Due to the numerous positions in technical and engineering-specific fields, there was a need for aptitude testing that was primarily tailored to engineers.
As a result of many years of successful cooperation between HR Consult Group AG and the geva-institut, an aptitude assessment specifically for engineers has been developed: the Soft Skills Check. The geva-institut is a psychological consulting firm specializing in diagnostics and HR consulting.
This benefited from the scientific expertise of the geva-institut and the many years of experience of HR Consult Group AG.
Before the development of aptitude diagnostics for engineers, there was no test for this professional group that even came close to assessing and evaluating personal, social, and methodological skills with regard to engineering-specific characteristics. Although soft skills tests already existed in various other fields, these fragments were not specifically tailored to engineers.
For many years, HR Consult Group AG has been working closely with the geva institute, which meets all necessary quality criteria and ensures compliance with DIN standards.
This effective collaboration combines theoretical development of the procedures with expertise gained from real-life interactions with companies and candidates. This creates a solid basis for an instrument that is as accurate as possible for analyzing personal, social, and methodological skills. Even today, the testing procedures are still being further developed. Strengths are further expanded and weaknesses minimized by drawing on experience.
The soft skills check for engineers involves answering questions on the core topics of motivation, behavior, interests, leadership, educational background, and activities.
In order to be able to record the various engineering groups, the degree, age, leadership, industry, gender, hierarchy, and activity are also prerequisites for meaningful evaluations.
These offer the possibility of forming different clusters. A cluster is a collection of several profiles that are related in terms of subject matter. In addition to distinguishing between the different groups of engineers, this also requires a large number of participating engineers.
A total of more than 1,500 engineers took part in the Soft Skills Check in collaboration with VDI Nachrichten. The engineers were made aware of this through the online and print editions of VDI Nachrichten. Only after the large-scale test was it possible to form a wide variety of clusters. For example, according to gender or field of activity.
The figures above clearly show that the industry cluster indicates the areas in which engineers are employed. Engineers are predominantly needed and employed in the automotive and machinery and plant sectors. The activity cluster clearly shows that most engineers work in development. Project management ranks second.
The majority of participating engineers are between 30 and 45 years old. This is also confirmed by the hierarchy. Many of the participants work as specialists or project managers. With the help of the hierarchy cluster, various investigations can be carried out. For example, the hierarchy can be divided into specialists, project managers, department heads, and division/business managers. This division allows the development of personality traits to be identified and differentiated.
The next article in this series will not only take a closer look at the personality traits that remain consistent throughout one's entire career, but also at those traits that are responsible for a career in engineering. Do you know which personality traits need to be developed in order to have a successful career?
Image source:
Betz, Armin: Aptitude Diagnostics in Practical Use – "An Engineer Remains an Engineer," German National Library, 2015, p. 111 f., ISBN 978-3-00-052093-8
About the author
After completing his studies in 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 world-renowned premium car manufacturer, where he was responsible for product marketing for Japan and South America as well as marketing strategy for North and South America.
In 1994, he decided to become self-employed and founded a personnel consulting firm 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 complements his areas of expertise, particularly in relation to human resources and management consulting. His dissertation deals with the identification and verification of typical personality traits of engineers and the definition of areas of development for a successful career.
These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz" (Aptitude Diagnostics in Practical Use).
At the same time, he focuses on establishing networks and cooperation models as well as the continuous development of systems and processes in HR consulting.
Over the past 20 years in HR consulting, he has developed several brands that continue to operate successfully on the market today.
