Here you can find news of HR Diagnostics and further information available for download. Learn about available research participation possibilities, download our company brochures, or peruse our advertisements placed in practitioner magazines.
Contributions to the 23rd Annual Conference of SIOP, San Francisco
[ 25/03/2008 ]
HR Diagnostics will contribute to the 2008 SIOP conference in San Francisco (April 10-12) with two posters on hybrid tests and interviewing techniques and within a panel discussion on International Selection (Chair: Paul Sackett). If you would like to meet us personally, please give us a note: info@HR-Diagnostics.com.
Work sample for industrial jobs
[ 29/06/2007 ]
Technical understanding and visual mental abilities are very important for a series of jobs. Also, basic grammar and spelling knowledge and general problem solving skills are desired in those positions. The new test PRODUCTION now combines a work sample with a job-related intelligence test. Thus, a complement for the commercial work sample PROFFICE, is available and has been tested, normed and validated in the industrial sector. The conduction of all six moduls of this test takes approx. 60 minutes.
HR Diagnostics is cooperating with Global HR Research
[ 25/10/2007 ]
HR Diagnostics and Global HR Research, based in Bonita Springs (FL), are partnering to provide an integrated solution for Applicant Management, Psychological Testing and Background Checks. Various customers signed up for the joint offering within the last months of cooperation, beginning April 2007. To our knowledge, this combined offering is unique to the US market.
Work sample for industrial jobs
[ 29/06/2007 ]
Technical understanding and visual mental abilities are very important for a series of jobs. Also, basic grammar and spelling knowledge and general problem solving skills are desired in those positions. The new test PRODUCTION now combines a work sample with a job-related intelligence test. Thus, a complement for the commercial work sample PROFFICE, is available and has been tested, normed and validated in the industrial sector. The conduction of all six moduls of this test takes approx. 60 minutes.
Mental arithmetics with no means of help
[ 2007/06/23 ]
The new test CALCULATE now can assess mathematical and arithmetic skills on an easly level. CALCULATE is limited to the area of mental arithmetics, which expands the previously released test PLUSMINUS with the simple operationalization of mathematical basic skills. It is meant for applicants applying for jobs in lower level white- and blue-collar positions and for apprentices. The test asks to work through several mathematical tasks of different difficulty, applying the arithmetic operations addition, subtraction, multiplication and division, as well as simple power and radix operations. For the online-conduction, no means of help are necessary. The test takes no longer than seven minutes.
The secret of creative brains and excellent inventions
[ 2007/06/18 ]
Prof. Heinz Schuler has ben invited guest speaker at the "children's university" where he taught about human creativity. 550 kids were keenly listening what it needs to invent a new product and why a good idea is needed in the beginning. A German newspaper article that has been published in the "Stuttgarter Zeitung" (2007/06/18) can be downloaded here ( Acrobat Reader Document | 467 kB | German).
Negotiate effectively!
[ 2006/11/24 ]
Negotiations represent an omnipresent challenge in everyday professional life: They need to be conducted successfully in teams, projects, client relationships, vendor relationships, as well as with supervisors, colleagues, or applicants. Now a new instrument for the two-level assessment of negotiation skills is available: the innovative test WIN-WIN. It combines the two main approaches of personnel psychology: the trait approach and the simulation approach. WIN-WIN takes less than 40 minutes and is easy to administer on the internet-based platform Jobmatcher. Interested employers who want to objectively assess the negotiation skills of their staff and provide criterion data for an evaluation, are invited to contact skills @personalpsychologie.com for participation at a validation study.
The Founding of the Institute for Job Profiling
[ 2006/11/01 ]
HR Diagnostics AG presents a new brand: The Institute for Job Profiling. Based on the thorough assessment of an individual’s performance potential, chances of placement in the job market can be significantly increased. This is especially important because traditional hiring criteria may no longer be in the primary basis for hiring new personnel. Find out more at the German website: www.berufsprofiling.com.
The ability to pay Attention - Long-Term Concentration on the Job
[ 2006/04/28 ]
The ability to maintain concentration and alertness over a longer period of time are vital prerequisites for most i tasks involving important details. It is particularly important, for all sorting and inspection tasks. The new long-term concentration and attentiveness scale, ATTENTION, assesses this ability using two indicators: 1) performance quantity and 2) performance quality. The text of the test can be customized according to the industry and/or relevant tasks in order to select the best applicants.
