Laura Lüneborg, Katharina Gräfin zu Lynar, Sandra Schlegel, Eva Lohmüller & Inga Gerhardy
The following article describes the adaptation of a two-day presence assessment center for the selection of candidates for the Executive Talent Pool at Deutsche Bahn AG for virtuality. After describing the initial situation and the general framework, it is discussed how the peculiarities of the virtual context are encountered in the design of the process. The following section examines the extent to which the procedure meets diagnostic quality standards. The national assessment center standards of the Forum Assessment e.V. serve as a reference. The overall picture is mostly positive.