CANDIDATE SELECTION 1/2 - HRM Lecture 03

now we come to a next chapter which is about candidate selection okay I mean we still have the situation where more than one more than one applicants apply for a job or an internship or whatever okay if a company has more than one candidates more than one applicants they have to make a choice okay so now we talked about how do companies do this yeah why do they do interviews how do they do interviews do they use tests if yes why what what is the difference between a good test and the worse one what is an Assessment Center all this stuff I mean it's relevant to you because you should know this not only because you are a business student you should know this because you will become a candidate too okay so these are all leading questions we will look at the entire recruiting process from the application to the top offer I will have a look at what will happen of course in the first scans the company will look at the CV of your later process you might be you might be invited to an assessment center yeah we will look at his process we look at how things change along with this process the question is now how can a company predict the future performance that's what this is this is what what selection of a candidate selection is all about predicting the future if I hire you will you perform well that's about the future and which kind of criteria are used to determine future success then a big chapter will be we'll talk about different selection methods we will talk about tests who talk about interviews who will talk about how companies use the CB we talked about Assessment Center we talked about all this difference though and at the end I want you to have really an idea about why companies do this how companies do this at the end we'll talk about three criteria which we can use to determine whether a selection method is good or bad you know there are selection methods which are ridiculous yeah where you cannot predict future things like maybe I look at your face and tell from the shape of your face whether you will perform well ridiculous validity zero objectivity zero reliability zero so I mentioned all these three people talk about these three criteria in more detail so also talk about statistics then okay so what is it all about I have a couple of applicants okay now let's imagine I'm in a lucky situation that I offer a job and you all have applied for this job I can only pick one out of you so what I need to do is I can I can say well I flip the coin or it would somehow by chance hmm congratulation now that would be that would be bad and I would like to predict the future I predict performance and and the question is now well I believe that in the future you will show a high level of performance or not if I think that you will perform very well I will hire you I hire the one where I think the performance will be the best that's what I do in the selection process one year later once I when I was I have hired you I will know whether you have performed well on that so this is the true the actual performance so we have for situation where we can end up one situation is that I say well I don't think that you will perform well so I would check you and indeed if I would have hired you performance would have been low that's great okay that was the right negative if I think well your performance will be very high and indeed once I have hired you performances is really good then we talk about it right positive ladies that's great - I made the right decision to hire you but what I would like to focus on are there are two wrong decisions one wrong decision is I based on what I have learned about you based on your CV based on tests and the interviews we did I predicted that your performance will be low so I don't hire you but if I would have hired you you would have been a star yeah so performance would have been great false negative so this was a wrong decision I have rejected the wrong one the other wrong decision is I predict that you will be a star you will really outperform but later on you end up as somebody we name warm buddy but it's warm buddy warm buddy somebody who just has died yeah still warm but rather passive yeah a warm body that's also a wrong decision which is worse the false positive false negative this one yeah because why um because this will be a blouson challenge so yeah we're gonna you're gonna suffer for shortage and challenge and which is you've already your deafness so there you can get rid of them somehow maybe after six month which is the phrasing or yeah notice period well you think this is really a missed opportunity this is a missed opportunity and this person will work somewhere else and this person will probably strengthen your competitor well here you say I can read off I can get rid of this prison okay some would say it's different someone says different in some companies it's hard to simply get rid of a person if you if you realize that you have hired the wrong person you lose time you have started gift if you start again you you you try to get rid of this person so to speak here that's in some country that's hard to be done yet you have to do you really have to do it but during that the probation period yeah probation period there you have the chance to be more easily get rid of offended but sometimes you realize after year is that was a real body so I don't know I leave it to you I don't want a mind to make a final decision what is really worse wrong decision but when we talk about candidate selection it's about increasing the right decision creating the false decision s what candidates election is all about so why do we do in talent acquisition we we fill positions okay empty positions we name this also vacancies a vacancy is a position in a company that is approved to be filled