almost every other leading companies through in filling skilled jobs personality tests.
Instead of a multi-day assessment center is now a large part of the (pre-) selection, but electronically.
The classic assessment process that could often last three days earlier, on the way out. It is usually only when filling managerial positions to train and hardly in the recruitment of college graduates: "Too expensive, too expensive and time consuming" to explain today HR managers in particular the service industries such as banking, insurance and consulting.
Internet-based pre-tests
Man is indeed still the focus, but take Internet-based pre-tests, the psychologists more and more of the groundwork. After the application, which also often received over the network, usually followed by an electronic test in which the candidates at home Sitting at the computer and, depending on job profile usually a numeric and a logical test must pass. Also, the test to give information about the social skills, is conducted online. These online tests are met with Patrick Vonwil from MPW human, psychology, business - consulting team, however, to criticism. He thinks little of it as a psychologist, as may be tampered with, in his view, these methods often. Therefore, the electronic pre-selection has the advantage that can be evaluated without great cost candidates from different countries.
Structured interviews
After the electronic test it then it personally. All candidates who took first hurdle will be invited for interviews. According to Stephan Peterhans by PricewaterhouseCoopers, these interviews are very structured and designed to cut the candidates to check the interpersonal components. These discussions are at PwC scientific support, but is not required everywhere. "This brings the end of at least an equal validity as a full-day assessment center," says the Swiss Human Capital Territory Leader of the industry leader. To check the first personal impression, PricewaterhouseCoopers invites applicants for a second time. Really interesting is when the test and the personal impression of complete contrary fail. to "You have to drill and follow up on whether a candidate has moved or whether he was the first interview in a strange condition." The second interview provide clues about where to go more needs in depth. The MPW team provides advice, the significance of the interviews in question if they are purely behavioral or when only questionnaires are used. "On a serious process includes a detailed discussion, attended by several interviewers. The increased
"the validity, says Patrick Vonwil. He warns, however, also warned that strong, especially in interviews, the subjective perception in the foreground and thus the risk of Misconceptions is relatively large.
lack of professionalism
Psychology Professor Willibald Ruch of the University of Zurich regrets that the economy, the large sums of personality tests issues, not to be working with scientists, benefits that have the necessary instruments for implementation, evaluation and interpretation. Thus, there are experts who produce the short answer 12 questions in a 30-page analysis report. "An amazing increase of knowledge," grins Ruch. That so many are not scientifically trained assessment consultant romp on the market is, not least due to the psychology, which did not have the ready to create tools that are needed in practice
.
FACTS
assessments until management level
IBM
The employment of graduates in traditional assessments are generally not an issue. At IBM, one knows not at all formal assessments. Applicants must satisfy in a personal meeting with supervisors, supported by a personnel specialist. You must solve one or more case studies, a process by which the capability can be checked by complex interactions, Susan Orozco says of the media relations. Only if an employee later seeks a career in management, IBM leads through an assessment.
ABB
This assessment shall be performed only at management level. At the high school and college candidates for the trainee program at ABB takes place, however, a selection-Assessment.
Swiss Life
in personnel recruitment "refers to the Swiss Life also not of assessments, as would be used for all functions of various structured and standardized testing, said spokeswoman Irene Fischbach. Only in exceptional cases, the insurer also leads by an internal or external selection individual assessment, which also in the recruitment for the Swiss Life talent pools, which are also existing employees be addressed.
Kuoni
The travel agent uses only assessments from external candidates are to apply for a career in higher management or for internal managers that are eligible for higher senior management positions.
Coca-Cola Beverages
The company assessments are in the recruitment and development is only one factor among many. In the area of recruitment they have for Coca-Cola the most benefit for positions at management level or in upper management, so Pia Lehmann of Coca-Cola
Public Affairs.
Interview Individualize and shorten process "
UBS recruited each year around 220 graduates and 200 trainees who are still under study. How important is an assessment in this process?
Chantal Garamszegi-Braegger: For a year we fared in the graduates from the classic assessment center. This "final check" it was about personal skills, teamwork, innovation, dynamics to be rechecked. We have always invested a whole day. This has delayed the decision strong.
in which direction the new process? Garamszegi: We follow a more individual approach and have shifted the weight more in the pre-selection phase. That means we make more analytical tests and a personality test, followed by some interviews. Date completed, the candidate two exercises, however, extend the assessment similar.
What happens in the pre-selection phase?
Garamszegi: If the candidate is eligible, we will start the pre-screening online test. The applicants completed at home at his computer numeric and logical test. Then there is a personality test, again online. It's about the assessment of personal skills. The submitted data is passed on to the recruiter. If this hurdle, the candidate will be invited for interviews, the first in the Recruiting Team be made and then a local government department. With the expertise of specialist positions is often verified in interviews and additional tests.
How would you describe these tests in practice?
Garamszegi:
The candidate source, according to us a case study and has taken 70 minutes to
available. During this time he must get an overview and collect the relevant information they need to process the case. The candidate presents his result by hand, because he suddenly asked, for example, the spot on the line to do so. Other exercises are role-play or presentation. The selection of exercises is depending on the post and competence.
How important when choosing the presentation and the role play?
Garamszegi:
The candidate is presented with a topic-related information to. For the presentation of the solution
him to stay for 20 minutes. Then there more questions and answers that will show what considerations the candidate has made. The whole thing takes place in English. Role play, he must empathize with a professional situation. This involves aspects such as problem analysis, communication, social skills.
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