Liquid Technology as Contribution to Test Security
[ 2006/04/20 ]
A new technology that makes a major contribution to test security has been introduced at Jobmatcher. The questions presented to each candidate are drawn from a large item pool based on question difficulty and test reliability criteria. This new approach guarantees that each applicant's results can be compared with one another even though there were differences in the questions they each answered. This new technology is already available on several of our tests.
Enhanced Workflow for multiple Job/Location Combinations
[ 2006/04/14 ]
Jobmatcher in its standard configuration (M) now supports the routing of applicants to specific jobs available at specific locations. Thus, the applicant can apply for multiple jobs at multiple locations simultaneously. The Jobmatcher recruiter software automatically routes incoming applications according to defined sorting criteria and forwards them into virtual folders. A sophisticated folder management system allows the sharing and moving of candidates to other folders or location – without requiring the applicant to apply a second time.
Core Self Evaluations
[ 2006/04/02 ]
Self-confidence and the belief in one's own aptitudes are of special importance in positions requiring customer and team interactions or with leadership responsibilities. The test CONFIDENCE! assesses achievement-oriented self-esteem with just twelve items. The relevance of the test is obvious to the applicant because all the questions are job relevant.
TAKE5 – Assesses personality in a job context
[ 2005/12/22 ]
In addition to abilities and skills, personality characteristics of your employees represent a central factor for the prediction of job performance and the morale of your work teams. In recent years the Five-Factor-model of personality has been shown to be valid way to describe the main dimensions of human personality. The factors "Emotional Stability", "Extraversion", "Openness for Experience", "Agreeableness", and "Conscientiousness" promise to provide a broad and general distinction between job applicants. Many studies have shown that the "Big Five" are stable both across cultures and during an individual's life-span. Gender differences are known to be small. TAKE5 differs from other such tests because it consists of work related questions only and takes no longer than 8-10 minutes.
Job profiling with Jobmatcher
[ 2005/11/11 ]
In answering the question "which applicant fits which job?", conventional aptitude testing and assessment have limits. Our professional placement assessment combined with job matching represents a new solution that goes beyond these limits. A broad assessment of individual characteristics provides a summary of individual performance profiles which can be compared and matched with a database of pre-defined job profiles. Thus, the way placements are done is changing. To place an applicant, education and professional experiences are not as important as the abilities, skills and interests of the applicant. With Jobmatcher, we support companies in placing employees in both internal and external job markets. Jobmatcher similarly offers solutions for personnel service agencies, placement officers, public authorities, outplacement projects and in general all instances in which the aim is to fit employees to new jobs or areas.
Ensure long-term employment of highly talented people
[ 2005/11/11 ]
Do some of your applicants fail to connect with the right person at your company? Jobmatcher provides the possibility to store and retrieve the application files. Find your top candidates at any time on the basis of relevant test results and other criteria such as education, language skills or geographical location. With its integrated communication platform Jobmatcher you keep contact with your most talented applicants (we call that "talent care").
One of Germany’s mind-leaders
[ 2005/10/10 ]
The September issue of the German HR magazine PERSONALmagazin introduces the 40 people considered the best in the human resource field. We are pleased that our scientific director professor Heinz Schuler has been re-elected a member of this illustrious circle, as he is one of the leading scientists in business psychology around the world.
Computer Aided Telephone Interviewing
[ 2005/07/12 ]
A telephone interview is a cost-effective way to gather preliminary information on an applicant. HR Diagnostics now offers the Multimodal Telephone Interview (MMI®-CATI) in an online form. Not only are all the interviewer instructions, interview questions, and behaviorally anchored rating scales (BARS) included here, but also the statistical formulas and scoring norms. Recruiters can use this efficient tool for conducting and evaluating their telephone interviews. The responses of the applicant are scored directly on the BARS during the call. Then, immediately after finishing the interview the full results can be viewed online. Jobmatcher saves the interview results in a central database, where they can be attached to any information (tests, interactive tools, data from an application form) collected on the applicant. All those data can be objectively integrated for the final selection decision.
Applicant portal for multi-stage selection process
[ 2005/07/10 ]
In the multi-stage selection process available from the Jobmatcher standard configuration (M), at the beginning of the selection process a "new applicant web site" can be used (application blank). Job applicants get access to the web-based interface and file an application form. They also have the opportunity to upload any relevant digital document (e. g., a resume).In our applicant tracking system, the recruiter can view the posted application and the attached documents for every applicant.
