Competency models as a starting basis for systematic talent management: In many cases, competencies are so broadly defined that they cannot be used as a basis for a reliable and valid assessment center evaluation. This in turn leads to low factorial validity – a well-known problem associated with assessment centers. This means that it is necessary to translate the competencies into performance dimensions with concrete behavioral anchors. In many cases, companies are not bold enough to reflect their values and target culture clearly in these competencies, which – in our view – leads to interchangeable or even identical competency models with empty buzzwords: Standard requirements = Standard assessment centers = Standard employees. We work together with you to develop specific competency models geared towards your requirements. In this regard, it is essential also to develop suitable behavioral anchors that break down the constructs and make it possible to measure and observe behavior.