Miracle so called „bespoked tests“

In history  of personalistics approcimately 20 years ago, first non psychology tests occured. Moreover these tests were not comming from east part of the world but from the oposite one -America. As a result it became trustworthy and undoubted. It was considered to be great, proven, professional, all saying. Young, unexperienced personnels who start to use it, were so enthusiastic about it in comparison with the elder ones who did not know what they should have thought about it and whether to use it. Moreover because of poor knowledge of english they were not able to undertand the manuals.

The truth is that the majority of this material was succesuful just owing to the fact that it was new and international companies destributing these tests were really good at marketing and selling techniques. A few of customers were interested in information value and whether the results are not more harmful then useful. And whether their origin is not the reason to doubt about its corectness. Even though it is evident  that different cultures need deffirent type of tests, to measure different parametres, to make them suitable for different social values and socialy prefered competences. It is quite surprising that nobody was wondering about the situation in asian companies with the specific corporal culture where czech applicants were tested by personal, standardized questionaire for american employees. The fact that the superiors were not satisfied with the selection is not necessary to emphasis. The outcome of the diagnostics was excelent, unfortunately the real performance was not.

Over time,  the young excited personnels got experienced personnel managers, It was discovered that loads of diagnostics methods are attractive but it disn‘t not work. So the personnel managers started to seek for the possibilities and started to educated themselves in this field. As a result new diagnostics tools have occured – standardized for czech population.  There was marvelous impact on their work immediately. Their forecasts were corresponding to the applicants performances.

Novadays the requirements of personnels to use tailored made tests and questionaires are more a more common.  It is very precise method which takes in consideration not only competences for the position but also specific of the workplace, field of business, kind of education of applicants, possibilities of reons etc. Its creation is very demanding in time and profesionality of the author. But then their accurance and  information value in extremely high/big. Moreover they can be used by less experienced personnels who have been hired recently. The only disadvantage of this methodologie is that it is not possible to use this tests in another company without any trouble. The accuracy is redused by different corporal culture,  different requirements for similar job posicion and the other parametres which seems to be unimportant.

Tailored made tests are propably completing one of the stages in the developement of personnel management. Teoretical knowledge are more and more implemented into the practical situations  and  make this field proffesional.

Mgr. Jaroslava Ester Evangelu, Ph.D.

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