PSYCHOLOGICAL TESTS

Overview of all tests

In this overview you will find all the tests that we use in various combinations for potential analysis. They provide a comprehensive scientific diagnosis that allows a reliable assessment of cognitive, personality-related, and job-specific abilities. The test methods can be found in preconfigured test bundles for specific occupational profiles and can be compiled to perfectly match your individual requirements.

COGNITIVE PERFORMANCE TESTS

Intelligence tests are among the procedures that predict career success most reliably. KAPPA combines operations such as processing speed and processing capacity and thus allows conclusions to be drawn about a person's overall intellectual level of performance. Individuals who achieve high scores here typically produce fast, correct and logical results from differently presented information (verbal, numerical and figural).



SHORT VERSION

Number of items: 24 | Number of dimensions: 1 | Duration: 18 minutes

LONG VERSION

Number of Items: 39 | Number of dimensions: 3 | Duration: 25 minutes

  • Non-occupational-specific design allows use in all target groups
  • Suitable for pre-selection (liquid format)
  • Enables differentiated profile creation
  • Selection of individual contents possible


QUALITY CRITERIA

Internal consistency: α = .90

Construct validity: .54 (CAM), .38 (CAM Speed of operation), .58 (CAM Ability to process), .27 (CAM Retentivity), .64 (PROFFICE), .65 (EPICUR), .44 (PLUSMINUS), .58 (SPACE), .27 (TMU), .17 (AMT), .11 (AMT-A), .00 (TAKE5 Extraversion), .13 (TAKE5 Emotional Stability), .14 (TAKE5 Conscientiousness), .08 (TAKE5 Agreeableness), .20 (TAKE5 Openness), .21 (MMI)

Criteria validity: .44 (career success), .42 (training success)

Standard basis: N > 28,000

SPEED measures the processing speed and thus allows conclusions about the general intellectual level of performance of a person. Intellectual abilities, regardless of profession and occupation, are crucial for professional success.



LONG VERSION

Number of items: 3 | Number of dimensions: 1 | Duration: 10 minutes

  • Specific modules for different target groups
  • Suitable for pre-selection
  • Unsusceptible to distortion


QUALITY CRITERIA

Internal consistency: α = .90

Construct validity: .69 (KFM), .41 (KFM processing speed), .41 (KFM memory), .62 (PROFFICE), .38 (EPICUR), .44 (CALCULATE), .34 (SPACE), .08 (BMT), -.04 (BMT-A), .08 (PIA), .06 (VSI), .06 (G-Skala), .13 (TAKE5 extraversion), .06 (TAKE5 emotional stability), .07 (TAKE5 conscientiousness), .03 (TAKE5 compatibility), .11 (TAKE5 openness)

Criteria validity: .44 (career success), .42 (training success)

Standard basis: N > 28,000

The correct interpretation of emotional reactions is a decisive success factor for interpersonal situations – whether these involve colleagues, employees or customers. The task is to assign facial expressions with the seven interculturally valid basic emotions: joy, anger, surprise, fear, disgust, contempt, and grief. Those who reach high scores ​​in this test are able to quickly assess the emotional reactions of others. This is one of the key competences for interpreting the feelings of others and for non-verbal feedback for one's own behaviour on a non-verbal level.



LONG VERSION

Number of items: 68 | Number of dimensions: 2 | Duration: 25 minutes

  • Assessment of the ability to perceive unfamiliar emotions
  • Examines emotional vocabulary
  • High acceptance thanks to relevance to requirements
  • Unsusceptible to distortion
  • Individual selection of situations possible

QUALITY CRITERIA

Construct validity: .59 (MSCEIT consensus), .62 (MSCEIT Expert), .40 (GMA), -.11 (neuroticism), -.01 (extraversion), .27 (openness), -.05 (compatibility), .18 (conscientiousness)

Criteria Validity:  .37 (training grade), .39 (school leaving certificate)

Standard basis: >500

STROOP employs the tools of cognitive interference i.e. it uses the interrelationship of disturbance stimuli.  Various dimensions are processed simultaneously, but only one is relevant for the task. The ability to repress attention or to display it selectively is independent of age and is not related to intelligence. It is particularly important in occupations where fast reactions are required, for example air traffic controllers, bus and lorry drivers, driving instructors, policemen, members of the armed forces and machine and plant operators, all working with a constantly high level of automation. STROOP is implemented with three different types of content (verbal, numeric, figural).



