Letztlich entscheidend für die praktische Auswirkung auf die betriebliche Leistungserstel-
lung ist nicht die Anzahl eingehender Bewerbungen, sondern die Qualität der Bewerbungen
in Bezug auf die jeweilige Position. Daher kann eine Betrachtung und Fortschreibung der
Eignungsquote nützlich sein, da sie den tatsächlichen Anteil an geeigneten Kandidaten unter
allen Bewerbern angibt. Bewerber, die eine akzeptable Bandbreite der Kompetenzbereiche
des Anforderungsprofils abdecken, werden ins Verhältnis zu der Gesamtzahl eingegangener
Bewerbungen gesetzt.
Ergebnisse bei Ratings
In der ...
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