Suitability diagnostics

Suitability diagnostics

Aptitude diagnostics is a collective term for procedures for measuring competencies and behavioural tendencies with a professional relevance. Basically, aptitude diagnostics should enable the most accurate possible prediction of a person's likelihood of success or professional satisfaction..

"We HIRE based on skills and qualifications, and FIRE based on behaviour".
(Nathan Chanesman)

For more than 10 years,
HR Consult Group AG has been permanently developing more than 100 standard and best-practice professional profiles on a scientific basis.

 

Let's get talking!

Whether you are considering aptitude diagnostics for your company as a safeguard in the hiring process, or whether you want to reorient yourself professionally and optimally develop your professional potential - let us analyse your current situation and work out possible options.

Dr. Armin Betz will gladly take the time to show you possible paths in a detailed discussion.

Call us or book an appointment!

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Dr. Armin Betz founded HR Consult Group AG in 1994 and has been a board member since 1996. His focus is on building networks and cooperation models, which is demonstrated daily with the brands PERSONAL TOTAL and SENATOR. He supports the continuous development of systems and processes in personnel consulting. Many of the new developments carried out by HR Consult Group AG are now standard in the personnel consulting industry. The accumulated knowledge of the group within the past decades is summarised in training courses and seminars and enables a comprehensive as well as well-founded training to become 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 HR consulting for more than 25 years and is one of the most experienced HR consultants in Germany. His consulting focus is on the automotive and mechanical engineering sectors, especially e-mobility and renewable energies. The areas of human resources and aptitude diagnostics round off his consulting profile.

For several years, he has been a guest lecturer at the University of Applied Sciences in Landshut on the topic 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, modern recruiting methods and potential analyses.

With his doctorate in the field of aptitude diagnostics, he underlines his competence in these fields. 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"

 

 General and basic information

Aptitude diagnostics is a collective term for procedures for measuring competencies and behavioural tendencies with
occupational relevance. In principle, aptitude diagnostics should enable the most accurate possible prediction of a person's likelihood of success or occupational satisfaction.
The potential and strengths analysis of HR Consult Group is a test procedure that was developed on a scientific basis in order to systematically record personality traits relevant to occupation and success and to determine their characteristics. In the
comparison with position- and occupation-specific comparison groups, statements can be made about the accuracy of fit and
probability of success of the tested persons with a high hit probability. 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 testing

Cost of miscasting Example:

Costs of personnel selection: approx. 10,000 euros
Preparation of the selection process, interviews,
assessment centre, etc.

Separation after training: approx. 15,000 euros

Separation after probationary period: approx. 35,000 euros
Renewed 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 costs of a miscast!

Why aptitude testing

Cost of miscasting Example:

Costs of personnel selection: approx. 10,000 euros
Preparation of the selection process, interviews,
assessment centre, etc.

Separation after training: approx. 15,000 euros

Separation after probationary period: approx. 35,000 euros
Renewed 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 costs of a miscast!

Reasons for aptitude testing
  • Fast online procedure ( approx. 30 - 45 minutes )
  • AGG-compliant
  • Result also readable / usable by non-experts
  • Setting a standard in staff appraisal
  • In-house aptitude diagnostic competence and development
  • Further building blocks for assessing the suitability of a candidate
  • Safeguarding the selection with regard to the soft skills of the candidate
  • Early indications of possible deficits of the candidate
  • Extremely cost effective
  • High significance despite low investment of time and money
  • Maximum objectivity, reliability, validity and normalisation
  • Scientifically recognised
Key criteria

What are the essentialrequirements that candidates must fulfil in order to successfully cope with the demands of the position?

Which personality traits / soft skills determine the success or non-success of a job holder?

Concentration on a maximum of ten success-relevant, interdisciplinary requirements for the job holder

Thus, personality traits that have the lowest dispersion / range become the key criterion for the respective position- or
occupation-specific norm or best practice group.

The realisation is that the key criteria for the successful exercise of a position are self-evident and do not have to be determined in laborious coordination processes with the specialist and personnel departments.

Creation of a best practice profile
  1. Identify the most successful employees and define success criteria (e.g. turnover, return on investment, etc.).
    Formation of a best practice group of employees and recording of relevant, measurable characteristics.
  2. Conducting the diagnostic aptitude tests (online on the internet).
  3. Test result: Characteristics of successful employees → Definition of the best practice profile.
  4. Determining the individual profiles of applicants through aptitude diagnostic aptitude tests.
  5. Comparison of the ACTUAL values with the ideal profile, deviation analysis, and check against BIG POINTS.
Suitability diagnostics within the framework of personnel development
  • Practical example
    Personnel development of technical trainees in an international company
  • Human Resources Development
    Screening of trainees against the Best Practice Profile (BPP) Young Engineer
  • Expert opinion - deviation analysis
    Presentation of individual strengths and development areas
  • Need for development
    Confident appearance, persuasiveness, self-confidence, control and assertiveness
  • Development areas included in the training concept - contents of the trainee programme:
    Communication (persuasiveness, argumentation, etc.)
    Sales (confident appearance, initiative behaviour, commitment, own initiative, etc.)
    Self- and time management (setting priorities, private life, etc.)