SHORT VERSION

Number of items: 6 | Number of dimensions: 3 | Duration: 15 minutes 

LONG VERSION 

Number of items: 9 | Number of dimensions: 3 | Duration: 20 minutes

  • Design allows use in all target groups
  • Suitable for pre-selection
  • Selection of individual contents possible


QUALITY CRITERIA

Internal consistency: α = .97 - .99

Standard basis: N > 500

N-BACK measures cognitive flexibility. The test results allow conclusions about both the level of attention of an individual as well as their handling of errors. The score is a good indicator for the individual cognitive processing style. Candidates with high cognitive flexibility scores ​​react quickly to changes, adapt their response to these and do not allow themselves to be distracted by errors over a long period of time.



LONG VERSION

Number of items: 4 | Number of dimensions: 1 | Duration: 5 minutes

  • Speech-free detection of intelligence
  • Detecting the level of attention and dealing with errors
  • Suitable for pre-selection

QUALITY CRITERIA

Internal consistency: α = . 90

Construct validity:  Konvergent: .49 (SEQUENCE), .25 - .40 (PRODUCTION) 

Divergent: .09 (VSI), .06(TAKE5-N), .07 (CURIOUS), -.12(PIA). -.09 (DRIVE), -.15(TAKE5-G)

Standard basis: N > 2,500

CODES measures the concentration capacity of a person in demanding tasks. This ability is particularly relevant to positions that require highly concentrated work or have a high level of learning. The procedure does not depend on language and is culturally fair. Individuals who achieve a high score with this method are able to work with a high level of concentration over an extended period of time. They also register complex stimuli in a reliable, quick and holistic manner.



LONG VERSION

Number of items: 1 | Number of dimensions: 1 | Duration: 5 minutes

  • Suitable for pre-selection
  • Language independent and culturally fair procedures
  • Diagnostics of concentration capacity

QUALITY CRITERIA

Internal consistency:  α = .88

Construct validity: .43 (SPEED), .34 (PRODUCTION), .31 (NBACK), .48 (SEQUENCE), .38 (KAPPA), .37 (ATTENTION), .24 (MATRIX), .09 (VSI), -.07 (TAKE5 openness), .05 (TAKE5 emotional stability), .00 (PIA), .06 (CONFIDENCE)

Standard basis:  >3,500

The ability to conduct simple mental methematics is  indespensable for many positions. Individuals with high scores in this test have good basic mathematical and computational skills. They are able to quickly and correctly add, subtract, multiply and divide, and also work out simple roots and potencies.



LONG VERSION

Number of items: 50 | Number of dimensions: 1 | Duration: 6 minutes

  • Time-saving assessment of basic mathematics
  • Objectification of school grades

QUALITY CRITERIA

Internal consistency:  α = .88

Construct validity: .53 (PROFFICE), .50 (KFM), .44 (KFM processing speed), .34 (KFM processing capacity), .35 (KFM memory capacity), .33 (PLUSMINUS), .04 (TAKE5 extraversion), .04 (TAKE5 emotional stability), .09 (TAKE5 conscientiousness), .06 (TAKE5 compatibility), .18 (TAKE5 openness)

Criteria validity: .33 (career success), .29 (training success)

Standard basis: N > 17,500

Syllogisms capture a subset of verbal cognitive abilities: the ability to come to correct conclusions formally and logically. Individuals with high scores ​​in this test are able to think abstractly in a logical and formal way. They are able to process the given information and to derive subsequent conclusions correctly.



