The foundation of professional employee selection

A requirements analysis helps us determine which specific skills and characteristics are required to be successful in a vacant position. Knowing this makes it possible to use appropriate instruments focused on assessing relevant information.

The requirements analysis

A variety of scientifically-sound methods is available to carry out a requirements analysis. Our approach is based on the Critical Incident Technique (Flanagan, 1954). Through our methods, we generate so-called “critical events” for success. Our focus is on the behavior shown during these events. Our approach enables us to:  

  • Develop competency frameworks 
  • Improve existing competency frameworks and add further detail / behavioral anchors  
  • Develop role profiles for specific positions which specify actual successful and unsuccessful behavioral patterns  

Depending upon your individual circumstances, we offer a package of different methods tailored to your needs:  

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Capture many perspectives efficiently.

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Generate comprehensive information from key stakeholders through targeted questioning techniques.

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Gain new perspectives through open exchange.

Sound methods


Using a questionnaire, behavioral examples across various “critical events” can be collected from many stakeholders. The examples can be based on past or hypothetical events. In addition, we use established questionnaires such as the F-JAS (Fleishman Job Analysis Survey). With this questionnaire, a job can be assessed by people who know it well in terms of the skills required to perform the tasks.  


When generating requirements from important stakeholders, top executives or senior people, it can be advantageous to conduct an interview (face-to-face, telephone or virtually) in order to keep the effort for them as low as possible.


Situations critical for success in a job can be generated as part of a workshop. The information generated in a workshop is then used to derive, cluster and prioritize requirements. In a workshop, situations critical for success are generated and requirements are derived, clustered and prioritized. In this format, HR personnel and technical experts (e.g. former job holders or deputies) come together to assess the requirements of a job from different perspectives. Workshops are also particularly helpful to discuss a preliminary target profile that has already been developed following stakeholder interviews or the completion of questionnaires.

Contact our experts

... to request our support or learn how to conduct a requirement analysis independently.

Hogrefe Consulting

Hogrefe Verlag GmbH & Co. KG

Merkelstraße 3

37085 Göttingen