GREEN LIGHT FROM THE WORKS COUNCIL: THE HR TEST PROCEDURES CONFORM TO DIN 33430
One criterion often demanded by the work council when it comes to the introduction of a new recruiting process, is fairness. If they are worried that a new process does not meet this criterion, its introduction will fail. The required process quality can, however, only be ensured if the test methods comply with DIN 33430. The procedures must also comply with the scientific quality criteria of fairness, objectivity and validity.
A SEAL OF QUALITY IN APTITUDE DIAGNOSTICS
DIN 33430 is a process standard for the requirements of occupational aptitude diagnostics – both on the part of the provider and on the part of the user. Because the term “test” is not a protected term, DIN 33430 functions as a seal of quality for selection procedures with a high quality requirement. Until a developed test procedure reaches the so-called DIN conformity, however, it has to go through a few steps - and this takes more time than most people realise.
QUALITY CRITERIA FOR APTITUDE DIAGNOSTIC PROCEDURES
DIN 33430 contains certain quality requirements: the main and secondary quality criteria. The main quality criteria are the reliability, the objectivity and the validity of the test procedures. One of the criteria for success is fairness. Fairness can be fulfilled, for example, by the fact that the test evaluation is carried out via an algorithm which does not differentiate whether it evaluates the test of a male or female candidate.
The quality requirements do not only apply for the evaluation but begin at the test compilation and development.
THE REQUIREMENT ANALYSIS AS A FIRST STEP TO DIN CONFORMITY
The requirement analysis as a first step in test composition and development is a central requirement of DIN, which, of course, makes sense. Only if it is clear to us, what you're looking for in your applicants, the appropriate test procedure can be compiled for you. This is because the requirements analysis forms the basis of a prognostic test procedure, which is tailored to your applicants, the vacancies and the work environment in your company. An analysis of requirements is best carried out individually, in the same way as the test procedures. It mainly depends on the structure and size of your company. Depending on your needs, you fill out a questionnaire with the relevant criteria and their weighting, or we will conduct the annalysis together in a workshop. In this way, it is possible to ensure that all the voices of all the colleagues involved are heard, which reduces the resistance in the company and thus facilitates the process change.
CHECKLIST FOR DIN CONFORMITY
For the DIN 33430 there is a checklist of requirements and criteria. This serves both the supplier and customer as an orientation to avoid forgetting any important requirements and to ensure high quality. In addition, the checklist provides you with an insight into the development of psychological tests and structured interviews.
A MUTUAL ENDEAVOUR
Very few companies are aware that they themselves also have to meet a number of criteria in order to obtain a DIN-compliant selection procedure. An essential criterion of DIN 33430, where you as a recruiter and user of the test procedures must be active, is the correct interpretation of the test results. This is why it is well recommended to receive a training from us, to ensure quality and DIN conformity of your personnel processes in a long-term after ist introduction.
CONTINUOUS QUALITY ASSURANCE
One frequent misunderstanding concerns quality assurance: many companies believe that quality assurance ends once a functioning procedure is introduced. A continuous analysis not only ensures the quality of the processes used, but also provides the basis for further improvement of the obtained results. The system checks whether you have changed the external conditions, and whether this means that certain elements of the process no longer fit. Often new requirements are added, which have to be integrated into the test procedures. As a result, the existing weighting of the test methods used can be optimized, for example, and their prognosis performance can be increased and the DIN requirements be met in the long term. Please also keep in mind: the DIN requirements are continually evolving further in order to take account of innovations in test development and evaluation. A further possibility provided by the method analysis is the subsequent collection of performance data of the recruited persons. Here as well, it can be determined which test methods have proved successful in identifying the right talents.
Each diagnostic suitability selection process must be tailored to the individual needs of the specific company.
DIN 33430 is always a valuable guideline for the decisive quality criteria. In a personal consultation we clarify the individual requirements, meaningful selection tests and the possibilities of a tailor-made procedure. Of course, we will also take the opportunity to show you examples of efficient, tried-and-tested solutions.