Transparent candidate selection
Pre-selection with Candidate Assessment and Candidate Passport
The Candidate Passport brings together relevant approved information for the employer's decision. It makes pre-selection more comparable without presenting itself as a quality seal.
More than qualifications and a CV
Basic qualifications, experience, actual communication, motivation, reliability, willingness to learn, personal suitability and realistic expectations are considered in relation to the search profile.
Basic qualifications and professional experience are not treated as interchangeable information. A qualification can provide formal guidance, while specific duties show which tasks a person has actually performed. Motivation, reliability and willingness to learn are explored through questions about the workplace, previous decisions and the expected daily routine. Personal suitability is not a general judgement of character, but a position-specific consideration of communication, collaboration and realistic expectations. Every dimension refers to the employer's previously approved search profile. Assessment questions therefore remain specific, comparable and practically useful for the later interview.
The assessment visibly separates evidenced information, self-reported details and observations from discussions. If evidence is missing or a statement remains unclear, the point is not presented as confirmed. Even strong individual observations do not automatically result in an overall endorsement. DACHma Talent structures the pre-selection and explains its relevance to the role; the employer examines professional situations in its own interview. This creates a reasoned selection aid without claiming an infallible prediction of performance, development or later retention. Deviations remain visible and can subsequently be considered appropriately in the employer's decision.
Distinguish certificates from observed communication
Language certificates can provide important information. How candidates communicate during an interview is considered in addition; this does not create a general guarantee of language proficiency.
A language certificate records the result of a formal examination under its particular criteria. For the workplace, it is also relevant how candidates understand questions, explain their own experience and respond to misunderstandings. In the Candidate Assessment, such observations from discussions are recorded separately from the certificate. The required level and important communication situations come from the Employer Assessment. This keeps language requirements connected to the occupation, position, safety requirements and procedure instead of assigning the same blanket level to every profile. The profile makes these connections explicitly transparent for all subsequent selection questions.
Observed communication is a snapshot, not a guarantee for every later workplace situation. Employers should therefore address typical technical terms, handovers, customer contact or documentation tasks in an appropriate way during the interview. It is equally important to clarify what language support and induction the company intends to provide. The certificate, discussion and operational requirements together create a differentiated picture. After hiring, language development remains part of everyday work or training and should be supported by clear channels for questions and understandable feedback. Agreed learning objectives can then be revisited and reviewed specifically during onboarding.
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Describe your staffing needsWhat the Candidate Passport brings together
Depending on the case, this basis for decision-making contains approved CV details, qualifications, certificates, language observations, motivation and the structured assessment. Optional material is used only for the agreed purpose.
The Candidate Passport brings approved CV details, relevant qualifications, certificates, professional experience, language observations and motivation together in a clear structure. It can also contain open points and guidance for the employer interview. Optional material is used only where it has been agreed and approved for a specific purpose. The presentation is intended to enable comparison without reducing individual career paths to a single score. Employers can see which information is documented, observed or still needs to be clarified through their own questions. This separation supports the fair, objective preparation of the professional decision-makers involved in the interview.
A DACHma assessment remains clearly identified as an interpretation relating to the position. It is neither an official certification nor an algorithmic decision and does not predict later performance. The Passport also does not replace the examination of whether formal prerequisites or professional recognition requirements have been met; the competent bodies decide those matters. Its function is preparation: professional decision-makers can read profiles more efficiently, divide interview questions and discuss deviations consciously. Final selection and responsibility for the employment or training contract remain with the employer. Open points are therefore not subsequently obscured by an overall rating.
- Clearly structured profile details
- Relevant supporting evidence
- Position-specific observations
- Guidance for the employer interview
Treat candidate data for its specified purpose
Only the necessary and approved information is provided for the recruitment process. The Candidate Passport is not a public profile or a freely accessible candidate database.
Candidate data is collected for a specific recruitment purpose and provided only to the extent required and approved for that purpose. The Candidate Passport is not a public applicant profile or a database from which information may be taken for arbitrary later uses. Employers should restrict access to the necessary decision-makers, use secure internal storage and avoid disclosures that are not covered by the process. Their own processing must comply with the applicable data-protection requirements; access and decisions should remain traceable within the company.
Optional video or discussion material also requires a clearly defined purpose and approval. A vivid format does not justify unlimited retention or distribution. DACHma Talent identifies which information is intended for selection and handles questions about approval or currency in a structured way. Employers remain responsible for their own processing. If a profile is not pursued further or the purpose ends, the relevant retention and deletion rules must be observed. Any uncertainty about permitted use should be resolved before further processing takes place.
The employer interview remains decisive
The Passport prepares questions and comparisons. Professional and personal assessment, as well as the final hiring decision, remain with the employer; public authorities assess formal requirements independently.
The Passport is intended to enable a better employer interview, not replace one. Professional decision-makers can address missing evidence, unusual career paths or specific experience directly. Typical workplace situations show how a person explains knowledge, asks questions and understands expectations. At the same time, the company explains the role, team, working hours, location and induction. This mutual examination matters because written profiles can never represent every condition of later working or training life in full. A structured introduction saves discussion time and directs it towards the professional and personal questions that are material to the decision for this specific workplace.
After the discussion, the employer records its professional and personal assessment transparently. DACHma Talent can structure feedback, coordinate appointments and follow up outstanding matters, but does not make a hiring decision. If the selection is positive, contractual issues and the next organisational phase are prepared. A convincing interview replaces neither an official examination nor any necessary recognition. The competent bodies decide independently on formal prerequisites. Even careful pre-selection cannot guarantee later performance or a particular period of retention in the company. The documented selection subsequently provides a clear organisational handover to the contract and procedure coordination stages.
Clear answers
Frequently asked questions
These answers set out the scope, requirements and boundaries transparently.
Send us your questionIs the Candidate Passport a certificate?
No. It is a structured internal basis for decision-making and neither an official certification nor an algorithmic quality seal.
Which data does it contain?
Only the information approved and required for the particular process. Its exact content depends on the search profile and data protection requirements.
Does the assessment replace a technical interview?
No. It supports pre-selection; the employer conducts its own professional assessment and makes its own decision.
Does it confirm a particular language level?
Position-specific language skills are considered in a differentiated way. No blanket or officially binding confirmation is promised.
May the Passport be shared?
It must be treated as intended for the agreed selection process. Any further use is governed by the applicable data protection requirements and approvals.
The next step
Turn a staffing need into a robust search profile.
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