Suitability diagnostics
Aptitude diagnostics is a collective term for procedures for measuring competencies and behavioral tendencies with a professional reference. In principle, aptitude diagnostics should enable the most accurate possible prediction of a person's probability of success or professional satisfaction.
"We HIRE based on skills and qualifications, and FIRE based on behavior"
(Nathan Chanesman)
For more than 10 years,
HR Consult Group AG has been continuously developing over 100 standard and best-practice job profiles on a scientific basis.
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Your contact person
Publication
Suitability diagnostics
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For yourself
Would you like to reorient yourself professionally and develop your professional potential to the full?
Would you like to get to know yourself better and find out where your strengths lie?
Book your aptitude test now:
for your company
You would like to consider aptitude diagnostics for your company to safeguard the recruitment process - let us analyze your current situation and work out possible options.
Dr. Armin Betz will be happy to take the time to show you possible ways forward in a detailed discussion.
Give us a call or book an appointment!
Complete aptitude diagnostics
Recognize and promote potential - complete your aptitude assessment now.
- You complete your aptitude test
- The self-assessment takes about 30 minutes. It is important that you take your time and answer the questions calmly and truthfully.
- The aptitude assessment provides you with an informative orientation, but does not replace personal career counseling.
Complete your aptitude assessment now for €189.00 and prepare for your next career move!
If you carry out the aptitude assessment procedure with a view to improving your professional opportunities and career prospects, the fees for this are deductible for income tax purposes as income-related expenses in accordance with Section 9 of the German Income Tax Act (EStG).
Career counseling and potential analysis
Benefit from the experience of our consultants in a personal consultation.
- You complete your aptitude test
- How does aptitude testing work? Explanation of the system
- Your results are discussed, analyzed and interpreted together in a personal meeting with your consultant
- You will receive suggestions for your next career steps: tips and advice on your professional development
Complete your aptitude assessment now for €349.00 with individual advice for your next career move!
If you carry out the aptitude assessment procedure with a view to improving your professional opportunities and career prospects, the fees for this are deductible for income tax purposes as income-related expenses in accordance with Section 9 of the German Income Tax Act (EStG).
Let's get talking!
Regardless of whether you are considering aptitude diagnostics for your company to safeguard your recruitment process, or whether you want to reorient yourself professionally and develop your professional potential to the full - let us analyze your current situation and develop possible options.
Dr. Armin Betz will be happy to take the time to show you possible ways forward in a detailed discussion.
Give us a call or book an appointment!
Your contact person
Dr. Armin Betz founded HR Consult Group AG in 1994 and has been its CEO since 1996. His focus is on building networks and cooperation models, which is demonstrated on a daily basis with the PERSONAL TOTAL and SENATOR brands. He supports the continuous further development of systems and processes in personnel consulting. Many of the new developments made by HR Consult Group AG are now standard in the personnel consulting industry. The accumulated knowledge of the group over the past decades is summarized in training courses and seminars and enables a comprehensive and well-founded training as a personnel consultant, which is certainly unique in Germany. With more than 250 successfully trained personnel consultants, this is a USP in the German personnel consulting industry.
He has been working in personnel consulting for 30 years and is one of the most experienced personnel consultants in Germany. His consulting focus is on the automotive and mechanical engineering sectors, in particular e-mobility and renewable energies. The areas of human resources and aptitude diagnostics round off his consultancy profile.
For several years, he has been a guest lecturer at the University of Applied Sciences in Landshut on the subject of aptitude diagnostics and its current developments. He is also a lecturer at the Fresenius University of Applied Sciences in Munich on topics such as the latest HR trends, state-of-the-art recruiting methods and potential analyses.
His doctorate in the field of aptitude diagnostics underlines his expertise in these areas. The dissertation deals with the identification and proof of typical personality traits of engineers as well as the definition of development areas for a successful professional career. These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz" .
Let's get talking!
If you are considering the LUXXprofile analysis tool for your company. - Let us analyze your current situation and work out possible options.
Mr. Peter Schönberger will be happy to take the time to show you possible ways forward in a detailed discussion.
Give us a call or book an appointment!
LUXXprofile analysis tool
The LUXXprofile analysis tool helps to determine the explicit motives of a manager or employee, as these are the causes of people's daily behavior in both their private and professional lives. LUXXprofile focuses on a total of 16 life motives, which cover all areas of intrinsic motives such as curiosity, social recognition, influence, status and autonomy. With the help of the LUXXprofile personality analysis, we examine what the employee or manager really enjoys, what actually motivates him or her from within, because only if his or her activities are geared towards this will he or she achieve top performance and remain loyal to the company.
These corresponding results have a direct positive impact on the cost and revenue situation of companies, as inadequately high costs are due in particular to
- too high a fluctuation in the company and
- poor performance of individual employees/managers
responsible.