SHORT VERSION

Number of items: 18 | Number of dimensions: 1 | Duration: 10 minutes


LONG VERSION

Number of items: 23 | Number of dimensions: 1 | Duration: 15 minutes

  • Parallelisation of the items for specific positions possible
  • Suitable for pre-selection (Liquid-Format)


QUALITY CRITERIA

Internal consistency: α = .78

Construct validity: .25 (KFM), 26 (KFM processing speed), .24 (KFM processing capacity), .19 (KFM memory capacity), .39 (KAPPA), .62 (WONDERLIC), .33 (PLUSMINUS), .24 (TMV), .04 (BMT), .32 (PIA), -.15 (VSI), -.20 (G-Skala), .28 (CUSTOM!ZE).

Criteria validity: .30 (career success), .17 (school grades)

Standard basis: N > 50,000

Intelligence tests are among those tests that predict professional success most reliably. With MATRIX, this is also possible for processes where intelligence has to be captured in a language-free manner, e.g. in international recruitment. Individuals who achieve high scores ​​in this test have a pronounced problem-solving ability. They are able to analyse information quickly and to derive and apply rules correctly to new tasks and situations.



LONG VERSION 

Number of items: 18 | Number of dimensions: 1 | Duration: 15 minutes

  • Language-free, culture-neutral recording of intelligence
  • No discrimination of persons with colour vision defects
  • Suitable for pre-selection (Liquid-Format)

QUALITY CRITERIA

Internal consistency: α =.78

Construct validity: .50 (APM / Raven), .39 (WONDERLIC), .13 (LEXI)

Criteria validity: .31 (school grades), .35 (mathematics grades)

Standard basis: N > 35,000

Conventional methods for the detection of spatial abilities are limited to tasks in two dimensional space. SPACE, on the other hand, enables the detection of spatial perception and orientation in three-dimensional space. Individuals with a high profile on this scale have a good spatial imagination. They are able to grasp circuit diagrams and orientate themselves in three-dimensional space. Tasks that are related to complex geometric objects can be performed safely.



LONG VERSION 

Number of items: 7 | Number of dimensions: 1 | Duration: 10 minutes

  • Three-dimensional detection of spatial imagination
  • Combination of individual modules possible
  • High acceptance through requirement reference

QUALITY CRITERIA

Internal consistency: α = .77

Construct validity: .51 (KFM), .34 (KFM processing speed), .53 (KFM processing capacity), .29 (KFM memory capacity), .50 (PROFFICE), .58 (KAPPA), .41 (PLUSMINUS), .36 (CALCULATE), .46 (EPICUR), .33 (TMV), .11 (BMT), .01 (BMT-A), .01 (PIA), .00 (VSI), .04 (G-Skala), -.12 (TAKE5 extraversion), .13 (TAKE5 emotional stability), -.02 (TAKE5 conscientiousness), .00 (TAKE5 compatibility), .06 (TAKE5 openness)

Criteria validity: .28 (career success), .25 (training success)

Standard basis: N > 20,000

KNOWLEDGE TEST

Today, English skills are an essential requirement for applicants from many professions. Individuals who achieve high scores in this test have a basic English vocabulary and are able to apply the rules of English grammar and tenses correctly. They are able to correctly translate and write vocabulary when it is used in an unfamiliar way, can understand and analyse unfamiliar English texts, and understand specialist and unfamiliar content and vocabulary from the context.



SHORT VERSION

Number of items: 5 | Number of dimensions: 1 | Duration: 10 minutes

LONG VERSION 

Number of items: 10 | Number of dimensions: 1 | Duration: 40 minutes 

  • Objectification of school grades
  • Use of individual modules possible
  • Can be used to a limited extent for pre-selection (short version module vocabulary & grammar)

QUALITY CRITERIA

Internal consistency total value: α = .91

Construct validity: .54 (KFM), .58 (PROFFICE), .65 (KAPPA), .21 (BMT), .11 (PIA), .11 (G-Skala), .20 (TAKE5 emotional stability), .16 (TAKE5 openness)

Criteria validity: .48 (career success), .35 (training success), .44 (school grades)

Standard basis: N > 32,000

Technical and mechanical understanding is an aspect of practical intelligence, a feature area that is of great importance, especially for technically oriented occupations. People who have high scores ​​in technical and mechanical understanding have a good knowledge of physics and mechanics. They are able to solve general scientific problems.