okay and then all the recruiting efforts take place just to fill a position and to put it very simply what I want you to see right from the beginning is that there is a difference between a position and the job once asked in the exam what is a job what is a job I mean everybody knows what is a job but you think that jock was chubby something I I go to in the morning go home from it in the evening and I get paid for no this is not a job what is a job a job is defined simply as a set of responsibilities all right well if you compare me with one of my colleagues maybe professor Mayer got our Dean we have the same job we have the same job but we don't have the same position all right what is a precision position is and put it simply a position is simply a box in the or chart it's located somewhere yeah most professors in Germany have the same chart because they have the same responsibilities and so a job is something qualitative something abstract it's simply about the responsibilities the tasks while a position is really allocated somewhere in an organization so a position is rather is rather quantitative so to speak at the end we have an employee on a certain position in a company with a set of responsibilities I mean that's academic stuff I want to start with this talk about some basic terms so when we start a recruiting process the first question is of course what are we looking for all right what I will the company is looking for somebody who feels a position as Key Account Manager what the hell does a Key Account Manager do what is the responsibility what are the requirements for a Key Account Manager for a SharePoint architecture evangelist Hana yeah so what companies very often do is that they start with a chopp analysis so let's talk about chop analysis for some minutes okay in a chop analysis we simply try to understand the nature of the job I think okay we are looking for a new professor what's that what is the responsibility what is good about being a professor you know you want to really understand this I mean this is an easy example but sometimes it's a little bit more more more complicated so we did two things as part of the chop analysis as you can see on the slide the first thing is we'd like try to understand the critical requirements related to a child yeah what are the required competencies somebody should have to successfully fill a position with a certain job right I mean that's clear when you look then at some job description and then to some job ads you will find these requirements listed okay but this is not the only thing beside the requirements we'll also try to look at attractive elements attractive aspects I named it yeah because nowadays in times of talent shortage we sometimes have to sell a job a company has to sell a job I mean when I tell to practioners outside to HR people I say well look at look at current job ads now you can do this as a little exercise look at current job ads you will find that the biggest part of most shop are about requirements how you need to be able to do this there's this this would be your task and the question is do you think you can fulfill this requirements do you feel that do you think that you can meet all these tasks if yes please apply and you will hardly find something written about why is this job a great job but more and more companies learn to do so and say well the first thing we have to tell the people is why is this job a great job what are the attractive aspects of this job right so in the future in the past we very much focused on requirements and in the future we also will look at attractive aspects and how do we do this on the top left hand side is like you find the critical incident I will talk about the critical incident in a minute I show you how that works that's a very important technique with regards to attractive aspects I used to look at magic moments magic moments I mean why is that you can ask somebody in any kind of job and ask him or her what are the magic moments in your job give me an example of any kind of job you like teacher okay a teacher I mean being a teacher has good sides and bad sides really yeah and but if you would ask a teacher mister teacher what is magic about your job aren't there any moments do you think well that's great that's why I love this job that's why I love to stand up in the morning doing this job do you have any idea I know from my own experience when I started learning French I had to match up with the class because I first learned German right and my teacher still has me and he made it with me into an Erica and I got a really good grade in Miami to Google and he was ecstatic yeah if you as a teacher can help people really to achieve something yeah you make these people happy yeah and that makes you proud so these are magic moments right but let's look at the requirements here I have an example of a waiter right I would take any other example I took here a waiter oh I mean here the task is to understand well what are the critical competencies somebody must demonstrate to be successful as a waiter I mean we all have ideas yeah but if you really want to understand what are the critical requirements for a waiter you must look at the critical incidents what is that a critical incident is a moment a situation a problem a challenge that is extreme right ah this is a situation where the probability to fail is very high but if you win you are great yeah that is it a significant moment let's have a look here are some examples which came to my mind I mean probably you have other ideas but when I think of a waiter I never was one maybe some of you was working as a waiter and you know it better but I thought well think about well the restaurant is crowded and guests become impatient yeah yes complain about unusual dishes a drunken