#Psiho testovi manuals#
#Psiho testovi iso#

This refers to all the tests and procedures, regardless of their eventual objectivity or standardization. However, it is important to bear in mind that all the methods of assessing can make a mistake, in assessing a certain characteristics (such as extraversion), but also in assessing achievement level (such as success in completing a job). Professionally developed tests and procedures which are used in a planned assessment program can help you in selecting and hiring good and productive candidates. Tests and procedures limitations – mistakes in selection After this, our employer found out that there are scientific tests that can measure the said competences and soon he solved the problem of employment. By the way, the most important traits a sales executive has to have are: to be people and goal-oriented, persuasive, to be able to work alone and in teams, patience, perseverance and the ability to communicate. However, this wasn’t a successful method either because he hired a man who kept to himself and who was supposed to do a job of a sales executive. He did this in order to see who was a fast learner.

#Psiho testovi manuals#

What he tried next is that he would give manuals he used to people to read and talk about. After a couple of questions, the candidates would (usually) feel confused, as the employers himself, so he gave up.

#Psiho testovi iso#

In order to finally chose the right people, the employer came up with the idea of asking the job candidates ISO related questions on the job interview. I will take the example of an employer who had bad experience with new workers because they could not learn the new work procedure according to the ISO standards in his company. In other words, you should know exactly what you want to assess and why. In order to choose a right method of assessment, it is important to understand what the assessment system is there for. Incorrect use often occurs when a person misunderstands what it wants to assess or it put more emphasis on not so important characteristics.

Current methods of staff selection do not comply with the current professional and/or legal standards.Īny type of method can be useful when it is used in the right way, but also harmful if used incorrectly.

Employee absenteeism is becoming a big problem.The mistakes employees make have serious financial, health and safety consequences.„Old“or „established“methods of selecting staff have no results.Situations in which organizations could benefit from the testing: And who doubts the accuracy of EEG tests? …most of the psychological tests in the professional selection are more reliable than for example, EEG results.