Psychological Evaluation

1. PSYCHOLOGICAL EVALTUATION OF THE CANDIDATES

• Psychological tests (personality tests, IQ tests, aptitudes and abilities tests: memory, attention, spatial representations, etc.)
• Aptitude questionnaires (motivation, working style, attitude towards work, towards change, etc.)

• For the complex positions of creation and decision (middle managers, top managers, project managers, etc.)
• For the basic positions with high level of responsibility (doormen, watchmen, production operators, etc.).
• For any other „key” positions in your company.

         What are the benefits?

• Psychological evaluation of the candidates is an investment that leads to risks decrease.
  For instance, think what losses may cause a doorman with „deviant behaviour”, that could have been proved through a simple psychological test.

• Psychological evaluation of the candidates leads to production growth.
  Think of the advantages you get when hiring people identified as possessing features and aptitudes that guarantee results, people oriented towards performance and self development.

2. PSYCHOLOGICAL EVALTUATION OF THE PERSONNEL/ STAFF

        Valdivia Recruitment performs psychological evaluations when hiring, during the selection process, as well as after the completion of the hiring process.
       The evaluation tools used in this case are similar to those used in psychological evaluation of the candidates: personality tests (management style, decision-making system, social orientation, will of self accomplishment, hostile attitude, honesty, sensibility, self-control, behaviour deviations, etc.), IQ tests, aptitudes and abilities tests, attitude questionnaires.
      In this case the difference is made by the purpose of the evaluation, according to which Valdivia Recruitment chooses the most suitable evaluation methods.
        

         When? / What’s the purpose of personnel’s psychological evaluation?

• Periodically:

        Aside from knowledge and abilities, professional performance also depends on each person’s personality, alongside other psychological parameters depending on the existent working environment. These parameters are activated in time, after employment, depending on the existent requirements, on company’s field of activity, on feedback, etc.
        The solution, in this case, is the periodical psychological evaluation. This evaluation allows a better understanding of the changing elements throughout employee’s development within a working environment, such as motivation, interests, goals, etc. elements that have impact on the quality of work.

• For promotion situations:

         We focus the evaluation on those psychological parameters that are relevant for the positions of management, creation and decision (management style, decision-making system, stress resistance etc.) Thus, the promotion decisions are objective, based on testing the abilities that call for performance.

• For professional training

         We aim to identify employees’ weaknesses, the areas that need to be improved in order to perform at the required level.
         In this case, the evaluation (realized through psychological tests and opinion questionnaires) is the first stage in developing the training sessions: setting out the training and development needs for the company’s staff.