Knowing exactly what your strengths are and having concrete ideas about where you want to go professionally - for many job seekers, this is often more of a wish than a reality. In order to work with candidates to identify their individual strengths and weaknesses, wishes and prospects, HR consultancies offer so-called aptitude diagnostics for such cases.
The latest survey by HR Consult Group AG on the subject of "Personnel consultancies", in which more than 10,000 participants responded, examined, among other things, how candidates evaluate such suitability diagnostic procedures.
More than half of those surveyed are interested in aptitude testing
The majority (56 percent) stated that they were interested in aptitude tests. For 32 percent of respondents, this topic is less interesting, while only 12 percent feel uncomfortable with such tests.
This trend is confirmed in the detailed analysis of the evaluation. The results, broken down by the age of the respondents, show that the younger target group (17-30 years) shows the greatest interest in aptitude diagnostics at 60 percent. This is closely followed by the middle age group (31-45 years) with a share of 58 percent and the 45+ age group with 54 percent. The 45+ generation is the most skeptical about aptitude diagnostics at 15 percent, followed by the middle age group (11 percent) and the young age group (8 percent).
If you break down the participants according to the amount of the desired salary, the candidates with a salary expectation of 150,000 euros or more have the greatest interest at 89 percent. The group with the lowest salary expectations of EUR 30,000 to 45,000 followed at a considerable distance behind with 60 percent. The group with a desired salary of 45,000 to 75,000 euros (14 percent) showed the greatest rejection of aptitude assessment procedures.
"Aptitude diagnostics are a great thing for job seekers. Regardless of whether you're a career starter or someone who wants to reorient themselves professionally - the results of the diagnostics help to work out the candidate's individual strengths and thus identify the best career opportunities. My many years of experience as a personnel consultant show that these procedures not only increase the chances of success, but also save time and spare nerves," reports Mr. Daniel Fertl, personnel consultant at SENATOR.
About the author
After studying automotive engineering and industrial engineering, he began his professional career in the automotive industry in the areas of sales, development and marketing and also spent a year in Japan with one of the largest automotive suppliers.
He then moved to a globally renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and for marketing strategy in North and South America.
In 1994, he decided to become self-employed and founded a personnel consultancy in Munich, where he has been driving development and expansion for over 20 years. As Managing Director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.
His doctorate in the field of aptitude diagnostics ideally rounds off his areas of expertise, particularly with regard to personnel and management consulting. The dissertation deals with the identification and verification of typical personality traits of engineers as well as the definition of development areas for a successful professional career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz".
At the same time, his focus is on the development of networks and cooperation models as well as the continuous further development of systems and processes in personnel consulting.
Over the last 20 years in personnel consulting, he has developed several brands that are still operating successfully on the market today.
