Basics
From requirements to predictive characteristics
Time and again it is scientifically confirmed that intelligence is the best single predictor of professional performance. For most positions, cognitive agility and readyness to learn are required. Work environments and challenges often change rapidly. To predict if someone will be able to perform effectively in the future it is important to know how this person learns.
Our experience confirms research: cooperation is better and more productive if the way all involved persons handle information and their ways to learn and communicate fit their respective tasks and assignments.
This is the reason why the assessment of cognitive resources and the capacity to process information is always part of the abcÎ setup.
We also acknowledge that cognitive resources alone are not the only information one needs to fill a position appropriately or to plan a personnel development measure effectively.
Therefore, the abci is completed with those behavioural preferences and working styles that are most relevant for working together. Four behavioural dimensions were derived from thousands of requirement profiles that we analysed over the last thirty years.
And scientific research also gave important orientation: the Job Description Model by Hackman & Oldham (1975) is the science to complement our real life experience. The interaction of job characteristics and the direction of work motivation are determining elements.
Roles are different
Based on 25 years of experience in selection, reorganisation, training and coaching and the latest findings in psychology, work science and management theory, we have derived criteria according to which positions and roles can be differentiated systematically.
Roles differ in content, amount and complexity of information that has to be processed. They are different in terms of speed and timeframe of these processes, number, interrelatedness and interests of other people involved as well as further systematic differences in working conditions.
Jobs roles often vary systematically in
- type and variety of information and facts, level of detail and complexity of contexts,
- amount of learning content and learning conditions,
- holism or fractionation of work,
- short- or longterm perspecive
- rhythm and speed,
- amount of structure, diversity or monotony,
- importance of rules and necessity or room for improvisation,
- interpersonal interaction or social isolation,
- conflict and ‘politics’,
- obstacles, resistance,
- support and
- type and amount of challenges.
People are different …
… just like roles, development perspectives and teams or whole organisations. Working conditions that would be stressful and torturous for one person might be just the right mix of stimulation and excitement for someone else.
Some people look for agility, digitalisation and change, others seek security and continuity. Carrying responsibility can be perceived as a heavy burden or as a challenge for personal growth.
Proficiency diagnostics with abcÎ helps you to get to know your counterpart better and to really recognise the fit to your tasks.
In professional life and for a good selection decision, the following differences are of particular interest:
- Ability to deal with complex information, ability to solve complex problems, abstract-logical thinking skills,
- precision and speed in understanding context,
- proficiency and accuracy in dealing with numbers, data, facts,
- proacitivity and autonomy in learning,
- motivation,
- flexibility, openness,
- orientation to standards and values
- facts-orientation or person-orientation in decision-making, communication and cooperation
- assertiveness or consensus seeking
The requirements analysis provides insights necessary for targeted proficiency diagnostics.
abcÎ challenges candidates with a special mix of innovative and known item formats as well as in rational and intuitive decision-making situations.
You are welcome to consult Haralds LinkedIn profile for up-to-date and in-depth information on the use of online assessments, on DIN 33430 or ISO 10667 and other relevant standards and quality norms as well as practical and scientific information on personnel selection and people decisions. Or contact us through our contact form.
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All your questions and queries are welcome!
We look forward to hearing from you.
„ is the tool for your best people decisions.“
FAQ
An online assessment is a tool to pre-qualify applicants. It assesses characteristics that are important and relevant for further development in a professional career or for the next step into a new job or even into your first job.
These characteristics can be skills, knowledge or even behavioural preferences.
An online assessment can be a useful support for pre-selecting or screening candidates for any position. It safeguards your people decision by adding it fair, objective and transparent information.
No. If you only have a few applications or no person meets all requirements at first glance, the right tool can even give your more choice. It identifies those applicants who can learn missing skills or competences the most quickly.
Assessments gather information that cannot be collected from other steps in the process. In this way, they complement the impressions gained from application documents and interviews.
First of all, online assessments save time and money. Let’s talk about your numbers.
The provides varieties for the selection of different applicant groups. There is one for young people who just start a career and there are special setups for even senior management. can also be used to support the identification of personnel development measures.
Participants are given the opportunity to view their individual results directly after they have completed the assessment. Thereby, the process becomes transparent for everyone. This ensures a high level of acceptance among all target groups.
Yes, in most cases this is possible. Please indicate your applicant management system on our contact page.
For questions regarding the content of the , we are available to companies and candidates by telephone or e-mail. In the event of technical difficulties, participants will receive solution-oriented and individual support via our hotline.
