In addition to the professional qualifications, the so-called "hard facts", the "soft skills" also play an important role for sustainable staffing in the company. These are secured by scientifically based aptitude diagnostics, which is a focal point at HR Consult Group AG. But when and where did aptitude diagnostics actually begin? How has it developed?

There are many references in world history to earlier pioneers of aptitude testing. One example is ancient China. There, high-ranking public officials were selected with the help of a standardized selection procedure. Applicants had to perform five arts and also demonstrate knowledge of rites and public ceremonies. The examinations were of a very high standard, so that the proportion of applicants who were ultimately accepted was extremely low.

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Sir Francis Galton (1822-1911) from England goes down in the history of aptitude testing as one of the most important pioneers. He made a name for himself due to his versatility in various disciplines. This included differential psychology, of which Galton was a co-founder. This deals with the differences between individuals with regard to psychological characteristics and states. To this end, he developed test procedures that could record psychological characteristics. He endeavored to quantify the characteristics as accurately as possible and dealt with both intellectual abilities and personality traits. He always had his goal, the improvement of the human race, in mind.

He also developed the principle still used today of describing people by the deviation of their "measured value" from the mean value of a comparison group.

From 1884, interested parties were able to have their psychological characteristics tested by him in London. Aptitude diagnostics were characterized by basic characteristics such as observing behaviour when solving difficult tasks and recording self-image and the image of others.

The first methods of standardized personality diagnostics were developed at the beginning of the 20th century using empirical psychological approaches. This was followed by an increase in standardization and systematization. These early personality tests were mainly used to distinguish adaptable and functional people from those with deviant behavior.

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The first personality tests of American origin were intended for use in military psychological examinations or for questions in clinical psychology. To a large extent, they covered constructs of psychology. 

The first occupational procedures were developed from 1920 onwards. These were already concerned with mental characteristics. They were used to determine suitability for a particular profession or to predict professional success. The first significant procedure of this kind was developed at the Carnegie Institute of Technology in Pittsburgh. This test was based on around 1,000 questions on various professional interests, which are still used today as a source for new procedures.

The use of clinically oriented personality tests for military issues has already been successful, with tests also being developed for psychopathological disorders (pathologically altered consciousness, memory and emotional or mental life). The MMPI (Minnesota Multiphasic Personality Inventory) was specially constructed for this purpose. With the California Psychological Inventory (CPI), a procedure was finally presented that is closely based on the MMPI, but was primarily used to select managers.

Our next article in this series deals with the further course of history up to the present day.

If you have any further suggestions or questions on this topic, please feel free to contact us at the following e-mail address: k.rasthofer@senator-partners.de 

About the author

Dr. Armin Betz

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.