![]() ![]() The results, through the indicators, show the recruiter parts of their personality. Role scales determine how you lead, detail, plan, control your emotions and pace yourself. The needs scales determine the desire to influence, attract attention, give opinions, interact, among others. Likewise, the notion of the role is presented, which is an important conception that adds an interesting professional dimension to the result. The scales are organized by a group of factors and represented by a letter. ![]() The results are plotted on a pie chart made up of 22 scales (needs or roles scales), while the scales are divided into seven character traits that show specific personality traits. ![]() When completed, the Kostick test offers results that determine the professional personality based on the questions raised. The interpretation of the test is laborious and requires a lot of work. In this way, it can obtain information about the potential that the employees could develop within their position in the organization. Another advantage is that the test can also be applied to get a clearer picture of the employees who are on the company’s regular payroll. Like other similar tests, the Kostick test can be applied collectively or individually. The test does not use specific or technical vocabulary and stands out for its simplicity. ![]() It can be applied from the age of 16 and analyzes the person’s behavior in the workplace. The selector can propose up to 126 statements to choose or qualify. The test takes approximately twenty minutes. The objectives of the Kostick test are identifying the defects and qualities of the applicant as well as the specific traits of their personality in order to validate their profile both at the time of hiring or for their internal development. Recently, a third version or variant has emerged, derived from the first two and specifically applied to more advanced problems. The other version has the purpose of evaluating on a scale of seven values an affirmation related to the work or professional environment. One of these versions is based on selecting one of the two statements that best describes the applicant, although both statements are not always related. The test evolved while retaining its basic structure. It is estimated that approximately 10% of recruiters use this test. The Kostick test allows the analysis of the applicant in the performance of their position and obtains their psychological profile. The Kostick test or Perceptions and Preferences Inventory (also called PAPI for its acronym in English to refer to Perceptions and Preferences Inventory) was developed by Doctor Max Kostick to be applied in the labor sector. ![]()
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