group of students asks a crunk group of guests with no money in their pocket I guess is interested in minor details about a specific life what is about this point uh the cook is sick and his deputy is fully over challenged any nay this is this is a nightmare yeah and if you are strong as a waiter you can cope with that situation okay now let's look at this critical incident when we look people into this and we ask ourselves what is necessary to really cope with all this situation you will easily find out that it's about being friendly being fast being I have shown some level of resilience mm-hmm you must have deep knowledge about wine and then all the stuff you have to have a level of direction yeah I'm asleep people you must show a certain level of coolness diplomacy empathy so you can tell from all these different incidents what is required to be successful as a waiter right this is a very simple example I mean as a preparation for the exam you can think about any other job the teacher taxi driver yeah goal keeper what are the critical incidents and what do we learn from these critical incidents with regards to the requirements that's the best possible technique to understand requirements so as I've shown in the previous slide we do all this to at the end have a job description the job description that clearly shows ok this is the job these are the requirements this is great about job and so on that's simply a document and then we use this document to create a job ad maybe also to show to the employees now look this is your task so the traditional approach of human resource management is really about building all these creating all these job descriptions many companies have this now let me add one point we nowadays we know is not always good to have these kind of job descriptions ok ah we learned that many jobs change over time yeah if you look at a software developer ok a software developer must develop software bad I mean the requirements the environment the attractive aspects they change over time so once you have a job description it might be outdated already after very few years you have to understand okay when we do chop description for our jobs what what kind of chops do we have I mean think about a company like like Bosch what kind of job does does Bosch have I mean there are thousands yeah it's really very hard to identify the different types of jobs and there is one phenomenon we also see is D chopping it's a phenomenon we see nowadays in the modern world of work that people more and more create their own job I mean when I look at myself I have the same job as any other colleague at this faculty really we have the same job but what I do is to a certain extent really different from what my colleagues do because everybody defines his or her job by his talent by his own motivation preferences and so on I teach differently I do different things with the students I projects them don't I I work also beyond the university I do a lot in practice I work as a consultant the speaker author and so on and some others don't well this is this is something individual and we find this nowadays that people define that job by their own and that's great right bureaucracy if you want to have job descript descriptions for all your jobs that might lead to a certain level of bureaucracy but the most important point related to job description is that this is not my job mindset as you can see on this picture here this is a good example for this is not my child mindset and if you have a company where people always refer to the chopped description the company is a bad situation really people constantly say oh this is not my job you asked me to organize the Christmas party is that written my job description no so I don't do it if you have people like this you are in deep trouble because successful companies have people that are ready to walk a extra mile so job descriptions they bring in some clarity are useful to a certain extent especially for recruiting but job descriptions are not always a very good idea so having shown this all-around chopped analysis and shop description now let's talk about recruiting right candidate selection here is a candidate and what I want you to understand is that a candidate or an applicant is something quite complicated there are many different dimensions and the candidate has certain knowledge right the employ candidate has certain personality interests motivation competencies talents expectations towards the job towards life towards the police employees have certain attitudes they bring in some context relations to other social networks and they have certain age gender and look yeah so there are multiple facets around one single applicant and now the tasks of a company is once you have more than one applicant if you have let's say three or ten or twenty you must look at the candidate and find out okay what of all these elements are relevant for us and how can we tell our the personality knowledge the motivation confident all these stuff of different applicants to then make a decision about who is this most suitable candidate and it's complicated right so you try really to understand people try to draw a picture of people that's that's challenging so what do we do in recruiting to understand all these different things we look at certain let's say sources right can flip back and forth so if you want to understand something about the knowledge look at the education okay you want to have certain knowledge and technical fields okay look at what it the candidates study maybe you want to learn something about the personality simply look at the appearance of the person in the interview you want to learn something about the competencies of a person look at the CV what did this person do in the past you want to understand something