For Companies
For Individuals


Increasing talent shortage

Due to the demographic situation and the digital structural changes, it is becoming increasingly difficult for employers to find the skilled workers they are looking for on the external market and to recruit them in a timely manner. “Hire & fire” is not only expensive, but also dangerous, as depending on the profile, there may not be enough skilled workers available in the Swiss labour market. Therefore, it is becoming increasingly important for employers to retain their employees, continuously develop their employability and increase the content and personal agility of employees in order to continuously adapt their employee profile to the highly dynamic business and company requirements.

Requirement for increasing agility

The increasing dynamism in the business and market environment leads to continuous change and higher agility of companies. As a result, the classic HR development approach is too static and no longer effective. Target profiles, competence needs and development goals are constantly changing, which is why long-term competence development strategies quickly become obsolete and outdated. Therefore, employers are increasingly focusing on promoting employee mobility and agility. Internal mobility and flexibility in the workplace are crucial. Employees are flexibly deployed where they can add the most value in the company. Their profiles and skills must be constantly compared with current tasks and operational requirements. Internal mobility and agility thus replace traditional personnel development.


In times of rapid change and ongoing transformation, you as an employer need well-trained employees who are flexible and adapt quickly to innovations. You need colleagues who quickly understand where and how they can make a contribution and who independently acquire the necessary expertise themselves. In the digital world, employability no longer means having the right professional profile for a job, but having strong basic skills in learning, change and problem solving.

With "Employability for Future" (E4F), we have developed a simple and targeted approach for companies on how to sensitise and prepare employees for the digitalised world. The most important competences are evaluated and analysed in order to develop an individual learning and development strategy for the employees. This is an important step towards an agile organisation.

Assessment Services

The human factor is still very central, even in the digitalised world. As an employer, you want to know about the competence profiles, key skills, talents and potential of your employees. In the case of external applicants/candidates, you want to be sure that they meet the requirements set.

In addition to the classic instrument of assessment centres, we consistently use the possibilities of digital tools and innovative test and learning concepts. The von Rundstedt Assessment Toolbox consists of various psychometric analyses and performance tests.

Internal Mobility

The concept of an agile organisation only works if internal mobility is enabled and systematically promoted. With the introduction of an internal career centre, you can centrally coordinate and manage internal mobility. This enables you to better promote your internal talents with little external fluctuation and to deploy them in the right place in your company. Instead of a job-oriented organisation, there is now a project- and task-oriented organisation. The basic prerequisite for this, however, is a consistent culture of mistakes and learning. This must be lived by managers and employees.

We support organisations in setting up internal career centres and in selecting, training and developing suitable resources. We provide tools, share our knowledge and place our experts at your disposal.

Career Management

Career management has changed considerably in recent years. Linear career models are rather rare today. New agile career patterns such as the mosaic career, portfolio career, project career or entrepreneurial career are becoming more important and popular. In addition, employers do not like to see themselves as responsible for the individual career development of their employees. They prefer to focus on personal responsibility and flexibility. However, this requires employees to have the necessary knowledge and tools.

We will support you and your employees with various programmes and services:

1. individual assessment and career planning
2. career management workshops with certificate
3. career platform with virtual coaching

Klaus Uhl

Your contact for companies

Klaus Uhl | Regional Director

Assessment chez VON RUNDSTEDT

Concentration sur le business

En tant que prestataire professionnel d’assessments, nous attachons une grande importance au respect de certaines valeurs. Notre attitude fondamentale nous conduit aux priorités et aux déclarations suivantes.

Concentration sur le client

Chez nous, l’équipe d’observateurs comprend toujours au moins un observateur formé à la psychologie. Nous nous concentrons toutefois fortement sur les aspects commerciaux lors de la définition des tâches et de l’évaluation. C’est pourquoi les tâches sont systématiquement axées sur l’activité pratique et les exigences professionnelles du groupe cible.

Concentration sur les candidats

Pour nous, le candidat est aussi un client. Il est donc traité comme un client tout au long du processus AC et soutenu de toutes ses forces afin qu’il puisse faire appel à ses capacités et les exploiter au maximum. Grâce à notre grand professionnalisme et à notre transparence vis-à-vis de toutes les personnes impliquées, nos assessments sont également très bien acceptés par les candidats.
Le candidat reçoit un feed-back détaillé qui est discuté personnellement. Nous le conseillons également sur la manière dont il peut se développer de manière ciblée et tirer des enseignements de l’expérience AC.

Concentration sur la qualité

La qualité du processus, de l’évaluation et de la recommandation est très importante pour nous. C’est pourquoi nous travaillons avec une équipe d’observateurs expérimentés et faisons appel à des experts techniques et à des initiés en fonction de la position visée. Les observations sont réfléchies et discutées jusqu’à ce qu’une déclaration fiable soit possible. Ce faisant, nous tenons systématiquement compte des exigences des critères généraux de qualité (objectivité, validité, fiabilité).

Focalisation sur les outils

En plus de la forte empreinte interactive et personnelle de nos programmes d’évaluation, nous misons également de manière ciblée sur des outils d’évaluation numériques. Notre boîte à outils d’évaluation contient plusieurs tests psychométriques ainsi que des tests de performance et des analyses 360 feedback. L’utilisation combinée de différents instruments nous permet d’évaluer les profils personnels et professionnels des personnes de manière globale.