The construction of a new production plant does, of course, usually involve considerable press coverage – and a great deal of job applications. The use of psychological test methods as a pre-selection instrument was therefore the optimal solution for simultaneously and efficiently validating the process. All applicants were invited to an online test. The comparably weaker job applications were only considered in the following step
JOBMATCHER M as a specific configuration with the possibility of importing applicants via Excel lists and automatically inviting them to an online test.
Individual combination of performance tests (ATTENTION, SPACE), knowledge tests (TMV) and personality tests (DRIVE, PIA, G-scale, VSI).