around the talents of person we're going to talk about this topic in more detail later you want to understand the talent of a person is or her potential you look at how this person developed in the past formal development you want to understand about the the age the Chandler well look at the picture now the question of course is is that relevant can you look at the age can you look at the Chandler is that it is that allowed at least in Germany can you say I don't take this applicant because he's too old can you say I don't want this candidate because he's a man no people do it I do it but they don't say it oh that's worse now ah the rule is very simple these these these criteria must be relevant to the job right so can you can you ask somebody about his religion no you can't but if you have to fill the position of a pope you must be Catholic right no doubt about it and you want to have a model yeah female kind of female so for some jobs you must be female from some jobs you must be male for some jobs you must be young but it must be relevant to the job okay I mean this is a big chapter that relates very much to law everyone I don't want to cover this more detail okay so again we want to understand about these different dimensions so we use different sources yeah we do interview we look at at the education the CV we look at the motivation letter to understand what is what is the reason why a candidate applied on this job at our company so now let's start here are two candidates candidate number one he's an engineer he's intelligent he's a team player he's confident result-oriented ambitious and creative okay great this is candidate number two she's an engineer she's intelligent she's a team player confident result-oriented vicious creative whom should we take hmm don't say something wrong now somebody very creative young and you don't have something that people in that team so you need young ideas and take the boy okay but if I need somebody who already has a lot of experience I will take her yeah okay so the difference between the two is the age now so you can tell from the age the gender that's one point the H in the gender but that should not be relevant it depends right if somebody with a lot of experience for this job is relevant so okay okay okay but don't you think that the different attributes may feel somehow different when I look at this good person versus at this person I mean both are ambitious she's ambitious he is ambitious but hmm it feels different ambitious of a young guy something different than the being ambitious as a more something wrong mature nice-looking lady um she's an engineer he's an engineer I'm sorry yeah intelligent I'm more intelligent maybe like you the point is that when human beings try to build make a judgment about other human beings we try always unconsciously to create a holistic picture it's it's the human the person as a whole we don't look at at isolated attributes yeah we make a complete picture so it's something that relates to in psychology we name it aside zoology Gestalt psychology is that we always create a holistic picture so the point is when human beings make it judgments about human other human beings we can't be very rational by nature yeah we are not built when we can say so we are not built to be really rational really objective when we make a judgement about other people right so let's have a look at some biases and it's really important when human being makes a judgement about another human being some typical biases or pure biases that lead maybe to wrong judgments one is first impression the first impression is a very important effect I mean in earlier days let's think about when it's a couple of thousand years ago when a person walked through the wood or through the countryside and it was only country's heightened you walk there and there were not so many people on this world as today you suddenly meet somebody the first thing you had to figure out is is that person an enemy or not yeah so you you really have to make a judgement in very few seconds and you do this all the time whenever you meet somebody you meet somebody in the elevator you make a judgement yeah every moment I look into your eyes I make a judgment sorry oh the first time I came into this room you made a judgment about me yeah in very few seconds and now I fight for hours against this first impression yeah you think I'm a nice guy no I'm not first impression that's so powerful but can lead really to wrong implications right but also recency effect yeah this is the last thing I've experienced about a person that stays in my mind the last sentence somebody said the last the last observation yeah that stays in my mind yeah protection protection what is that and you have a manager who really takes care about the outfit yeah a manager who does so really looks at the outfit of the candidate yeah there's a manager or a recruiter that really tries to be supportive does any kind of sports sports is so important to these guys when they're an applicant comes in the first thing he will look at is is this person sportive or not yeah so the the attributes that that I feel are important to myself to myself is used as a reference frame to make a judgement about others right but maybe one of the most important biases is stereotyping I mean example um you tell your friend oh I have a new boyfriend Oh gray he's an Italian he's a he's from Switzerland immediately you draw different conclusions right if you like it or not but somebody from switz is a different person than somebody from Italian in terms of whatever I have a new boyfriend he's studying computer science I have a new boyfriend he study business with a focus on marketing different pictures come to our mind different attributes but that's not fair because you cannot tell you