With the help of aptitude diagnostic procedures, the individual strengths of a candidate can be precisely determined and the future career path can be optimally aligned with them. Job seekers are often unaware of exactly where their skills and abilities lie and may not even be looking for the perfect job for them. Job profile matching can open up completely new ideas and perspectives here.
More than 10,00 participants took part in a survey conducted by HR Consult Group AG with the aim of capturing current opinions on the service and image of recruitment consultancies. Among other things, the survey examined how well aptitude assessment procedures and, in particular, suggestions for suitable job profiles are received by candidates.
Just under a third of candidates are prepared to spend money on aptitude testing.
At 31 percent, just under a third of survey participants are prepared to pay for a professional profile recommendation. Almost one in four of those surveyed would spend up to 49 euros on a job profile recommendation, while 7 percent would even invest up to 89 euros. For more than a third, however, even 49 euros would be too expensive. At 32 percent, just under a third of respondents are not interested in this consulting service at all.
If the amount of the desired salary is taken into account in the answers, it becomes clear that the higher the amount stated, the less the cost factor plays a role. Candidates with a salary expectation of 150,000 euros and more form the largest group for both the "max. 49 euros" and "max. 89 euros" answers. Accordingly, this group cast the fewest votes for the answer "too expensive". Candidates with the lowest desired salary of 30,000 to 45,000 euros form the largest group for the answer "too expensive". However, a look at the distribution of shares for the answer "max. 49 euros" shows a similarly high demand for all desired salary groups. In other words, the need for a professional profile recommendation is not directly related to the desired salary, but rather to the price of the service.
However, one thing is quite clear: as salary expectations increase, interest in this consulting service decreases. This is certainly due to the fact that candidates with higher salary expectations have been in the job market for longer and therefore have the relevant professional experience. As a rule, they already know where their own strengths lie and in which positions they can best utilize them.
"Job profile matching is particularly helpful for candidates who are still unsure about where their professional journey should take them. But people who want to completely reorient themselves thematically - i.e. venture a career change - also benefit greatly from this analysis. It provides security during the orientation phase and ultimately also helps with the actual job search. Because only those who know what they are actually looking for will ultimately find a job that really suits them," explains Mr. Matthias Barhainski, 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.
