Predicting the success of candidates is relevant in many areas of HR. DIN 33430 (DIN, 2016) defines aptitude as the degree to which a person possesses the aptitude characteristics that are prerequisites for the required level of professional performance and enable satisfaction with the job to be filled, the field of activity, the training or study program, or the profession. SFS Test Solutions can therefore be used to provide support in various areas:
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Personnel and student selection: Selection of suitable or the best candidates for a profession or course of study
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Personnel development: Clarification of the strengths and development potential of the existing work team as a basis for tailor-made personnel development measures
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Career counseling/outplacement: Advising candidates on their future careers
Qualified personnel and student selection is a factual decision that can range from the selection of trainees to the selection of managers. The relevance of psychologically sound job and study placements results both from the large number of positions and study places to be filled and from the considerable consequences of wrong decisions. Placing the right person or suitable student in the right job or study program represents an important competitive advantage. Good selection tests therefore contribute significantly to the economic and academic success of an organization or educational institution. However, it is not only in the interest of companies and universities to optimize the selection process, but also in the interest of employees and students. A well-founded selection process helps to prevent employees and students from being over- or underchallenged, thereby increasing job and study satisfaction (e.g., John & Maier, 2007).
Psychological tests are used not only for personnel selection, but also for personnel development in companies. Existing personnel can be assessed for strengths and development potential and thus receive targeted support (e.g., Schuler, 2006). Furthermore, potential analyses help to identify future high performers and managers. Psychological tests provide a solid foundation for personnel development.
Another area of application for psychological tests is career counseling. Psychological tests can be used in counseling situations to help candidates make future career decisions. They are also used in vocational rehabilitation to identify individual skills, interests, and potential, thereby promoting suitable vocational (re)integration. Psychological tests help candidates recognize their potential and interests and thus make optimal career decisions. Career counseling can also be used as part of outplacement measures to offer professional help to departing employees in their career reorientation.
SFS Test Solutions supports users in selecting the tests from the portfolio that best suit their individual needs. HR managers have access to solutions for many different career and education-related questions.
References can be found here: Literature