cannot connect in can draw conclusions about personal attributes just based on the nationality sorry that's not fair but we do so that's because we as human beings we try to reduce the complexity of our social environment I mean every day you made thousands hundreds of people and you must make immediate judgment about these people otherwise you would get lost so the easiest thing you can do is to categorize the social world there are male female there are all other younger there are Italians and there are Germans then and you draw conclusions about these different categories we do this we do it whether we like it or not whether it's fair or not we do this there's a very important effect of me must really take care of this contrast effect imagine yeah at the end of this class I will have a bunch of written exams now imagine I now I come to yours what you prefer that the exams which I have reviewed before are great Oh lousy you want them to be lousy and it has also lost oh my god oh my god oh my god now it comes yours might be your exam is just it's okay but I feel it's great because compared it to the previous one it's really Chinese yeah let's contrast with it yeah we adapt our expectation level and through our expectation if you have a couple of applicants coming in and they are all lousy then somebody comes through just okay we found that this candidate is great compared to the others right and then the halo effect this refers to what I already said we build we create an overall picture of person so I feel as a recruiter while this guy is great that's a great candidate you asked me about his team ability this is person a great team player team player I don't know but he's a great guy he must be a great team player even though I don't have any clue about these team abilities right this is a very typical effect so what is the message of course I want you to understand these different effects and I want you to have some own examples on these but my main message is as I already said when human beings recruiters managers HR people when human beings make a judgment about other human beings there are some bad biases that lead to wrong judgments right and that increases the risk of either hiring the wrong one or rejecting the right one okay that's why we use some methods to be more objective yeah not to not to walk into these traps okay now this is how a recruiting process looks like okay very roughly spoken at the beginning we have some applications that's really traditional perspective now at the beginning you get some applications and the first thing you do as a company is you you do pre selection you have a first look at the application file at the resume and you make a decision should we continue with this candidate yes or no it's really a yes or no decision if yes many companies do a short telephone interview or or you are invited to do to do a kind of test online yeah so a little bit an assessment yeah if you pass this you are invited to a personal interview I mean most companies do this and you sit together face face to face you talk about experiences competencies mutual expectations all these stuff if your past is many companies have a more intense step where they really look at your competencies your talents and everything which might be happened sorry in the so called Assessment Center this is really intense you spend maybe an entire day doing totally different exercises together with other people and the company tries to understand really multiple attributes about you please because all the companies I've been to they do it the other way okay this is not how it looks like in every company right this is really a very traditional the textbook style of a brooch right I know that some companies do it the other way around yeah but the point is and this is what I want you to understand is that there are some systemic changes from the beginning to the end first what do you think how much time does a recruiter take to review a resume how much time on average five minutes yeah what do you think five minutes oh that's that's less huh I heard something about seconds five seconds average okay on average so from what I know from research is it's on average about 11 seconds 11 SEC on average I've been sorry you take so much time to prepare your resume yeah and then you come to the recruiter looking at this 11 seconds how can you I mean remember all the things I just have said the complexity of a candidate the judgment biases how can a person make a judgement about another person in 11 seconds you can't you just look at some critical cues so you want to fill a position of a software developer and you have you have a candidate and you look at the CV and you know an educated experienced recruiter looks at the CV for second he sees okay this person had a great career as a gardener rechecked you know experienced recruiter can tell within seconds but there is a chance for the scan or not yeah but the point is it's not really valid it's not so bad we talk about validity later what that is but means that is it really the right decision you can't be sure at this point of time it's really it's not it's not flipping a coin it's more than this but it's it's a not very valid reliable objective method but the positive thing is looking at the resume for some seconds that does not cost much that's that's really efficient that's really so at the beginning of the recruiting process for many companies it is about efficiency yeah how many applications does a company get what do you think yeah you can't know but there is a rule of thumb the rule of some thumb says that a company gets as many applications in a year as they have employees employed right so if you have a company 2,000 employees how many applicants do the applications they get in a year say roughly 2000 is