g. "intercultural competence") into observable behaviour
_ Simulated job interviews
_ Chances and bidders of online-assessments for measuring cultural imprints and intercultural competence
_ Contents, costs and costs of intercultural assessment centres