Emergence of aptitude testing

You can download further information on the initial aptitude test here.

Definition of the professional 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 latter completes a self-assessment on a wide range of personality traits as part of the test, which
is carried out according to the highest quality criteria on the topics of objectivity, reliability, validity and standardisation.

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Matching soft skills

We HIRE based on skills and qualifications, and FIRE based on behaviour"
(Nathan Chanesman)

Not only technical knowledge, so-called hard facts - namely, professional experience, education, languages and industry knowledge - but above all soft skills - such as professional interests, motives, values, social behaviour - are decisive for the successful exercise of a position. How can these soft skills be made measurable and thus comparable and digitised?

Use of online-based aptitude diagnostic procedures.

The use of aptitude diagnostics provides a scientifically based method for measuring the characteristics of personality traits / social competences and thus also an objective comparability of alternative candidates in terms of soft skills.

Analogous to the comparison of report card grades or evaluations and assessments through text passages, there is now also the possibility to survey soft skills mathematically-digitally and thus also present them in a comparable way.

Matching soft skills

We HIRE based on skills and qualifications, and FIRE based on behaviour"
(Nathan Chanesman)

Not only technical knowledge, so-called hard facts - namely, professional experience, education, languages and industry knowledge - but above all soft skills - such as professional interests, motives, values, social behaviour - are decisive for the successful exercise of a position. How can these soft skills be made measurable and thus comparable and digitised?

 

 

Use of online-based aptitude diagnostic procedures.

The use of aptitude diagnostics provides a scientifically based method for measuring the characteristics of personality traits / social competences and thus also an objective comparability of alternative candidates in terms of soft skills.

Analogous to the comparison of report card grades or evaluations and assessments through text passages, there is now also the possibility to survey soft skills mathematically-digitally and thus also present them in a comparable way.

What distinguishes the best of a professional group?

The successful people in an occupational group are almost identical in the expression of their personality traits.

Central findings

1. the successful people of a professional group are almost identical in the characteristics of their personality traits, the soft skills. Each norm or best practice profile forms its own specific image, typical for this professional group.

The 10 key criteria of a norm or best practice profile are generated from the results of the group itself. These are the ones with the smallest spread. Here, the agreement of the expression is the highest.

From professional requirements to best practice profile

How to create a best-practice profile with the help of aptitude diagnostics.

Implementation in practice
Example evaluation

Modern online-based aptitude diagnostics mirror candidates with comparative profiles from the respective occupational group.

Individual results are related to an occupation- and position-specific comparison group and allow for
validation of strengths and potentials.

Recommendations pro and contra recruitment are thus possible.

In a 30-45 minute online assessment, candidates complete a self-assessment.

A test on its own has only limited significance; only by comparing / mirroring the results with the benchmark of the comparison group are well-founded statements about suitability and probability of success possible.

The prerequisite here is also digital capture and further processing.

 

 

Implementation in practice
Example evaluation

Modern online-based aptitude diagnostics mirror candidates with comparative profiles from the respective occupational group.

Individual results are related to an occupation- and position-specific comparison group and allow for
validation of strengths and potentials.

Recommendations pro and contra recruitment are thus possible.

In a 30-45 minute online assessment, candidates complete a self-assessment.

A test on its own has only limited significance; only by comparing / mirroring the results with the benchmark of the comparison group are well-founded statements about suitability and probability of success possible.

The prerequisite here is also digital capture and further processing.

 

 

Standard & Best Practice Profiles

Only in comparison 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:

Identifying the typical personality traits of an engineer and defining development areas for a successful career.

The book works through the topics of personality traits and their test procedures in a structured way and shows the current state of the art in aptitude diagnostics. Likewise, within the framework of this research project, existing aptitude diagnostic procedures are explained and refined, test results are analysed and the essential characteristics of engineers are presented and summarised on various qualitative and quantitative levels. The decisive development potentials for a successful career in the professional group of engineers are 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:

Identifying the typical personality traits of an engineer and defining development areas for a successful career.

The book works through the topics of personality traits and their test procedures in a structured way and shows the current state of the art in aptitude diagnostics. Likewise, within the framework of this research project, existing aptitude diagnostic procedures are explained and refined, test results are analysed and the essential characteristics of engineers are presented and summarised on various qualitative and quantitative levels. The decisive development potentials for a successful career in the professional group of engineers are 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 a must for managers

When filling management positions, candidates expect aptitude diagnostic procedures to be carried out. 

CUSTOMERS

"Very pleasant and appreciative contact, professional manner at all stages."