SHORT VERSION

Number of items: 20 | Number of dimensions: 1 | Duration: 15 minutes 

LONG VERSION 

Number of items: 26 | Number of dimensions: 1 | Duration: 25 minutes 

  • High acceptance through requirement reference
  • Short version for apprentices and career starters available

QUALITY CRITERIA

Internal consistency total value: α = .75

Construct validity: 34 (KFM), .27 (KAPPA), .35 (PLUSMINUS), .16 (CALCULATE), .33 (SPACE), .16 (PROFFICE), .19 (SYLLOG), .08 (BMT), .16 (BMT-A), .04 (PIA), .04 (VSI), .03 (G-Skala), .09 (TAKE5 Extraversion), .15 (TAKE5 emotional stability), .14 (TAKE5 conscientiousness), .14 (TAKE5 compatibility), .17 (TAKE5 openness)

Criteria validity: .38 (career success), .41 (training success)

Standard basis: N > 15,000

HYBRID TESTING

The cognitive workspace POTENTIAL measures cognitive comprehension and concentration. The measurement is carried out on the basis of several requirement-relevant tasks from a management context, in which complex problem- and language-related tasks have to be analysed and solved within a short time. This includes topics such as teambuilding, budget planning, key figure analysis and cost analysis. POTENTIAL consists of 4 modules that can be used individually or in combination, depending on the purpose.



LONG VERSION 

Number of items: 4 | Number of dimensions: 1 | Duration: 30 minutes 

  • Hybrid test
  • High acceptance through requirement reference
  • Suitable for pre-selection

QUALITY CRITERIA

First studies are in progress.

PRO-IT is part of a new generation of hybrid tests that combine the advantages of an intelligence test with those of a work sample. The high degree of relevance to the position in the tasks ensures maximum acceptance by the test participants. As well as general cognitive abilities, individuals with high results also demonstrate their abilities in specific areas such as processing speed, processing capacity, memory and syntax.



LONG VERSION 

Number of items: 9 | Number of dimensions: 4 | Duration: 45 minutes 

  • Hybrid test
  • High acceptance through requirement reference
  • Differentiated feedback

QUALITY CRITERIA

First studies are in progress.

WORK RELATED PERSONALITY TESTS

DRIVE measures the background characteristics of individual professional motivation. Individuals with a high level of professional motivation, aim for excellence and are ready to strive for it in a self-motivated way over a long period of time – just like in top-level sport.

Individuals with DRIVE seek out performance situations in which they can prove themselves and achieve personal growth (self-initiative). They never try to avoid work and strenuous tasks. By permanently working hard and pursuing personal development they avoid failure. If things do not work out, they will not only be able to ignore the defeat thanks to a high level of frustration tolerance, but will also use it to gain a new motive: to do better next time and not giving up.

Through a high degree of self-responsibility and positive self-esteem, they achieve goals that remain closed to others. Performance motivation is, incidentally, a very durable personality feature that affects behaviour in various professional environments. Due to their stability over time and situational independence, professional motivation can be reliably interlinked with a high longitudinal forecast of performance. Employee motivation is of particular importance in the selection of personnel: Wherever employees have leeway in which their own motivation decides on whether a service is efficient and well-provided, diagnostics of professional motivation should always be carried out.



SHORT VERSION

Number of items: 14 | Number of dimensions: 2 | Duration: 4 minutes

LONG VERSION 

Number of items: 31 | Number of dimensions: 5 | Duration: 8 minutes

  • Professionally formulated items
  • Creation of an individual performance profile possible
  • Short version can be completed in just a few minutes
  • Suitable for pre-selection
  • Feedback from subfacets also available in short version (task orientation, initiative) 

QUALITY CRITERIA

Internal consistency total value: α = .90 

Construct validity: .81 (BMT-A), .92 (LMI), .81 (BMT-A), .43 (PIA), .83 (VSI), .77 (G-Skala), .87 (CSO), .09 (PLUSMINUS), -.02 (LOGIC), .15 (TMV), .21 (AC total), .16 (AC presentation), .21 (MMI) 

Criteria validity: .31 (career success)

Standard basis: N > 32,000

Characteristic features are defined as temporally and situationally stable characteristics, which strongly influence behaviour. Since different professions require different behaviours and personality traits, a differentiated recording is essential in order to match the professional requirements with the personal prerequisites. TAKE5 makes a differentiated acquisition of this kind possible and maps the five established personality traits of the Big Five Model in relation to the profession.