Our core competence lies in improving these two "cost drivers". To achieve this, we take a very close look at
- whether and to what extent the respective employee/manager fits the position assigned to him/her
- what changes are necessary to achieve a perfect fit.
- Which new employees/managers really fit the company and the role
General and basic information
Aptitude diagnostics is a collective term for procedures for measuring competencies and behavioral tendencies with
occupational relevance. In principle, aptitude diagnostics should enable the most accurate possible prediction of a person's probability of success or professional satisfaction.
The HR Consult Group potential and strengths analysis is a test procedure that was developed on a scientific basis in order to systematically record personality traits relevant to the profession and success and to determine their characteristics. In the
comparison with position- and occupation-specific peer groups, statements can be made about the accuracy of fit and
probability of success of the people tested with a high probability of accuracy. The test is based on a
self-assessment of the candidates with regard to a variety of situations from everyday life and work.
Why aptitude diagnostics
Costs of miscasting Example:
Costs of personnel selection: approx. 10,000 euros
Preparation of the selection process, interviews,
assessment center, etc.
Separation after training: approx. 15,000 euros
Separation after probationary period: approx. 35,000 euros
New vacancy, possible customer erosion
Separation after one year: approx. 100,000 euros
New vacancy
Loss of established customer relationships, customer erosion
Regional competitive disadvantage, etc.
The more important the position, the higher the cost of a wrong appointment!
Why aptitude diagnostics
Costs of miscasting Example:
Costs of personnel selection: approx. 10,000 euros
Preparation of the selection process, interviews,
assessment center, etc.
Separation after training: approx. 15,000 euros
Separation after probationary period: approx. 35,000 euros
New vacancy, possible customer erosion
Separation after one year: approx. 100,000 euros
New vacancy
Loss of established customer relationships, customer erosion
Regional competitive disadvantage, etc.
The more important the position, the higher the cost of a wrong appointment!
Reasons for aptitude testing
- Fast online procedure (approx. 30 - 45 minutes)
- AGG-compliant
- Result also readable / usable by non-experts
- Setting a standard in personnel appraisal
- Suitability diagnostics expertise and in-house development
- Further building blocks for assessing the suitability of a candidate
- Securing the selection with regard to the candidate's soft skills
- Early indications of possible deficits of the candidate
- Extremely cost-effective
- High informative value despite low investment of time and money
- Maximum objectivity, reliability, validity and standardization
- Scientifically recognized
Key criteria
What requirements must candidates absolutely fulfill in order to successfully meet the demands of the position?
Which personality traits / soft skills determine the success or failure of a job holder?
Focus on a maximum of ten success-relevant, interdisciplinary requirements for the job holder
This means that personality traits with the lowest variance / range become the key criterion for the respective position- or
job-specific norm or best practice group.
The realization is that the key criteria for the successful performance of a position are self-evident and do not have to be determined in laborious coordination processes with the specialist and HR departments.
Creation of a best practice profile
- Identification of the most successful employees and definition of success criteria (e.g. turnover, return on investment, etc.).
Forming a best-practice group of employees and recording the relevant, measurable characteristics. - Carrying out the diagnostic aptitude tests (online on the Internet).
- Test result: Characteristics of successful employees → Definition of the best-practice profile.
- Determining the individual profiles of applicants by means of aptitude diagnostic aptitude tests.
- Comparison of the actual values with the ideal profile, deviation analysis and check against BIG POINTS.
Suitability diagnostics in the context of personnel development
- Practical example
Personnel development of technical trainees in an international group - Personnel development
Screening of trainees against the Best Practice Profile (BPP) Young engineer - Expert opinion - deviation analysis
Presentation of individual strengths and development areas - Development needs
Confident demeanor, persuasiveness, self-confidence, ability to control and assert oneself - Development areas considered in the training concept - contents of the trainee program:
Communication (persuasiveness, argumentation, etc.)
Sales (confident appearance, initiative, commitment, personal initiative, etc.)
Self- and time management (setting priorities, private life, etc.)
Development of aptitude diagnostics
You can download further information on the initial aptitude test here.
Definition of technical and interdisciplinary requirements
The decisive prerequisite for a satisfactory result of the potential and strengths analysis is a detailed determination of the professional and interdisciplinary requirements for the position, such as qualifications, knowledge, soft skills, professional interests and the framework conditions for this in order to define the "best fit". As a basis for determining the best possible match between the "best fit" and the person, the person completes a self-assessment of a wide range of personality traits as part of the test.
is carried out according to the highest quality criteria in terms of objectivity, reliability, validity and standardization.
From appointment request to conversation
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Matching soft skills
We HIRE based on skills and qualifications, and FIRE based on behavior"
(Nathan Chanesman)
It is not only the technical knowledge, known as hard facts - namely, professional experience, training, languages and industry knowledge - but above all soft skills - such as professional interests, motives, values and social behavior - that are decisive for the successful performance of a position. How can these soft skills be made measurable and thus comparable and digitized?