Jobmatcher "Self-Service Portal (SSP)" replaces the original S-Entry
[ 2005/06/26 ]
In its original form (S-entry) Jobmatcher was used for one-step applicant testing in a supervised setting. In order to provide a flexible solution for this situation, the Self-Service Portal (SSP) is now on the internet. The hiring manager now has the opportunity to logon to a web site and generate new applicant login codes. Test results can be tracked and reviewed any time. Current customers of the "S"-entry solution can upgrade their account and get this convenient solution for free.
Website information expanded with new add-ons
[ 2005/06/22 ]
You can find an expanded range of downloads and information in our NEWS & DOWNLOADS section. In the section PUBLICATIONS section we regularly release magazine articles that we have published. Also, you may now view ADVERTISEMENTS PLACED in recent practitioner magazines.
Successful participation at SIOP Conference 2005
[ 2005/05/05 ]
For the first time in its history, HR Diagnostics was a sponsor of the 2005 SIOP Conference in Los Angeles. The Chinese version of our Jobmatcher product was among the top requested tools by practitioners and researchers. Another highlight at SIOP, the world's largest and most important conference for industrial and organizational psychology, was the opportunity to discuss new developments and advances in the field with internationally renowned researchers.
Representative Office USA opened
[ 2005/05/01 ]
Now, U.S. customers and interested individuals can contact HR Diagnostics in its local U.S. office. Our New York office is available week days from 8:30 am to 5:30 pm.
Jobmatcher available in Polish
[ 2004/12/28 ]
In a collaborative research project by Prof. Dr. Andrzej Sekowski ,the Chair of Personnel Psychology at the Catholic University of Lublin (KUL) and the Chair of Psychology at the University of Hohenheim, the application platform of Jobmatcher has been translated in Polish. Other of our tests are also available in Polish. These translations resulted from joint international research projects by Prof. Dr. Heinz Schuler (University of Hohenheim) and Prof. Dr. George C. Thornton (Colorado State University). They investigated the construct equivalence of professional achievement motivation across several nations and cultures. In this project,data are collected simultaneously in German, US-English, Hebraic, Polish, Chinese, and Indonesian languages. Jobmatcher represented an important data collection tool in this project. Our customers can benefit from this project sponsored by HR Diagnostics, in both having foreign language tests and software versions and the enrichment of the professional literature with important research findings.
Advance in test protection: individual test version for each applicant
[ 2004/10/18 ]
An update of Jobmatcher now guarantees the best-possible test protection of online tests taken remotely. Our solution involves selecting questions from a large pool of similar questions and presenting them in a random order. This foils any attempt to copy the questions, since the questions each applicant gets are unique. Jobmatcher randomly draws a number of questions from a pre-defined question pool that assess the desired traits (e. g. language skills) and generates a test version for the applicant. Each individual test is of the same length and contains questions of the same difficulty and producing the same reliable results. Thus, each random test meets all requirements concerning validity and reliability.
Applicant self-registration
[ 2004/10/05 ]
With Jobmatcher, applicants now have the opportunity to self-register when applying at a company. Thus, the first contact with the applicants is automated and the whole process of recording applicant data is to the responsibility of the applicant. With this solution, you benefit from several efficiencies. The self-registration can be linked with an application form that gathers key information on the applicant. Applicants that fail to meet the basic criteria for the open jobs are filtered out.
Application blanks for automated pre-selection
[ 2004/10/05 ]
Flexible and adjustable application forms have been integrated in the Jobmatcher system since its first release. Using a new technology, this tool now also can be used for eased automation of (pre-)selection decisions. Besides the recording of relevant applicant information and biographical data, it now matches applicants to pre-defined selection criteria. For instance, it can be used to rank applicants according to academic results over several years of school. Applicants who meet your criteria will be invited to the next level (i. e. a pre-selection test). During the process, other data and variables can be integrated into the selection decision. For instance, university graduates who apply for a trainee program at a company might need to show some language skills or international experience.
Jobmatcher available in English
[ 2004/10/03 ]
The application, recruiter, and test administration platforms of Jobmatcher are available in English. With this translation, Jobmatcher is now available for international or multilingual projects in English speaking countries. We offer several of our tests in Polish, Chinese, and English. This opens the market of international applicants to your company.