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Aptitude diagnostics, also personnel diagnostics, is a collective term for psychological selection processes that are used to check a fit between applicants and workplace requirements (Schuler & Hoff 2007).
The term aptitude diagnosis does not refer to a single test, but to various psychological selection process and approaches to measure workplace-related competencies, characteristics and behavioural tendencies.
The procedures are united by a common goal: The prediction of whether an applicant will be successful in a specific position. As a result, aptitude diagnosis is closely related to the concept of Potential analysis, whose aim is to make statements about individuals' development opportunities.
Definition: aptitude diagnosis
Aptitude diagnostics is the use of psychological selection processes to record a person's competencies, abilities, behavior and values in a professional context.
Where, when and why are aptitude diagnostic methods used?
Possible fields of application for aptitude diagnostic methods, including psychometric methods, include career guidance, the Staff selection And the personnel development. While it is the case with career guidance and the Staff selection In particular, it is about determining the fit between the competencies of applicants and the requirements of a job, personnel development is primarily about identifying possible discrepancies between the current competencies of employees and the existing or future requirements in a job and thus identifying training and development needs. Similar to how a medical diagnosis forms the basis for subsequent therapy, psychological aptitude diagnostics thus provides the basis for career decisions, personnel decisions and personnel development measures.
Advantage of aptitude diagnostics
Used correctly, aptitude diagnostics is an important tool for personnel selection in order to make successful personnel decisions, define employee development potential and avoid incorrect appointments.
What aptitude diagnostic procedures are there?
Without explicitly referring to it as aptitude diagnosis, you are probably already using appropriate procedures today. This is because the review of application documents can also represent an aptitude diagnostic procedure provided that it follows certain pre-defined rules. This is how she distinguishes DIN 33430, which determines the requirements for scientifically based aptitude diagnosis, a total of five aptitude diagnosis methods:
- Document analysis (e.g. review of CVs, certificates and references)
- Direct oral surveys (e.g. telephone and personal interviews)
- Behavioral monitoring and assessment (e.g. role-playing games, work samples)
- Questionnaires based on measurement theory: (e.g. personality tests, integrity tests)
- Performance tests based on measurement theory: (e.g. intelligence tests, concentration tests)
Based on measurement theory means that the tests and questionnaires are based on a scientifically based theory were constructed, which mostly comes from the field of academic psychology. In addition to scientific-theoretical foundations, the metrological basis of tests and questionnaires also includes the professional use of mathematical and statistical models and evaluation methods.
How does vocational aptitude diagnostics work?
Every scientifically based aptitude diagnosis always starts with the definition of the term “suitability.” The central central question is: Suitable for what? This is because there is no higher-level test to determine general suitability for a wide range of activities. Rather, as part of a Requirements analysis The competencies and characteristics applicants must have in order to be successful in a specific position are defined in a specific manner and as specifically as possible. Such competencies that are decisive for professional success, such as the ability to solve complex problems, empathy or adaptability, are developed in a requirement profile defined. The requirement profile thus forms the basis for scientifically based and successful aptitude diagnostics
What should aptitude diagnostic methods measure? And what's not?
Good aptitude diagnostics are characterized by the fact that all requirements specified in the requirement profile are objective, reliable and free of measurement errors (i.e. reliable) measures where the cognitive, personality-based and behavior-based characteristics defined in the requirement profile are directly related to professional success (i.e. valid are). From this definition, it is also possible to deduce what aptitude diagnostics should not or should not measure: namely all those criteria that are not directly related to professional success at work. Examples include the political or sexual orientation of applicants. In addition, the procedures used should fairly be, i.e. do not systematically discriminate against groups (e.g. on the basis of gender or nationality), and are characterized by a high level of transparency. In this context, high transparency means that applicants always know exactly why which information is being collected about them, for what purpose and for how long it is stored, and what feedback they can expect themselves based on the test results. This is also known as social validity referred to.
How can you recognize good aptitude diagnostics?
Qualitatively and scientifically based aptitude diagnostics are characterized by the fact that it uses psychometric methods that meet the previously defined requirements, i.e. measure job-related competencies objectively, reliably, validly and fairly. If this is the case, no other personnel selection criterion (e.g. testimonies, Assessment Center) is an equally reliable prediction of applicants' professional suitability. But care must be taken. Because only scientifically based aptitude diagnostic tests lead to meaningful and reliable results and Not all processes available on the market meet this requirement. Therefore, procedures should always be checked for objectivity, reliability, validity and fairness before they are incorporated into your personnel selection. While objectivity, reliability, validity and fairness are among the central quality criteria of classical test theory, ancillary quality criteria also win Economy and acceptance increasingly important and should not be neglected when selecting suitable processes and providers. Ideally, the psychometric methods used are not only scientifically based and reliably predict the professional success of applicants, but are also cost-effective, can be used with little effort for applicants and companies and are accepted and popular with applicants.
To make it easier for you to find your way around the market, we have prepared a checklist summarizes how you can recognize good aptitude diagnostics and what you should pay attention to when choosing a provider.
Case studies from practice
Deutsche Lufthansa AG provides a current practical example of the effectiveness of scientifically based aptitude diagnostics. Through the use of scientifically validated psychometric testing methods from Aivy Could a A remarkable hit rate of 96% is achieved when pre-selecting trainees — and that even before the first personal interview.
Implementing a 15-minute Online assessments The existing application process led to:
- An overall success rate of 96% for candidate suitability
- A time saving of over 100 minutes per application
- A high level of acceptance among applicants with 86% completion rate
The high predictive accuracy of the process was demonstrated by a sample of over 1,200 applicants.
Testimonials from HR managers
“We get a better look at the person and recognize their strengths. This allows us to select according to fit,” confirms Susanne Berthold Neumann, responsible for innovative young talent programs at Deutsche Lufthansa AG.
The combination of scientific background and positive candidate experience makes modern aptitude diagnostics particularly valuable for companies. More about this here...
Quality standards
When carrying out aptitude diagnostic procedures, the Scientificity of the methods used as well as the Protection of personal data in focus:
- Processing on ISO 27001-certified servers in Germany (Frankfurt am Main)
- Pseudonymized data collection to ensure anonymity
- Regular review by independent auditors (GDPR and BDSG)
As scientific spin-off of Freie Universität Berlin Aivy developed aptitude diagnostic methods that are based on DIN 33430 and have been validated in over 500,000 tests at more than 100 companies of various sizes and industries. The development is carried out in close cooperation with leading experts, including Harald Ackerschott, co-author of DIN 33430 and head of the ISO Recruitment Working Group.
Sources
- DIN German Institute for Standardization e.V. (2016). Requirements for procedures and their
- Use in job-related aptitude assessments — DIN 33430. Berlin: Beuth.
- Diagnostic and Test Board (ed.). (2018c). Competently design personnel selection. Basics and practice of aptitude diagnostics in accordance with DIN 33430. Berlin: Springer.
- Kanning, U.P. (2019). Personnel diagnostics standards. Design personnel selection professionally (2nd, revised and expanded edition). Göttingen: Hogrefe.
- Schuler, H. & Hoft, S. (2007). Diagnosis of professional aptitude and performance. In H. Schuler (ed.), textbook Organizational Psychology (pp. 289—343). Bern: Huber.
- Schuler, H. & Kanning, U.P. (2014). Textbook of personnel psychology (3rd edition). Göttingen: Hogrefe.
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