The Psychodiagnostics tool was used during the recruitment process of sales personnel for Allianz – SP, and after it was adjusted to match the competency profile of the company using Job Matching it was able to reliably identify potentially successful candidates. Job Matching was able to identify future sales personnel who, after only six months in the company, would achieve more than double the sales performance of candidates who attained a low percentage match with the Job Matching profile. Thus, the company has made the recruitment process more effective and ensured a lower employee turnover rate.
A nine-month-long project focusing on the selection of candidates for sales representatives in the financial sector was conducted and the results were analyzed. 147 people were hired during this selection procedure.
During the project, we managed to desigformulate an ideal profile which predicted a business person’s success rate with high reliability and validity (90%).
Candidates identified by this model as talented now earn on average of 101,222 USD in contract value per month.
Candidates whose performance potential was identified as low arrive at only 22,345 USD in contract value per month, i.e. just 22% of the contract value achieved by the “talents”.
For the purposes of candidate preselection for call centre workers, a diagnostic array comprising the following tests was designed: Concentration Test, Auditory Memory Test and Abstract Thinking Test. 348 employees took part in the trial run with the goal of validating the selected array, establishing norms, and setting a benchmark for individual position types. This trial run showed a direct correlation between the results of online psychodiagnostics and the employees’ evaluation by their superiors in practice.
A client with very specific requirements commissioned the creation of certain bespoke psychodiagnostic tests to meet their needs and to be based on their experience in employee selection. The client calculated the costs of deploying traditional diagnostics in pen and paper form to be 8 EUR for each unsuccessful candidate (including time spent with the candidate). Moreover, the performance of the candidates was disappointing and the employee turnover within the first few months was high. To meet the needs and expectations of our client, we designed a model for online psychodiagnostic development and its future operation at as low a price as possible, factoring in only the costs of technical support. The investment into this development, including a complete customisation of the portal and its adaptation to the client’s graphic standards manual, was recovered after just thirteen months of operation.
During the recruitment process for sales representative/financial consultant positions, a diagnostic array was used consisting of the Verbal Ability BASIC test, Multifactor Personality Profile and Career Compass questionnaires. This online diagnostics process was conducted prior to assessment centre evaluations. One hundred and seventeen candidates took part in the pilot run, which proved the legitimacy of online psychodiagnostics as an effective tool for candidate pre-selection before an assessment centre evaluation.
Our psychodiagnostics were used again for the recruitment of sales representatives for a banking organisation, to create a highly accurate predictive model capable of forecasting a sales rep’s results during the recruitment process. As a result, any company can focus on hiring only those sales people who exhibit excellent potential for good sales results – driven by professional psychodiagnostic intelligence.
The Multifactor Personality Profile test showed that those candidates with a higher Activity level (visible in the results in the Output Report) also exhibited a higher performance level when working as call centre operators. When validating the candidate success rate after employment, it was revealed that telephone operators who scored highly as Active in Multifactor Personality Profile deliver about 25% higher trading turnover as well as better customer satisfaction ratings. This direct correlation means that companies can make intelligence-led decisions using our psychodiagnostic arrays to hire the best-performing people.
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