LONG VERSION 

Number of items: 48 | Number of dimensions: 5 | Duration: 12 minutes 

  • Specific selection of individual dimensions
  • Can be completed in just a few minutes
  • Suitable for pre-selection

QUALITY CRITERIA

Internal consistency dimensions:

Emotional stability: α = .78
extraversion: α = .74
openness: α = .67
compatibility: α = .71
Conscientiousness: α = .77

Construct validity: 

Emotional stability: .37 (BMT), .29 (BMT-A), .63 (PIA), .40 (VSI), .68 (KLF), .45 (G-Skala), .45 (TAKE5 extraversion), .41 (TAKE5 openness), .29 (TAKE5 compatibility), .18 (TAKE5 conscientiousness), .89 (NEO-FFI emotional stability), .10 (KFM), .14 (PROFFICE), .13 (KAPPA), .04 (creativity), .19 (PLUSMINUS), .04 (CALCULATE), .20 (EPICUR), .13 (SPACE), .15 (TMV)

Extraversion: .51 (BMT), .29 (BMT-A), .40 (PIA), .45 (VSI), 53. (KLF), .31 (G-Skala), .45 (TAKE5 emotional stability), .62 (TAKE5 openness), .18 (TAKE5 compatibility), .26 (TAKE5 conscientiousness), .91 (NEO-FFI extraversion), .09 (KFM), .07 (PROFFICE), .00 (KAPPA), .06 (creativity), .12 (PLUSMINUS), .04 (CALCULATE), -.01 (EPICUR), -.12 (SPACE), .09 (TMV)

Openness: .67 (BMT), .57 (BMT-A), .42 (PIA), .56 (VSI), .28 (KLF), .59 (G-Skala), .41 (TAKE5 emotional stability), .62 (TAKE5 extraversion), .21 (TAKE5 compatibility), .45 (TAKE5 conscientiousness), .50 (NEO FFI openness), .20 (KFM), .19 (PROFFICE), .2 (KAPPA), .05 (creativity), .27 (PUSMINUS), .18 (CALCULATE), .16 (EPICUR), .06 (SPACE), .17 (TMV)

Compatibility: .30 (BMT), .25 (BMT-A), .74 (PIA), .14 (VSI), .29 (KLF), .58 (G-Skala), .33 (TAKE5 emotional stability), .18 (TAKE5 extraversion), .21 (TAKE5 openness), .45 (TAKE5 conscientiousness), .65 (NEO-FFI compatibility), .07 (KFM), .09 (PROFFICE), .08 (KAPPA), -.05 (creativity), .08 (PLUSMINUS), .06 (CALCULATE), -.01 (EPICUR), .00 (SPACE), .14 (TMV)

Conscientiousness: .76 (BMT), .68 (BMT-A), .65 (PIA), .48 (VSI), .64 (KLF), .90 (G-Skala), .18 (TAKE5 emotional stability), .26 (TAKE5 extraversion), .46 (TAKE5 openness), .45 (TAKE5 compatibility), .81 (NEO-FFI conscientiousness), .07 (KFM), .07 (PROFFICE), .14 (KAPPA), -.09 (creativity), .21 (PLUSMINUS), .09 (CALCULATE), .10 (EPICUR), -.02 (SPACE), .14 (TMV)

Criteria validity:

Emotional stability: .14 (career success), .10 (training success)
extraversion: .18 (career success), .06 (training success)
openness: .32 (career success), .29 (training success)
compatibility: .19 (career success), .13 (training success)
conscientiousness: .26 (career success), .21 (training success)

Standard basis: N > 50,000

Why is personnel selection always based on a rigid collection of positive personality traits? Employees and managers should typically be motivated, socially competent and conscientious. Unfortunately there are also characteristics that are known to cause enormous damage to an organisation. These are, however, not usually recorded at all, which does not mean that they are not present. They remain undetected simply because no one is looking for them.

