Students selection process on the basis of Objective Personality Tests Margarete Litzenberger & Daniela Haiden Students selection process on the basis of Objective Personality Tests selection strategy empirical analysis conclusion selection strategy empirical analysis conclusion Qualifying procedure of the University of Applied Science analysis of the educational and occupational career University of Applied Science assessment centre (group task) interview psychological examination Centre of Testing and Consulting selection strategy empirical analysis conclusion Qualification requirements cognitive requirements: social requirements: intellectual capacity team spirit knowledge about the social field communicational skills social competences emotional requirements: assertiveness emotional competences nonpsychological requirements: „personality“ motivational requirements: achievement motivation occupational career specialised occupational experience selection strategy empirical analysis conclusion Qualification requirements for the Assessment centre tasks cognitive requirements: social requirements: intellectual capacity team spirit knowledge about the social field communicational skills social competences emotional requirements: assertiveness emotional competences nonpsychological requirements: „personality“ motivational requirements: achievement motivation occupational career specialised occupational experience selection strategy empirical analysis conclusion Qualification requirements for the Psychological examination cognitive requirements: social requirements: intellectual capacity team spirit knowledge about the social field communicational skills social competences emotional requirements: assertiveness emotional competences nonpsychological requirements: „personality“ motivational requirements: achievement motivation occupational career specialised occupational experience selection strategy empirical analysis conclusion Assessment centre tasks at the University of Applied Science Statement (written statement to a newspaper article with social-political background) verbal competences Group task (reaching consensus in a group about the major characteristics of a social worker) social competences assertiveness team spirit Interview occupational career specialised occupational experience selection strategy empirical analysis conclusion Psychological examination LAsO - Learning Appliance – systematically Organize (Fill Giordano & Litzenberger, 2005) Attitude towards Work (Kubinger & Ebenhöh, 1996) „Comparing surfaces“ und „ Coding symbols “ LEVE-E – Test of reading comprehension for adults (Proyer, WagnerMenghin & Grafinger, 2005) SOWI – Test of knowledge for social worker (Litzenberger, 2001) LEWITE – Test of lexical knowledge (Wagner-Menghin, 2005) Version 15 (everyday knowledge) und 16 (specialized knowledge) BAcO-D – Stress-resistance Assessment – computerised Objective Personality Tests – German Version (Ortner, Kubinger, Schrott, Radinger & Litzenberger, in prep.) „Hindrance of scheduled course of action “ and „Task collision“ selection strategy empirical analysis conclusion Objective Personality Tests/ Multifunctional Tests Attitude towards Work: Working style BAcO-D: achievement motivation stress resistance at the hindrance to the scheduled course of action frustration tolerance stress resistance at task collision self appraisal LEWITE: LAsO: memory (short-term-/middle-term) everyday knowledge learning style self appraisal numerical processing capacity specialized knowledge Selection strategy selection strategy empirical analysis conclusion usual strategy: 1. assessment centre suitability: yes! 2. psychological examination admission! Students selection process on the basis of Objective Personality Tests selection strategy empirical analysis conclusion selection strategy empirical analysis conclusion 1. Questions Do potentially qualified applicants fall victim to premature elimination? 2. Do the different methods measure similar constructs? 3. Would the exclusive use of an assessment centre or a psychological examination come to a similar result? Selection strategy selection strategy empirical analysis conclusion usual strategy: 1. assessment centre suitability: yes! 2. psychological examination admission! evaluation strategy: 1. assessment centre all applicants female= 89, male =30 between the ages of 19-53 2. psychological examination admission (as usual strategy)! selection strategy empirical analysis conclusion Do potentially qualified applicants fall victim to premature elimination? Æ Only 6% of the applicants seem to be suitable according to the psychological examination, but would be prematurely eliminated due to the result of the assessment centre. selection strategy empirical analysis conclusion Comparison for the assumption of a preselection by psychological examination and the best 40 from the assessment centre Æ Only 6% of the applicants would be prematurely eliminated, if the preselection would be done with the psychological examination. Do the different methods measure similar constructs? selection strategy empirical analysis conclusion Would the exclusive use of an assessment centre or a psychological examination come to a similar result? Æ About half of the 40 best applicants from the assessment centre, do not fulfil the requirements of the psychological examination – and vice versa. Students selection process on the basis of Objective Personality Tests selection strategy empirical analysis conclusion selection strategy empirical analysis conclusion Conclusion Maintain the multimethodical approach! Maintain the sequential strategy! Recommended preselection rate for the AC: 65 % Thank you for your attention! Mag. Dr. Margarete Litzenberger Department of Developmental Psychology and Psychological Assessment with The Centre of Testing and Consulting Faculty of Psychology University of Vienna Liebiggasse 5 A-1010 Vienna : +43/1-4277-47855 Fax.:+43/1-4277-47905 [email protected]
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