{"id":933,"date":"2019-05-16T11:49:28","date_gmt":"2019-05-16T09:49:28","guid":{"rendered":"https:\/\/www.diep-institut.de\/besetzung-2\/"},"modified":"2020-01-17T14:04:25","modified_gmt":"2020-01-17T13:04:25","slug":"staffing","status":"publish","type":"page","link":"http:\/\/dev.diep-institut.de\/en\/staffing\/","title":{"rendered":"SUPERVISORY BOARD MEMBER WANTED: A PROFESSIONAL SELECTION CREATES GENUINE ADDED VALUE"},"content":{"rendered":"

Clearly defined requirements<\/h3>\n

On the one hand, the efficiency of the supervisory board is based on the competencies of each individual member. On the other hand, the right combination is needed to create an effective whole. Is comprehensive industry expertise available besides compliance and finance? Is there a suitable expert for strategically important topics, e.g. digitalisation or new business models and markets?<\/p>\n

In addition to professional competence, diversity and \u201csoft factors\u201d such as team spirit and communication skills play an important role. After all, increasingly complex topics require smooth interaction between all those involved. A whole range of formal criteria must also be taken into account. This is a challenging task for the bodies \u2013 the Code Commission and investors therefore expect clear competence profiles and transparent staffing processes.<\/p>\n

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Your situation in focus<\/h3>\n

We systematically support you in filling your supervisory board in the best way possible. Detailed competence profiles that are flexibly tailored to the requirements of your company ensure a professional selection. This creates transparency and trust vis-\u00e0-vis investors. Our broad, well-established network offers access to a large pool of candidates, enabling us to search for people quickly and efficiently. In the process, we not only concentrate on identifying suitable candidates in professional and personal respects, we also attach great importance to a confidential selection and well-prepared onboarding.<\/p>\n

Last but not least, we focus our attention on long-term succession planning. This ensures that unexpected changes do not become a risk factor for a company. <\/p>\n

 
\n <\/p>\n

Staffing<\/h2>\n

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Competence model<\/h6>\n
diep competence model for supervisory board members<\/div>\n<\/div>\n

<\/a><\/div>\n<\/div>\n

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<\/p>\n
<\/i><\/div>\n
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Procedure<\/h6>\n
Systematic search, selection and onboarding<\/div>\n<\/div>\n

<\/a><\/div>\n<\/div>\n

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<\/i><\/div>\n
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Team development<\/h6>\n
Fostering trust and a culture of open and frank discussion<\/div>\n<\/div>\n

<\/a><\/div>\n<\/div>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

Clearly defined requirements On the one hand, the efficiency of the supervisory board is based on the competencies of each individual member. On the other hand, the right combination is needed to create an effective whole. Is comprehensive industry expertise available besides compliance and finance? 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