So-called dark personality characteristics are the result of psychological research regarding which traits in employees and managers can cause the most damage in an organisation. For example, people with enormous superiority complexes may at first appear to be ideal future employees or even born leaders. But they also have a high risk potential to harm their colleagues and the organisation by systematically looking for personal benefit and striving to retain their power. Their motivation and commitment is focused solely on their individual goals. And they are happy to break rules, use exploitative behaviour towards others, and ignore the negative social effects. Bullying and building an empire, being immune to other opinions and insights, mental and actual foreclosure and significant compliance problems at the expense of the organisational goals can be the consequences.

By using DARKSIDE, you will avoid “psychopaths in suits” making it into the driving seat and causing long term damage to the organisation.



LONG VERSION 

Number of items: 27 | Number of dimensions: 2 | Duration: 7 minutes 

  • Well-accepted, occupational items capture any apparent overdevelopments of seemingly positive features
  • The risk potential for damaging behaviour in “high potentials” can be seen
  • Applicable in personnel selection, potential analysis, and HR compliance processes
  • Suitable for pre-selection

QUALITY CRITERIA

Internal consistency total value: α = .84

Construct validity: .36 Motivation (DRIVE), -.21 Organisationskonformes Verhalten (OCB), -.59 Integrität (PIA),  .01 General cognitive abilities (KAPPA), -.42 compatibility (TAKE5), -.59 honesty / modesty (HEXACO)

Criteria validity: .37 CWB Scale (Actually displayed counter-productive behaviour against individuals and organisation, self-evaluation report)

Standard basis: N > 500

The personality construct integrity is of great importance in professional life. Reliable, honest and fair behaviour towards the company and its colleagues is, for example, defined as integral behaviour. Individuals who reach a high score in this test are committed to the company's goals and are a fair partner for their colleagues.



SHORT VERSION

Number of items: 14 | Number of dimensions: 1 | Duration: 5 minutes  

LONG VERSION 

Number of items: 45 | Number of dimensions: 9 | Duration: 12 minutes

  • First ever successfully validated integrity test in German-speaking countries
  • Reduction of conspicuousness in drug screening by more than 80%
  • Creation of individual profiles possible
  • Short version can be completed in just a few minutes
  • Suitable for pre-selection

QUALITY CRITERIA

Internal consistency total value: α = .89

Construct validity: .46 (BMT), .32 (BMT-A), .21 (VSI), .56 (G-Skala), .56 (CSO), .40 (TAKE5 extraversion), .63 (TAKE5 emotional stability), .65 (TAKE5 conscientiousness), .74 (TAKE5 compatibility), .42 (TAKE5 openness), -.37 (narcissism), -.58 (machiavellianism), -.54 (psychopathy), .11 (KFM), .13 (PROFFICE), .08 (KAPPA), .08 (PLUSMINUS), .05 (CALCULATE)

Criteria validity: .27 (career success), .20 (training success), .78 (deviant behaviour from self-written reports)

Standard basis: N > 50,000

Customer orientation means recognising the needs and expectations of customers and creating customer satisfaction. Individuals who achieve high values ​​in this process can adapt their actions to the needs and expectations of their customers. They are forward looking and empathetic, are proactive and loyal to customers and are adept at dealing with them. A pronounced service orientation is an important prerequisite for their professional success.



SHORT VERSION

Number of items: 15 | Number of dimensions: 1 | Duration: 4 minutes 

LONG VERSION 

Number of items: 61 | Number of dimensions: 4 | Duration: 15 minutes 

  • Good indicator for positions with customer contact
  • Creation of individual profiles possible
  • Short version can be completed in just a few minutes
  • Suitable for pre-selection

QUALITY CRITERIA

Internal consistency total value: α = .95

Construct validity: .87 (BMT), .87 (BMT-A) .41 (PIA), .93 (VSI), .75 (G-Skala), .51 (CUSTOM!ZE), .41 (KFM), .39 (SYLLOG)

Criteria validity: .19 (Sales Success)

Standard basis: N > 50,000

The wrong choice of candidate can have far-reaching consequences, especially for managers. A thorough diagnosis of characteristics relevant to the requirements is therefore essential in the selection and development of management personnel. KLF supports the recording of personality traits relevant to the job in the form of job-related items in the management context. Individuals who achieve high values ​​in this procedure have the personality-related psychological prerequisites for mastering management tasks successfully.



