Application process
The following provides an overview of the process concerning your application and the selection procedures involved.
As an innovative company, the GfK Group is focusing on electronic media in the form of an online application form, which will allow it to process all incoming applications far more rapidly, efficiently and flexibly, ensuring that your application is read immediately in its entirety by all the important contacts within the company.
Your application
We publish all our vacancies on our website and if necessary in other online and offline media. To apply directly for one of the vacancies you should complete our online application form and upload all relevant documents (letter, photo, certificates etc.) as an attachment. We select and analyze the application documents we receive and then contact the suitable candidates.
Various selection instruments are used in the next stage of the selection procedure. These usually comprise interviews, assessment center, trial presentations or a trial working day.
The final selection is made based on the knowledge gained by the specialist department and Human Resources. The process culminates in the signing of the contract and the start of your career with GfK.
Naturally we would like to get to know you a little better and check in person that you meet the requirements of the job holder. Depending on the job profile, and associated requirements, we may invite you to a selection procedure which is intended to show you and us in the best and most useful light.
The interview
The aim of the interview is to find out more about you and your expectations and to give you an opportunity to learn more about the GfK Group and the associated tasks and requirements. The process takes the form of a traditional interview with a representative of our Human Resources Management and a manager from the respective specialist department.
After welcoming you and briefly introducing the people present, it is your turn to present your career development to date. We will ask you questions relating to your professional and social expertise, which may include small case studies or brief presentations. You will also have the opportunity to ask us questions.
After your first interview, there may be a second more in-depth interview, for example in the form of a trial presentation as well as the chance to meet future colleagues in the department through a trial working day.
The assessment center
The purpose of the assessment center is to identify your potential in relation to the desired position and to clarify your conduct in group situations. The results of the assessment center are generally not the only basis for the decision to appoint a candidate but they are very relevant.
In the assessment center we observe and assess several candidates (generally 6 – 10) using various evaluation systems. Trained employees from Human Resources Management and the respective specialist departments act as the monitors. We use group discussions, in-tray exercises, role plays, presentations and tests on logic/analytical thinking as possible exercises. The exercises are complemented by interviews with representatives from Human Resources Management and executives from the respective specialist department.
Following on from the assessment center there is usually a more in-depth interview, often in the form of a trial working day, where you can get to know future colleagues in the respective specialist department.