Use of online-based aptitude diagnostic procedures.
The use of aptitude diagnostics provides a scientifically sound method for measuring the characteristics of personality traits / social skills and thus also enables an objective comparison of alternative candidates in terms of soft skills.
Similar to the comparison of certificate grades or evaluations and assessments using text passages, it is now also possible to record soft skills mathematically and digitally and thus present them in a comparable way.
Matching soft skills
We HIRE based on skills and qualifications, and FIRE based on behavior"
(Nathan Chanesman)
It is not only the technical knowledge, known as hard facts - namely, professional experience, training, languages and industry knowledge - but above all soft skills - such as professional interests, motives, values and social behavior - that are decisive for the successful performance of a position. How can these soft skills be made measurable and thus comparable and digitized?
Use of online-based aptitude diagnostic procedures.
The use of aptitude diagnostics provides a scientifically sound method for measuring the characteristics of personality traits / social skills and thus also enables an objective comparison of alternative candidates in terms of soft skills.
Similar to the comparison of certificate grades or evaluations and assessments using text passages, it is now also possible to record soft skills mathematically and digitally and thus present them in a comparable way.
What distinguishes the best in a professional group?
The successful members of a professional group are almost identical in terms of their personality traits.
Key findings
1 . the successful members of a professional group are almost identical in terms of the characteristics of their personality traits, the soft skills. Each standard or best practice profile forms its own specific image that is typical for this professional group.
2 . the 10 key criteria of a standard or best practice profile are generated from the results of the group itself. These are the ones that show the least variation. This is where the level of agreement is highest.
From the professional requirements to the best practice profile
How to create a best-practice profile with the help of aptitude diagnostics.
Implementation in practice
Sample evaluation
Modern online-based suitability diagnostics mirror candidates with comparative profiles from the respective occupational group.
Individual results are compared with a comparison group specific to the occupation and position and enable
the validation of strengths and potentials.
Recommendations for and against hiring are thus possible.
In a 30-45 minute online assessment, candidates carry out a self-assessment.
A test on its own is only marginally meaningful; only by comparing / mirroring the results with the benchmark of the comparison group is it possible to make well-founded statements about suitability and probability of success.
Digital recording and further processing is also a prerequisite here.
Implementation in practice
Sample evaluation
Modern online-based suitability diagnostics mirror candidates with comparative profiles from the respective occupational group.
Individual results are compared with a comparison group specific to the occupation and position and enable
the validation of strengths and potentials.
Recommendations for and against hiring are thus possible.
In a 30-45 minute online assessment, candidates carry out a self-assessment.
A test on its own is only marginally meaningful; only by comparing / mirroring the results with the benchmark of the comparison group is it possible to make well-founded statements about suitability and probability of success.
Digital recording and further processing is also a prerequisite here.
Standard & best practice profiles
Only when compared with candidates from the same occupational group can a statement be made about the quality of the characteristic.
Publication
This book focuses on the following topics:
The identification of the typical personality traits of an engineer and the definition of development areas for a successful career.
The book deals with the topics of personality traits and their test procedures in a structured way and shows the current state of the art in aptitude diagnostics. This research project also explains and refines existing aptitude diagnostic procedures, analyzes test results and presents and summarizes the key characteristics of engineers at various qualitative and quantitative levels. The decisive development potential for a successful career in the engineering profession is highlighted.
Order now!
If you are interested, you can order the book "Eignungsdiagnostik im Praxiseinsatz" by Dr. Armin Betz directly here.
Price: 39,90 €
Publication
This book focuses on the following topics:
The identification of the typical personality traits of an engineer and the definition of development areas for a successful career.
The book deals with the topics of personality traits and their test procedures in a structured way and shows the current state of the art in aptitude diagnostics. This research project also explains and refines existing aptitude diagnostic procedures, analyzes test results and presents and summarizes the key characteristics of engineers at various qualitative and quantitative levels. The decisive development potential for a successful career in the engineering profession is highlighted.
Order now!
If you are interested, you can order the book "Eignungsdiagnostik im Praxiseinsatz" by Dr. Armin Betz directly here.
Price: 39,90 €
Potential analyses are a must for managers
When filling management positions, candidates expect aptitude tests to be carried out.
CUSTOMER OPINIONS
Managers expect personnel consultancies to carry out a suitability assessment
More than half of candidates expect aptitude diagnostics / potential analysis from personnel consultancies.
Interested?
If you are interested
- to carry out an aptitude test yourself,
- want to use aptitude diagnostics to strengthen your team,
- to be able to better assess potential new employees or
- simply want to learn more about aptitude testing
please contact Ms. Diana Diewald at +49 (0)871 430 888-10,
or by e-mail at d.diewald@hr-consult-group.de.
