Best practice examples for the CAPTain Test®

For senior management and decision-makers

Recruit with precision – rather than making costly hiring mistakes

Initial situation: A company was experiencing high staff turnover in key positions. Decisions were mainly made on the basis of CVs and interviews.

Solution: Candidates were assessed objectively using a CAPTain requirements profile and behavioural analysis.

Result:

• 35 % fewer poor hiring decisions
• A better fit with the corporate culture
• Faster induction

“With CAPTain, you can make well-informed HR decisions – based on objective data rather than subjective impressions.”

Best practice: IT companies specialising in agile working

The IT company (Raiffeisen Informatik) was looking for a sustainable way not only to select suitable new employees, but also to retain them in the long term and integrate them successfully. As talented candidates are hard to find on the market and there is also a need to develop junior staff, the management, in collaboration with the in-house HR department, decided to make the CAPTain Test® an integral part of the final stage of the selection process.

The objectives were:

• To ensure alignment with the team structure and agile working practices
• Identifying potential for development at an early stage
• To provide future managers with a solid foundation for personalised support and leadership

Practical benefits:

The CAPTain report is now also used during the onboarding process to discuss initial development steps with the new recruit. The manager receives personalised leadership recommendations based on the behavioural profile.

In this way, the company enables targeted support right from the start, rather than a ‘trial-and-error’ approach, thereby significantly enhancing its appeal as an employer.

Result:

• Greater satisfaction among new staff
• Significant reduction in early staff turnover
• Improved leadership in the onboarding process
• Faster integration into agile teams

“If you find the right talent, you should nurture it appropriately. With CAPTain, you can lay the perfect foundation for this.”

For HR teams

Nurturing talent – targeted, systematic staff development

Background: A company wanted to identify and specifically develop high-potential staff from within the organisation. This was because, during the annual staff appraisals, employees had repeatedly expressed a desire for internal development opportunities, which the company wished to address.

Solution: The CAPTain Test® was used to identify areas of potential and compare them with an ideal target profile created specifically for this purpose. This enabled individual development plans to be drawn up.

Result:

• An objective basis for talent programmes
• An objective basis for internal career progression into specialist roles
• Greater motivation and high staff retention
• Clearer career paths

An in-depth example:

In the field of executive and high-potential development, renowned companies such as Porsche and Erste Bank rely on a combination of the CAPTain Test® and development centres. Once the test has been completed, targeted development measures are devised that address individual behavioural profiles directly. This enables the tailored development of future leaders.

At the same time, this professional approach enables the HR department to raise its profile within the organisation. Through data-driven recommendations, clear career paths and a combination of objective assessment and personalised support, HR is seen as a strategic partner – not merely an administrative function.

Practical benefits:

·       Transparent development processes based on objective data

·       Greater internal acceptance of HR measures

·       Targeted support saves resources compared with standard programmes

·       Tailored support for managers from HR

Result:

·       An objective basis for talent programmes

·       Greater motivation and staff retention

·       Clearer career paths

“CAPTain not only shows the potential – but also the way to achieve it.”

For coaches and consultants

Reflecting on agile leadership – in-depth coaching

Initial situation: A new manager at the company was finding it difficult to establish their position within the agile team.

Solution: CAPTain was used as the basis for a coaching programme. This enabled strengths and areas for development to be analysed quickly and addressed in a targeted manner. Furthermore, at this person’s instigation, measures were then put in place within the company to promote better collaboration at all levels.

An in-depth example:

At Siemens Healthineers, the CAPTain dimensions are specifically incorporated into leadership training programmes. Participants learn to describe behaviours precisely and develop a shared understanding of the significance of individual CAPTain factors. This not only facilitates communication in day-to-day management, but also creates a consistent basis for drawing up and interpreting job profiles. For organisational development, this means that a common language is established – an important foundation for sustainable change processes.

Result:

• Greater self-confidence
• Greater clarity in leadership
• Clarity in self-management
• Better teamwork

Practical benefits:

·       A shared understanding of leadership within the organisation

·       More efficient communication between HR, management and organisational development

·       Greater interoperability with other HR tools and development programmes

Result:

·       Greater self-confidence

·       Greater clarity in leadership

·       Better teamwork

“With CAPTain, you can establish a data-driven foundation for reflective coaching processes.”

For onboarding and team integration

Fitting in right from the start – a structured induction for new staff

The situation: A growing company wanted to integrate new staff as effectively as possible and make their induction as smooth as possible.

Solution: The CAPTain Test® was used right from the onboarding stage to identify individual behavioural patterns and integrate them effectively into the team structure.

An in-depth example:

At OBI, CAPTain Test®s are used specifically to ensure specialist roles – for example, in the planning department – are filled in the best possible way. The insights gained are incorporated not only into the selection process but also into the subsequent induction and development of new staff. This bespoke approach not only boosts staff satisfaction but also noticeably improves the quality of customer advice and support.

Result:

• Faster integration
• Clarity on strengths and opportunities for development
• Lower early staff turnover

“CAPTain turns onboarding into a genuine learning experience.”

Introduction and support for staff appraisals

In a large facility management company, team leaders were to be supported in actively leading the staff entrusted to them. To this end, annual staff appraisals were introduced, during which learning and development goals were identified, with the aim of providing staff with the best possible support on their individual development paths.

Challenge:

Managers themselves are usually more experts than leaders and tend to be inexperienced when it comes to supporting staff in achieving jointly defined goals.

Solution:

The HR department enabled staff to take a CAPTain Test® and, based on the results, provided support and briefed the relevant line manager in preparation for the upcoming staff appraisal.

Result:

CAPTain smart® learning competence made it straightforward to identify employees’ individual learning and development needs. Managers were given suggestions and guidance, and were empowered to provide expert support for their employees’ development. Overall, this helped to strengthen their leadership skills.