Competence, Experience or Psychological Suitability?

The majority of principals looking for new officers for their company are actuated by the experience and the respective degree obtained by the candidate. If the company has no far-reaching prospects of its existence and development, these criteria of choice appear to be optimal. However, if the administrator has more general plans, psychological features of the employees and their ability to adapt for the team, to develop along with the company and extend their fields of activity become the most important issue.

The missing competence can be gained by attending special courses or self-education, while the deficiency of experience can be supplied in the process. But if a person has no psychological features necessary for a particular kind of activity, neither experience nor education will help. If you have neither voice nor ear for music, there is no conservatory that will make you an opera singer.

It was not a long while ago when there were popular the so-called “leadership training schools”. There was an opinion that leadership and initiative can be taught the same way you can be taught, let us say, typewriting. Of course, the respective courses can help you to familiarize yourself with new methods of management, but creativity is a psychological rather than professional feature. If the person does not have one, no courses can help him or her to obtain it. Thus, when you are dealing with the problem of choice looking for an initiative team-leader or a skilled worker, the first thing you should concern is their psychological features and not just a degree.

A question of loyalty and reliability of an employee is also very important. When you hire an experienced specialist it is always useful to know what reasons were for him or her to quit the previous position. There is a chance that his or her ambitions are many times higher than his or her competence or it was the person’s proneness to conflict that would not allow him or her to feather in the previous office.

Moreover, there is a question of optimal motivation and means to influence on every single officer. If this question is disregarded, the worker will start to look for a new better paid or more suitable working place as soon as he or she gains the experience and knowledge.

Even the most qualified and experienced recruiting manager cannot estimate one’s professional suitability and all the more so one’s psychological features during a short job interview. For this matter there have been used various psychological tests for more than half a century. Some of them, e.g. MMPI, take a long time and require a specialist’s interpretation. Simple tests are not so good because of their low veracity and small informational content and are easy to cheat. There are companies that offer individual psychological consultations for the applicants, but in the most cases it is rather expensive, takes time and can be applied only when you hesitate between several applicants for a highly chargeable occupation. All these problems were the reason to start the research of a principally new psychological approach in this sphere.

However, the problem still remains unsolved. Nowadays, when you can put up a help-wanted advertisement not only in newspapers but in the Internet also, the amount of applicants increases drastically. It will take you a very long time to have a talk with every applicant and to test him or her with a help of your office computer. Moreover, the major part of time you spend on this issue will be spent in vain on people absolutely non-conforming.

Our company offers you a crucially diverse solution. Applicants can register and take the test at our site on their own using any computer on-line they have access to, at home, working place, postal office or a computer club. An employer can view the results of the testing in a simple form comprehensible even for an amateur. This gives you an opportunity to choose the applicants according to any criteria including those introduced by the employer him or herself. Moreover, an employer can choose any reliable person of the present company’s staff to take the test and serve as a reference for future estimations. The program will select the candidates according to their degree of matching with the model testing results.

The program we use at this site was developed on the basis of an exclusive Personality Interpreter technique, which is able to give you the most complete, in-depth and authentic personality analysis available today. It is hardly possible to cheat such a program, but its use in the sphere of recruiting management creates neither ethical nor law problems, since its initial data deeply concerned with person’s privacy remains strictly confidential. The report given to the employer contains only those features of a person that bear a direct relation to his or her supposed occupation.

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