that much hmm 10 a day look at a company like like Siemens four hundred forty thousand employees half a million applicants every year these companies really try to be efficient at the beginning it's about efficiency but the more you progress in this process the more you progress the last applicants are in play the last applicants you really consider and the quality and the cost of the selection method increases yeah while here at the beginning when you look at the application it's 11 seconds but at the end assessment center that's a day in but at the assessment center you just look at a few candidates so the amount of candidates which would stay in play the decrease over the process but quality costs increase so we have some numbers here these are just roughly estimated ratios okay tells that you get ten applications so that one applicant a plea can't really pass through the first step you have to do two telephone interviews to at the end have one single candidate which you invite to a personal interview you invite five people to interview so that you invite one of these to the Assessment Center you can now calculate how many applicants you should need at the beginning to have one single applicant who takes the offer okay and that again is the problem we already talked about companies four critical positions companies don't get so many applications so that they really can select through the process so at the end they have the one single perfect candidate okay so now let's have a look at certain criteria and I have prepared a table that on two slides where I show you an overview about different selection methods okay this is a table that you should not learn by heart okay I will not ask you about the size of the circles in these different boxes but you should understand why we believe that in an Assessment Center for instance is more objective than an interview but you will be able to do this when you follow follow I put my presentation okay so let's look at some of these um we're not going to talk about resumes in more detail I mean you know what a resume is the BAL boom live albums my page or an online application that's a resume you know what that is but now we have tests we're going to talk about tests in more detail and when we look at tests we have two different major categories when category is about personality test trait test the personality with personality there is nothing good or bad personality personality is as it is yeah the other category is ability tests here you can be strong or weak right for instance cognitive ability intelligence you can be strong you can weep so we have physical ability test about you physical physical power maybe yeah while cognitive test about your your your mental capabilities are we going to talk about these different tests and how they work via graphic questionnaire that's something very simple there is one idea behind this it's it's based on a on a very simple but valid law and psychology that says the best predictor for future behavior the best predictor for future behavior is what is past behavior that's it that's because you believe that people don't change so much so if you if you want to understand how people are going to behave in the future just look at their past behavior it's a simple idea so you want to hire somebody for a sales job okay ask the person about his or her behavior and success and strategies in the past right and some companies do this by simply handing over a questionnaire and you have described things how you how you dealt with different situations in the past that's a very simple idea we gonna talk about the personal interview I mean that's the most dominant selection method I'm going to show you how interviews are structured what is the difference between a good interview and a bad interview right and we of course going to talk about Assessment Center right on the second table I have added some more selection methods for instance the reference check now our reference check what is that you simply look at a former colleague or the former supervisor or a former manager of a candidate here you have a candidate burned you want to understand more about burned it just figure out with whom burnt worked with in the past and you ask is people by law you have to candidate must allow this yeah and then you talk to the people this is simply look at the reference okay in the United States and in some other countries we have something which we call a background investigation background check so before you hire a person you check whether the CV is really valid was this person really on this high school did this person really study on this university since 9/11 it became very easy to check all these things how many years did this person spend in prison and why yeah drug abuse criminal record all this stuff you can check then a very new selection method is to Google somebody this is not written in a textbook but in practice recruiters do yeah so before they hire somebody they check what do they find and good so be careful okay are you you it's not a problem if they find pictures of you and a party or so it's I mean that's fine I think in the future it will be it will be rather a downside if you don't find pictures of somebody at a party is a way what's wrong with this guy yeah so but be careful I mean if there are pictures in the web showing you on a party yeah naked body please me on the stick don't do this please don't do this okay be careful and Big Brother is everywhere you are Big Brother you know yeah in my time we could really have parties everything was kept secret because there was nobody with a happy the smartphone cellphone making photos yeah now to be careful because everybody makes photos of everybody so I mean that's scary yeah and yeah the HR people will go to you there