How to choose an employee with a help of psychological test

The Personality Interpreter test provides the most complete psychological characteristic of a person available for the present moment with enormous number of parameters estimated. The major part of the parameters is not included in the report for two reasons. Firstly, it is because there is no need to overload the report with some specific hardly comprehensible information that will be of no use for most people. Secondly, it is done on the grounds of ethics and law, since a lot of parameters reflect some particularly individual features. Nevertheless, in the process of finding the best applicant for the position any parameter of the test can be considered.

Initially we gave up on the idea of traditional and to a large extent outdated typical career-guidance approach. There is a wide variety of professions nowadays. Moreover, each vacancy requires some specific skills. I will make several examples.

Salesmanship trades

Among the most demanded professions nowadays there are those related to product sales, distribution of services, programs and advertising space. These professions are trade representatives, business agents, and sales managers. What are the psychological requirements for the members of these professions?

First of all, these people should have a high working capacity and patience as the saturated market makes the majority of their attempts unsuccessful. Their operation reminds of gold miners’ work. They have to sift tones of soil and sand to find a tiny grain of gold. Thus a salesman should not fall into despair even after a number of failures. In our basic report these qualities are reflected by the parameter of energy and working capacity and stability as a driving motive of behavior, which shows the inclination towards diligent systematic action.

The second requirement is determined by the fact that potential clients tired of innumerable offers are by far not always so facile and polite expressing their unwillingness to use your services. For this reason people who work in this sphere should have no strong motives related to self-judgment. Otherwise, the person can easily get into frustration, depression or simply lose interest in job. Significance of self-esteem and public appraisal correlates with the motive of “moral stimulation” that has its reflection in the report. A person with a stable and independent self-judgment would not have this parameter high.

One more important feature for the work with clients and customers is self-presentation. In this case it should be rather high, since such a person represents not only him or herself, but the company, good or service. The impression he or she makes will influence the client’s conclusions upon the value of the stated proposal.

These are general requirements for the whole variety of suchlike professions. But besides that there are some special criteria associated with a particular type of activity.

Loyalty and reliability are undoubtedly positive features. But in some cases they can disturb the operation of a salesman or trade agent. When his or her work is concerned with promotion of an accredited, safe and well-proven good, this is one thing, but when sales manager has to promote some dubious facilities and gadgets, such as slimming pills, hair growth lotions and bust increasing ointments, this is something completely different. A person pathologically honest will be unable to persuade the client of something he or she does not believe.

Trade agents and representatives contact their clients by various means. Some of them mostly work by phone; others talk to the client personally. Personal contact requires respectable appearance, while phone calls imply well-trained voice and musical ear to keep track of client’s reaction and mood with a help of slightest changes in his or her intonation. Ability to contact on the level of visual and audile perception is reflected by some special parameters that are defined by neuro-linguistic programming as representative systems. In the basic report these parameters are not represented although they are calculated by the program and can be considered upon your request.

Trades related to documentary accounting

Accountants are not the only people who deal with documentary data. A lot of spheres require dealing with it, such as enterprise stock-taking or material and componentry consumption checkup. What features should be obtained by the representative of these trades?

Operation with book-keeping and reports demands excessive accuracy, exactness and punctuality. These features are related to the motive of stability expressed in the basic report. There is no special need to have the highest rate of this parameter, but a person with the low rate will hardly be able to keep the records in good order and report in time.

One more important factor reflected in the test report by the parameter of flexibility of mind and intercourse is concerned with analytical turn of mind. This feature is necessary to understand all the requirements precisely and be able to cope with new computer programs, which you cannot do without in your accounts.

Factors of reliability and loyalty are also quite ambiguous for such an occupation. If all the documents in the company are carried on legally, you should choose the candidate with a high value of this parameter. Such a person can be relied on in his or her honesty and conscientiousness. But such a person will be unable to carry on a double-entry book-keeping as the slightest violation of the rules and laws are against his or her main life principles. In such a case you should choose an average compromise variant.

If you need a person who will crave for the career and promotion and who will be able to take your most responsible tasks, you should give preference to those candidates who have a high rate of such a factor as “competitiveness” and “leadership and initiative”. If you need a person who will busy him or herself with his own part in the team, you should look for a person with a high rate of the “collectivism” factor.

If the job is concerned with attending various authorities, the candidate should be capable of establishing contacts and relations, both business and informal. This feature relates to self-presentation, which has been already mentioned here; a motive of comfort and psychological climate.

Executive positions

Criteria of choice for finding a proper candidate for the executive position are even more so ambiguous. Besides leadership and initiative, which are necessary for any chief-manager, each particular case implies various specifications.

For a person who leads some general process, such as a whole company, the factor of competitiveness is determining. But if you manage a small local group, high rates of this parameter will prevent you from observing the rules of seniority and adjusting your actions with the superior officer.

If the leader is occupied with the same tasks as his or her people being a member of the workshop, the factor of collectivism radically gains in importance. But if the leader has the only mission to organize the process, such a factor gets less significant.

To control people who take part in any type of creative activity, a team leader should obtain a high creative potential and be the main person to suggest new ideas, otherwise it will be hard for such a leader to support his or her authority. But if you rule a well-arranged business, there is no need to obtain this feature.

There are various styles of guidance: authoritarian, administrative, informal and creative. Their effectiveness depends on the situation. Our report has the forecast of possible success for various types of activity, which enables you to find the candidate preferable for the chosen position.

Individual approach

As it has been stated before, the Personality Interpreter test offers almost boundless opportunities. If you lack information provided by the basic report or you find difficulty in choosing the criteria for the position, you can order an individual program. You should describe your requirements to the applicant in detail and list the candidate’s main tasks, conditions and specificity of the future work. We will determine the set of parameters and their optimal values that will be used by the program to select the best candidate for the position you suggest.

Or you can do it the other way. If you know a person who deals with the job successfully, you can ask him or her to take the test. The data of the person will be used as a model and the program will select those candidates whose features hit the point in the best way.

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