We moderate search, appointment, and selection committees impartially, conducting your process from the roadmap to the final meeting in a clear, transparent, and conflict-free manner. As external process managers, we structure criteria, manage interviews, ensure comparability, and keep the committee operational – without voting rights, with strong procedural control, and comprehensive record-keeping.
Compliance included: Best-in-class selection according to Article 33(2) of the Basic Law (GG), AGG and GDPR compliance, documented decision-making preparation, bias checks, guidelines, and an evaluation matrix. The result: an audit-proof procedural file that supports decisions and withstands challenges – legally compliant, efficient, and suitable for management and key positions.
Process moderation & compliance
Conducting search, appointment and selection procedures in a legally compliant manner
Today, management and key positions are often decided in multi-stage committee processes. To ensure that the best selection, transparency, and equal treatment remain more than just aspirations, we, as an external, neutral process manager, professionally manage the meetings, keep the process running smoothly, and comprehensively document every decision relevant to the evaluation – without voting rights, with a clear focus on compliance.
Our mission: Moderation & Compliance – not decision
Kontrast manages the process, and the committee makes the decision. We structure criteria and weightings, calibrate the commission at the outset, moderate interviews, hearings, and deliberations, ensure fair speaking time, and close bias loops. At the same time, we ensure compliance with the General Equal Opportunities Act (AGG) and GDPR, ensure the involvement of equal opportunity officers, staff councils, and, where appropriate, representatives of severely disabled persons, and ensure transparent, audit-proof documentation.
This is how we conduct your selection process – from preparation to decision
Preparation: Together, we refine the requirements and competency profile, define the evaluation logic and weightings, develop guidelines for structured interviews, and define comparability rules. We plan the agenda, time frames, and decision-making steps – including how to handle conflicts of interest and biases.
Implementation: In recruitment, appointment, and selection rounds, we moderate with focus, collect only information relevant to the decision, ensure comparability, and keep the committee in a clear, conflict-free process. For the academic sector, we integrate mock lectures, teaching demonstrations, and committee discussions; in the administrative and healthcare sectors, we structure aptitude-assessment interview sequences, including case vignettes if necessary.
Documentation & Resolution Template: We maintain a document-compliant protocol and evaluation process with scorecards and a logic for justifying the decisions, prepare the resolution template and the process folder, and ensure data protection-compliant filing. The result is a sound, audit-proof basis for decision-making.
Legal guidelines – safely adhered to
Selecting the best candidates according to Article 33 II of the Basic Law (GG), compliance with the General Equal Treatment Act (AGG), and the GDPR are the core of our compliance work. In addition, we comply with relevant state and university laws, equal opportunity requirements, and – in the academic field – academic freedom. We provide procedural guidance, prevent inadmissible questions, and ensure consistent, non-discriminatory justifications for each assessment. Legal decision-making authority remains with you; we create a procedurally sound framework.
Discovery, calling, selection – three logics, one common thread
Search committee: We structure the search, sharpen the profile, establish longlist/shortlist logic, and ensure the traceability of preselections.
Appointment Committee: We organize and moderate mock lectures, teaching demonstrations, and expert discussions, maintain equal opportunities, and guide the committee to reliable rankings with sound justifications.
Selection committee: We manage structured interviews based on your competency model, ensure comparability, consolidate assessments into a consistent decision-making logic, and guide the committee to a proposal ready for decision.
Roles and interfaces – clearly regulated
We work closely with equal opportunity officers, the staff council and, where applicable, the general staff council, the representative of severely disabled persons, the data protection department, and the legal department. Our facilitators maintain the relevant roles: chairing and voting rights remain internal; we handle process management, scheduling and discussion management, and compliance-compliant documentation. If necessary, we facilitate digital or hybrid moderation – using data protection-compliant tools and clear speaking orders.
Results that carry
The result is an audit-proof process folder: requirements and competency profiles, assessment matrix and guidelines, records of the relevant steps, evaluation overviews, rationale, and a resolution template. This documentation makes decisions transparent, reduces the scope for attack, and strengthens the trust of all involved – from the committee and the department to the applicants.
Who we work for
Federal, state, and local governments, colleges and universities, research institutions, hospitals and healthcare providers, as well as public corporations and institutions. We provide cross-regional, practical, and high-frequency services for complex staffing situations.
Why Kontrast Personnel Consulting Hamburg/Berlin
For over 30 years, we have been facilitating selection committees in the public sector, science, and healthcare sectors – with permanent HR consultants, management and A&O psychology expertise, and ISO 9001-certified process standards. We understand the logic of committees, speak the language of administration, science, and clinical practice, and deliver exactly what matters: a workable process, robust documentation, and a decision that lasts.
Note: We do not provide legal advice. Our role is to facilitate procedurally sound mediation and ensure compliance; the responsible committee makes the personnel decision.