are heuristics but this is not really a selection method but it's still there you know it's there are managers who look at somebody told me that if he or she has if he has an applicant and he is he wants to understand more about this applicant it tries to have a look into his or her car yeah if it's messy like mine yeah you didn't get a chance yeah are you you look at some some managers say well I only want to hire people which did some sports in teams yeah if somebody was not a team player in sports so I won't hire him other this is a rule of thumb best candidates on those that were strong and sports especially in teams I mean is that valid I don't think so I happened for some managers they use this very simple rules yeah okay physiological tests then crow follow G ref ology what is that profology you look at somebody in someone's handwriting style and you town from the handwriting style about the personality is that valid can you predict future performance based on the handwriting style some say so but it's not valid from a scientific standpoint we know that the handwriting style does tell you something about a person it's not that it does not tell anything but you cannot predict future performance based on the handwriting stock okay great and games of game simulation things like like this okay so with physiological tests I mean that if you look at the shape of the face look at the shape of a body of somebody yeah and tell from the shape of the face the hair should stirrup about personality sorry some companies do this yeah and I know that there are some defenders on this so well that's really great we have some maths room to tell from physical shape about the personality sorry that's crabby so you see that there are still some methods used in practice which are valid and some are not okay so I gotta pick out some of the most relevant ones yeah and then we talk about it what's the logic behind how do they look like on this table you find different columns I don't want to refer to these columns now in more detail we're going to talk about what validity is you're going to talk about what objectivity is spread is how much all these different methods used right small circle means they are not used too much now big circle means well many companies use these maybe all companies effort is how much cost is related to the usage of certain methods you might ask where do these circles come from this is a mix of scientific insights and personal and personal estimations right so I cannot really prove the size of any circle it's just a rough estimation and again don't learn this by heart but to compare sorry alright we talked about how much does it cost to look at a resume yeah our effort was really little its small while now Assessment Center much effort you spend an entire day with the candidates that's really costly that might cost you two 3,000 euro per applicant okay but these are just rough estimation see this should give you a little bit of sense have a brat effort and so on of these different methods okay so now let's talk about personality what is personality I mean we got we all know this term right but what is that from an academic standpoint how would you define personality do you all have one yeah silly aggression I lost my personality oh my god mmm-hmm what is personality okay do you think that it could happen that in the morning I have a different personality than in evening no that does not relate to personality that is smooth that is whether your drunken on is no this is the different story personality is something very stable it's something meant is stable over years I mean if you want to meet your classmates in ten years you know what your signature experience going to be you think wow my classmate Chan now after I meet him ten years after his study he did not change still the same behavior the same sense of humor the same bad jokes he this is typical experience that you feel that people don't change you're very stable on this one this is personality personality is very stable but still what is personality yeah it's the way people handle situation any kind of situation think of a party I mean you can predict the people which you know how they going to behave on a party some will be the first on the dance floor some will be the last on the dance floors and will never ever enter the dance floor some people even don't show up at any party while others you will find out any party now so personality are behavioral patterns which are stable in which we show in certain situations okay um now there is is there's a long tradition in research about personality and it was an idea from a couple decades ago that we thought as psychologists there is something that we name personality people differ with regards to stable behavioral patterns so if it's there you want to measure this and we want to understand what are the different dimensions of personally and um to explain this I you should show you a test which is probably the most commonly used test in practice it's the so-called myers-briggs Type Indicator MBTI and I show you this because in this test you find typical dimensions which we use in personality tests the first one is probably the most prominent one extraversion in true ver there are people which are rather extroverted they're outgoing they are present yeah constantly communicate yeah they don't have any fears and approaching other people yeah they are the first on the dance floor Frank Vala introverted or other are laid-back I'm not so present now quiet I don't like parties the rather prefer to be on their own live in their own world oh the cycle no not as I mean you know people differ on this stomachs are there's the idea that people differ in a way how they they make decisions right there are people who are rather rational and in