Hans-J. Giegerich
Managing Director
GP InfoCon UG (haftungsbeschränkt)

 

"Dear Dr. Betz, for me as an applicant, this was the first time to take part in an aptitude test. Thank you for the subsequent explanation of my personality. A dear greeting from the Carolingian town of Prüm!"

Catherine Peter

"We work with HR Consult Group AG and use the suitability diagnostics as part of the recruiting process. We are very satisfied with the tool and have already been able to fill important positions with its support. Especially because the evaluations are provided very quickly. In the future, we will continue to rely on the aptitude diagnostics of HR Consult Group AG and also use it to implement coaching and development measures for our employees."

Position: Human resources management
Company sector: Mechanical engineering
Number of employees: approx. 1000

"The potential and strengths analysis helped me to become more aware of my preferences. With it, anchor points are better set and I can make directional decisions with more certainty. Clear recommendation."

Peter Müller

"We have been working with HR Consult Group AG, in particular with Dr. Betz, since 2020 and use aptitude diagnostics primarily as part of our recruiting process to verify candidate characteristics, but also for internal personnel development. With the help of aptitude diagnostics, we have already been able to fill several positions in the long term, especially in the sales environment. Particularly noteworthy is the prompt provision of the evaluations as well as the concrete explanations by Dr. Betz. In the future, too, we will be happy to use this procedure for appropriate vacancies and look forward to further successful cooperation with Dr. Betz."

Caroline Knogler
Human Resources Manager
DENAVA AG

"The adapted Senator Personality Analysis tool used in personnel selection has inspired me because it compares the potential and strengths of the pre-selected candidate with the "best-practice profiles" of a representative comparison group. This significantly increases the accuracy of the match when filling a new position, and it also offers the candidate personal starting points for further development."

Rainer Carqueville
Management, CEO, Interim Manager, Advisory Board

"The cooperation with Mr. Mühlbauer and Mr. Zink takes place in an appreciative atmosphere. This is how I imagine a successful cooperation. I can only recommend Senator."

Wolfgang Pabst

"Was an interesting arc, 20 minutes well worth it." 

Marcus Schuster

"The cooperation with HR Consult AG is absolutely professional and empathetic! I can recommend the colleagues without reservation."

CEO
Medium-sized company
Education

"As an executive interim manager, I have to get an overview of where my team stands within a very short time in the first few days of a mandate. For some years now, I have been using the potential and strengths analysis. It's quick, transparent for participants and delivers very good results. At the end of a project, I like to take the results from the beginning, compare them and am always amazed at how exactly the assessments from the beginning fit the people. I rely on aptitude testing to assess individual coaching needs and development potential."

Ralf H. Komor
Interim Manager DDIM
KOMOR INTERIM MANAGEMENT
www.komor.de

"Implementation and evaluation documents very professional. Basically, I find the use of appropriate diagnostics in filling positions very good."

Position: Managing Director
Business sector: Consumer Goods
Number of employees: approx. 500

 

"The aptitude test was worthwhile for me because it offers a good opportunity to reflect on my own abilities and characteristics. The manageable time investment provided me with an agreement with my self-assessment in many places and revealed weaknesses and also strengths in other points that I had not perceived myself to this extent. It is a great help to recognise what you can and should pay more attention to and which factors have a motivating effect on you."

Thomas Reyer
Sales Consultant
Reyer - Supply of Services

 

Managers expect personnel consultancies to carry out aptitude diagnostics

More than half of the candidates expect aptitude diagnostics / potential analysis from personnel consultancies.

With us to the right job

Your possibilities

For yourself

Would you like to reorient yourself professionally and optimally develop your professional potential?

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 testing for your company as a safeguard in the recruitment process - Let us analyse your current situation and work out possible options.

Dr. Armin Betz will gladly take the time to show you possible paths in a detailed discussion.

Call us or book an appointment!

Complete aptitude diagnostics

Recognise 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 test gives you an insightful orientation, but is no substitute for personal career counselling.

Complete your aptitude assessment now for €189.00 and prepare for your next career step!

If you carry out the aptitude testing 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 §9 EStG.

Career counselling and potential analysis

Benefit from the experience of our advisors in a personal conversation.

  • You complete your aptitude test
  • How does aptitude testing work? Explanation of the system
  • Your results are discussed, analysed and interpreted together in a personal meeting with your advisor
  • In the process, you will receive suggestions for your next career steps: tips and advice on your professional development

Complete your aptitude assessment with individual counselling for your next career step now for € 349.00 !

If you carry out the aptitude testing 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 §9 EStG.

Interested?

If you are interested

  • to do an aptitude test themselves,
  • want to use aptitude testing to strengthen your team,
  • to be able to better assess potential new employees or
  • simply want to learn more about aptitude testing

Please contact Eva Moreira at +49 (0)871 430 888-57,
or by e-mail at e.moreira@hr-consult-group.de.

 

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