SHORT VERSION

Number of items: 48 | Number of dimensions: 8 | Duration: 15 minutes  

LONG VERSION 

Number of items: 117 | Number of dimensions: 8 | Duration: 35 minutes  

  • Specific procedure for managers
  • Integrated aspects of other proven methods
  • Extensive feedback supports personnel development processes
  • High acceptance through requirement reference
  • Short version suitable for pre-selection

QUALITY CRITERIA

Internal consistency total value: α = .96

Construct validity: 53. (extraversion), .64 (conscientiousness), .68 (emotional stability), .28 (openness), .29 (compatibility)

Criteria validity: .35 (leadership)

Standard basis: N > 1,500

Trusting one’s own achievements and performance is especially important in professional life, as it is an important predictor not only of work performance, but also of job satisfaction. Individuals who have a high degree of this characteristic typically feel responsible for their own success and aim to determine their own actions and achieve their goals themselves. They are full of positive energy and are not discouraged by failure.



LONG VERSION 

Number of items: 12 | Number of dimensions: 1 | Duration: 4 minutes 

  • Good indicator for all positions related to leadership and customer contact
  • Can be completed in just a few minutes
  • Suitable for pre-selection

QUALITY CRITERIA

Internal consistency: α = .78

Construct validity: .80 (BMT), .61 (VSI), .55 (CUSTOM!ZE), .72 (NEO-FFI emotional stability), .08 (SYLLOG)

Criteria validity: .27 (sales success), .27 (work performance), .59 (job satisfaction)

Standard basis: N > 12,000

Social competence is one of the key skills at work. Individuals with a high rating on this scale like to make and maintain social contact with their fellow human beings. In social situations, they behave appropriately and confidently. At work, socially competent people enjoy working together with others and are reliable team members. This is accompanied by benevolent and positive behaviour, the ability to relate and adapt to others and to be empathetic and fair. They achieve their goals with socially accepted means.



SHORT VERSION

Number of items: 9 | Number of dimensions: 1 | Duration: 3 minutes

LONG VERSION 

Number of items: 20 | Number of dimensions: 2 | Duration: 5 minutes 

Reliable prediction of AC totals Can be completed in just a few minutes Suitable for pre-selection Parallel version for those inexperienced in the occupation available


QUALITY CRITERIA

Internal consistency total value: α = .84

Construct validity: .83 (BMT), .71 (BMT-A), .22 (PIA), .52 (G-Skala), .76 (CUSTOMIZE), .45 (TAKE5 extraversion), .40 (TAKE5 emotional stability), .48 (TAKE5 conscientiousness), .14 (TAKE5 compatibility), .56 (TAKE5 openness), .37 (AC overall result), .06 (KFM), .01 (PROFFICE), .09 (KAPPA), .02 (PLUSMINUS), .01 (CALCULATE), .00 (SPACE)

Criteria validity: .26 (career success), .20 (training success), .10 (sales success)

Standard basis: N > 50,000

Combined with intelligence, curiosity plays an important role in the prediction of professional services for challenging tasks. Individuals with a high rating are characterised by a positive attitude towards knowledge-related content. They are curious, enjoy learning and like to carefully think problems through. Inquisitive people like to work creatively, enjoy developing new strategies and products and tend to acquire a great deal of knowledge. They work diligently on complex issues until they have found a solution.



LONG VERSION 

Number of items: 12 | Number of dimensions: 1 | Duration: 3 minutes 

  • Professionally formulated items
  • Can be completed in just a few minutes
  • Suitable for pre-selection

QUALITY CRITERIA

Internal consistency: α = .87

Construct validity: .15 (KAPPA), .07 (PROFFICE), .19 (PRODUCTION), .76 (BMT-A), .49 (TAKE5 extraversion), .31 (TAKE5 emotional stability), .72 (TAKE5 conscientiousness), .25 (TAKE5 compatibility), .76 (TAKE5 openness), .38 (PIA), .66 (VSI), .76 (CUSTOMIZE)

Criteria validity: .42 (career success), .16 (training success)

Standard basis: N > 11,500

BEHAVIOUR-BASED TESTS

The behaviour of managers is a critical success factor: they represent the company both externally and internally and act as a role model for their employees. Individuals who receive high scores in this situational test will be able to correctly assess typical situations from the job environment of a manager and adjust their actions accordingly. They have the implicit knowledge to anticipate correct behaviour in the respective situation.



