Test scoring for the HR sector
Select the right candidates quickly and easily
Reports are one of the key benefits of psychological tests from SCHUHFRIED. Many years’ experience have enabled us to design the scoring system so that you get the results in the precise form that you need.
For professional drivers, sales, management, service and office positions
These reports from SCHUHFRIED give HR decision-makers a new recruitment tool that goes far beyond the usual scoring systems of ability and personality tests.
Their succinct text and graphics provide a clear summary of complex test results and make them easy to understand. They not only describe the candidate’s test results but also interpret them. An overall evaluation of the candidate (FIT score) shows at a glance how well he or she is suited to the post.
Another advantage: the test results are supplemented by interview guidelines and an onboarding plan. This improves the efficiency of the recruitment process and the objectivity and quality of personnel selection.
Each report is available in three versions: one for the recruiter, one for senior management and one for the candidate.
The report explains the dimensions tested and describes how the respondent scored on each one. Examples illustrate the significance of the dimensions. The Report is provided as a template and can be adapted as required in Microsoft Word®. For some tests the template is supplied in already finished form.
The SCHUHFRIED standard in test scoring
The results are available as soon as testing has finished. They are presented clearly in the form of a table and a diagram (the “profile”). A summary of specific aspects of the test results, such as working time, provides additional details.
The table lists the results and relates them to the scores of a comparison group (norms). In the profile the colored highlighting shows you at a glance which test results are average, which above average and which below average. You can transfer the profile into Microsoft Office© documents using Copy - Paste.
Profiling and ranking function
As well as considering a respondent’s individual results, it is also possible to compare the respondent with a job profile (“profiling”) or with other respondents (“ranking”).
Profiling and ranking are based on the so-called FIT score. This figure summarizes the individual results in a single score; it greatly simplifies interpretation of the tests, so that the result can be taken in at a glance and easily compared.
Another advantage of the FIT score is the fact that it takes account of compensation options: if the respondent makes up for a weak score on one ability or personality characteristic by strong scores on others, this has a positive impact on the FIT score.
Profiling involves defining a target profile, which specifies the ideal levels of ability and personality traits for the job in question. The FIT score calculated from the test results indicates the level of match between the ideal profile and the respondent’s actual profile.
A number of tested candidates can be compared using the automated ranking function. The ranking can take account not only of test results but also of biographical details, professional experience, school and university grades or job interview results.