The psychometric instruments we use have been developed and validated under the scientific supervision of Prof. Dr. Heinz Schuler. Prof. Schuler is internationally renowned as an outstanding expert in the field of personnel psychology. In Europe, he is one of the most often cited experts in the professional literature. Among his most well known monographs and edited textbooks are: "Psychologische Personalauswahl" (Psychological Personnel Selection), "Lehrbuch der Personalpsychologie" (Personnel Psychology), "Lehrbuch der Organisationspsychologie" (Organizational Psychology), "Das Einstellungsinterview" (The Job Interview). As founding editor of the research journal "Zeitschrift fuer Personalpsychologie" (German Journal of Personnel Psychology), Prof. Schuler has significantly shaped the field of personnel psychology research.
All tests and instruments integrated in Jobmatcher are developed in accordance with the highest quality standards and equal opportunity regulations.
The flexible technology of Jobmatcher allows company-specific norming of all tests you use. This gives you a customized normative sample based on your applicants. We routinely provide norms for various job- and target-groups that can be used until company-specific norms have been collected and calculated. Our software contains comprehensive and user-friendly features for the development of company-specific validation of our selection tools. This includes automated export of data for analyses with current statistical software packages.
Our system’s platform employs state-of-the-art IT technolog. The system facilitates both single and multiple-hurdle selection processes. They consist of information sheets, application blanks, surveys, online tests, and offline tests and can include the results of interactive assessment data that you enter. Such data can be derived from an assessment center, a role playing, a group discussion, a work sample, or an interview, etc. The content of each selection step in Jobmatcher can be flexibly configured. The online tests are programmed in HTML and Java which allow a multitude of different test formats to be implemented. Since Jobmatcher does not require any specific internet browser format or commercial plug-ins, our technology is superior to systems on the market that require these plug-ins. Jobmatcher avoids dependence on a single software producer or possible troubles with firewalls or browsers. The system is compatible with other HR-systems via XML-interface, e. g. SAP or Peoplesoft. Besides XML we also support the new HR-XML standard.
  |
Sample application blank |
For mass hires, a system that uses automated processes for applicant tracking is very useful. But in association with qualified methods of personnel selection, all technological and human resource management needs can be addressed in one single system. Applicant tracking systems that only use formal rules and information from application blanks and paper applications do not guarantee a reliable and valid pre-selection decision: while those data sources usually have validities of about r=.18-.20, the hit-rate for the application of appropriate psychometric pre-selection tools can be increased up to r=.50. This increased correlation corresponds to sextupling the diagnostic utility. The joining of internet-based personnel selection tools and a highly efficient applicant tracking system provides the opportunity to assess the job aptitude of a large numbers of applicants in an economical and efficient way. This strategy assures that bad hiring decisions and turnover can be minimized.
Large companies with a high volume of applicants can profit from this integrated solution in two ways: first, it provides an efficient applicant tracking system. Second, selection accuracy is improved by the application of the system. Even small companies can profit from the benefits that come with the online-application. The use of online testing for the (pre-)selection of applicants opens up applicant markets that may not have been available to the company before. Online testing also reduces travel and other related hiring expenses. Finally, online testing is very convenient both for applicants and employer: an assessment can be conducted independent of the company's normal business hours. This results in optimized base rates and selection rates.
Finally, online recruitment and testing has an ecological impact, too. Imagine, how many paper-based resumes and corresponding waste paper could be saved annually if all employers would use e-recruitment technologies. E-recruitment is not only about speeding up the recruitment pipeline and increasing psychometric validity, it is about environmental protection, too.
Web-based personnel selection provides an opportunity for the applicant to decide on his or her level of interest based on detailed information about the specific job requirements posted on the web site. The matching of job applicants with open positions based on their aptitudes is completely objective and can be fully automated if desired. Applicant test results are either sent out automatically right after testing, or when prompted by the hiring manager.
The psychometric quality of the selection instruments used is of vital importance in an online-based pre-selection program. The decision whether or not an applicant is to be invited to the next selection step is based on the first assessment result. If the testing system is faulty, the best qualified candidates might be lost to the market without noticing (e. g. in case of recruiting applicants ranked 3-10 of the top ten). Therefore, online tests at HR Diagnostics are routinely held to higher standards of quality than tests of other presentation formats (e. g. paper-and-pencil tests or interactive tests).
The stability of the scoring serves and the accuracy of the data base is also critical. Additionally, the personnel selection tools need to be protected so that applicants are discouraged from "cheating". Finally, the online program must be able to verify that the applicant is who he says he is. To aid with this, our system uses a multiple-hurdle-test approach and protocol.