LONG VERSION 

Number of items: 8 | Number of dimensions: 1 | Duration: 16 minutes 

  • Records behaviour
  • High acceptance through reference to requirements and customisation
  • Unsusceptible to distortion

QUALITY CRITERIA

Customised or adapted Situational Judgment Tests (SJT) achieve criteria validity of up to .60.

The LEAD test covers the ability to correctly assess work situations from a management point of view, to identify the appropriate action alternatives, and to make the right decision based on this. Individuals who achieve high scores in this Situational Judgment Test (SJT) are characterised by the fact that they involve their employees in the decision-making process (depending on the situation), and are thus able to make successful decisions.



LONG VERSION 

Number of items: 20 | Number of dimensions: 2 | Duration: 40 minutes 

  • Records behaviour
  • Specific procedure for managers
  • High acceptance through requirement reference
  • Extensive feedback supports personnel development processes

QUALITY CRITERIA

Internal consistency: α = .84

Interrater reliability: .71 (situation attributes), .83 (action alternatives)

Standard basis: N > 1,700

The behaviour of employees with contact to customers is a decisive success factor: for the customer, employees represent the company. Individuals who achieve high values ​ in this Situational Judgment Test (SJT) are able to properly assess typical situations in the field of sales and service personnel and to adjust their actions accordingly. They have the implicit knowledge to anticipate correct behaviour in the respective situation.



SHORT VERSION

Number of items: 6 | Number of dimensions: 1 | Duration: 12 minutes 

LONG VERSION 

Number of items: 10 | Number of dimensions: 1 | Duration: 20 minutes 

  • Records behaviour
  • High acceptance through requirement reference
  • Good indicator for positions with customer contact
  • Individual adaptation possible
  • Unsusceptible to distortion

QUALITY CRITERIA

Internal consistency: α = .68

Construct validity: .14 (KFM), .41 (PROFFICE), .09 (SYLLOG), .52 (BMT), .38 (BMT-A), .25 (PIA), .34 (VSI), .45 (G-Skala), .53 (CSO)

Standard basis: N > 50,000

JUDGE records the ability to assess professional situations correctly, to identify effective action alternatives and to make the right decision based on this. The company and position-specific development provides an insight into future tasks and a reliable forecast of actual behaviour in similar situations.



SHORT VERSION

Number of items: 6 | Number of dimensions: 1 | Duration: 15 minutes 

LONG VERSION 

Number of items: 10 | Number of dimensions: 4 | Duration: 25 minutes 

  • Custom development 
  • Records behaviour
  • High acceptance through requirement reference
  • Very reliable indicator of professional performance
  • Ideal for preselection
  • Unsusceptible to distortion

QUALITY CRITERIA

Customised Situational Judgment Tests (SJT) achieve criteria validity of up to .60.

INTEREST TESTS

Interests are an integral part of a person's personality. Their fit with the work environment is closely related to their job satisfaction and remaining in a chosen position. With our occupational interest test, individual interest characteristics can be identified and used to generate an occupational interest profile.



LONG VERSION 

Number of items: 60 | Number of dimensions: 6 | Duration: 15 minutes<> 

  • Allows the creation of an individual interest profile
  • Serves as additional information that is not included in the overall result

QUALITY CRITERIA

Internal consistency total value: α = .75 bis .81

Construct validity: .91 (AIST practical/technical), .82 (AIST conventional), .85 (AIST entrepreneurial), .90 (AIST intellectual/inquisitive), .92 (AIST social), .81 (AIST artistic/linguistic)

Criteria validity: .49 bis .81 (self-perceived interests)

Standard basis: N > 50,000

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