The Empion Method
Scientific Methodology Combined with Technology
The Scientific Foundations
Dr. Annika von Mutius and Dr. Larissa Leitner developed the Empion Method after many years of research and subsequent doctoral studies in mathematics and business administration. By working with job seekers and companies, they were able to analyze and define current labor market trends, ultimately verifying the methodology.
With the Empion methodology, all aspects of corporate culture can be measured and quantified. In order to assign a company to a specific culture type, a culture test was created using 8 short questions. The questionnaire refers to both hard facts, such as the employer's performance (e.g., social benefits), and soft facts, such as the corporate culture (e.g., communication within the company).
The Empion method is continuously developed and refined in cooperation with the Institute for Small and Medium-Sized Businesses and Family Enterprises at WHU - Otto Beisheim School of Management.
The 8 Pillars of the Empion Method
Innovation & Convention
The first pillar focuses on innovation & convention. In addition to the way a company works and its working climate, the following parameters of the unique culture questionnaire are measured: How process-compliant does the company operate? How open is the employer to new ideas? Is imagination valued?
Performance & Organization
The third pillar deals with the organization and performance culture of a company. Within this pillar, the type of goal setting, the willingness of employees to perform, and the error culture within a company are considered in particular.
Leadership & Team
The fifth pillar of the EMPiON method is primarily dedicated to the management style within a company and the interaction within the team. In particular, the way in which decisions are made is analyzed, what managers place particular emphasis on, and how goal setting takes place within the company.
New Work & Trends
The seventh pillar addresses the topics of anti-discrimination, new work and current trends in the labor market. In addition, it addresses topics such as mental health in the workplace, work-life balance and sustainability in the company.
Purpose & Values
The second pillar deals with the topic of corporate strategy, values and purpose. Within this pillar, aspects such as enthusiasm for the product/service, corporate culture or corporate values come into focus. Questions such as profit maximization vs. social responsibility.
Occurrence & Risk
The fourth pillar of the EMPiON method focuses on a company's risk appetite and demeanor. Part of this is also how realistically or optimistically business goals are planned, for example. An important area of this pillar is also the continuity or speed of an organization.
Handling & Empathy
The sixth pillar analyzes the interaction within a company and the empathy between employees. The importance of performance vs. loyalty, the culture of discussion and the willingness to compromise among colleagues are taken into account.
Development & Communication
The eighth pillar deals with communication and development opportunities within a company. In addition to further training opportunities for the workforce, the type of communication within a company and the feedback culture are analyzed.Innovation & Convention
The first pillar focuses on innovation & convention. In addition to the way a company works and its working climate, the following parameters of the unique culture questionnaire are measured: How process-compliant does the company operate? How open is the employer to new ideas? Is imagination valued?Purpose & Values
The second pillar deals with the topic of corporate strategy, values and purpose. Within this pillar, aspects such as enthusiasm for the product/service, corporate culture or corporate values come into focus. Questions such as profit maximization vs. social responsibility.Performance & Organization
The third pillar deals with the organization and performance culture of a company. Within this pillar, the type of goal setting, the willingness of employees to perform, and the error culture within a company are considered in particular.Occurrence & Risk
The fourth pillar of the EMPiON method focuses on a company's risk appetite and demeanor. Part of this is also how realistically or optimistically business goals are planned, for example. An important area of this pillar is also the continuity or speed of an organization.Leadership & Team
The fifth pillar of the EMPiON method is primarily dedicated to the management style within a company and the interaction within the team. In particular, the way in which decisions are made is analyzed, what managers place particular emphasis on, and how goal setting takes place within the company.Handling & Empathy
The sixth pillar analyzes the interaction within a company and the empathy between employees. The importance of performance vs. loyalty, the culture of discussion and the willingness to compromise among colleagues are taken into account.New Work & Trends
The seventh pillar addresses the topics of anti-discrimination, new work and current trends in the labor market. In addition, it addresses topics such as mental health in the workplace, work-life balance and sustainability in the company.Development & Communication
The eighth pillar deals with communication and development opportunities within a company. In addition to further training opportunities for the workforce, the type of communication within a company and the feedback culture are analyzed.Bei Empion werden praktische Probleme mit wissenschaftlichen Methoden gelöst. Dabei wird sehr schnell deutlich, wo Wissenschaft und Praxis sich gegenseitig ergänzen und voneinander lernen können. Diese Herausforderung finde ich spannend!
Our Matching Algorithm
The Empion method enables practical relevance due to its high scientific standards.
Our AI
AI in Recruiting
The job ad is one of the top channels for recruiting; however, it does not meet the demands of today's job market, which is facing challenges due to the shortage of skilled workers. To overcome this challenge, an individual approach to recruiting is necessary. This is where artificial intelligence comes into play. We can show you how to use AI to transform your recruiting process into an individualized talent search. Recruiting is often accidental rather than intentional. The reason for this lies in the way we identify and approach talent, resulting in a large scattering of candidates, of which only a few are actually relevant. By leveraging Artificial Intelligence, you can streamline this process and find talent faster and more accurately, making it more efficient. Our whitepaper provides insights into how AI can significantly increase the efficiency of your recruiting efforts. We offer you best practices to independently expand your reach and take your recruiting strategy to the next level.