their decision they go to a - to a warehouse they want to buy a shampoo they find they are if they they are faced with with 30 different types of shampoo and they take their iPad create an excel sheet and type in all the criteria which are relevant for buying a shampoo then they compared the different types of shampoo then they calculate the right decision and after six hours they make a decision I take the shampoo this is definitely the best one for me and I can argue based on 17 criteria that's very extreme there are people who are really structured hmmm thing before the act they don't act spontaneously when they buy something they buy a digital camp they take weeks and to really understand what I'm yeah they visit how is it the quest and while others say oh I should buy a digital can take the smartphone Amazon oh there's one I like it buy some decide rather or based on what they think they decide with their brain while others decide rather based on gut feeling bow-bow joy now listen feeling yeah some are very structured in judging situations and people yeah others are much more holistic well so I just show you because this because because these are typical dimensions which we which we which we have the most important one relate which I want you to understand is the difference between extraversion introversion so what's the problem is personality tests I mean just imagine you apply for a sales position right and you know that you have to sell to go out meet people build networks convince others be present yeah and now you have to do with this personality test and you know that at the end you must the result must be that the company believes that you are extrovert because it's better to be extroverted in a sales position no sales job to correct so what would you do you probably will not answer every question the right way I want to say that you lie but try to draw a picture about yourself which is not actually you but that brings you in a better position right but those who have created those tests they were not dumped yeah so they have included some questions that measure a different dimension your tendency to draw positive picture about yourself yeah so if you are ever asked in a test a question like did you have have you ever stolen something what will you add about will you what will you answer you say please yes yeah if you say no you're a liar yeah now you come at it but it's true I've never stolen something come on never start some or if I'd be sure when I use a tram I will not be in control will you buy a ticket mm-hmm if you're asked something like this you say no because if you say yes you're sorry yeah you're either idiot or I don't know see yeah but I would I would buy a ticket because for my ethical understanding have you ever used a sink for a different purpose than it is designed for you say yes this an ability test now we're going to talk about ability aptitude competence certain skills the difference to personality is that there is a there is there is a strong end and there is a weekend well personality personality is as it is there is not that it's a good personality bad personally it makes no sense people differ and that's fine but with abilities there was a strong end and we gain now a weekend this is a test about your ability to concentrate on something a very simple test its new a key needed genius yet here was you get a booklet and some pages filled with such kind of beer designs you find peas B's DS and Q's with one two three lines above below board your task is that you check all the DS with two lines either both on top of low one on top one below all the DS only the DS with two lines yeah you have the entire popular there now there are two versions the one version is you have to complete the entire booklet and then two things are measured how fast were you and are how many failures did happen or you have a predefined period of time but say eight minutes you get the booklet and to check how far you can go and how many and how many failures you make and then you have tables but clearly indicate okay that was your speed and the number of your failures your concentration level is this this is about concentration the most the most important kind of tests in that area probably intelligence tests okay so so it just took some some examples here you will find in almost every test about intelligence ah the tasks on the right hand side so you get a sequence of numbers and you must figure out what is the next one 1 3 6 e 12 what do you do you look at the numbers you try to create a kind of theory what is theory behind this logic you apply this theory for the already existing numbers and if it works you use this theory to calculate the next number so the theory in that case might be okay you first add two then you add three then you add four then the next number is probably 10 yeah 3 5 8 13 21 now you have to create a kind of fear you have to play around in your mind apply different theories based on the existing numbers and from there if you find that this theory is valid at least for the existing numbers you apply this theory for the next number which is what theory two plus two equals slice and we add five three three three plus five equals a to the eighth is thirteen eight plus five equals thirteen so you you just add the previous number right so 34 right and at the end you're gonna have tasks which you will definitely not complete yeah so it's gonna going to be more difficult step by step but there are also other kind of tasks there is scientific evidence that people who earn more money are often not as happy than those who are less okay check please create much thesis theories explanation supporting this finding as possible oh yeah five minutes time and you'd have to come up with explanations why is this the case I mean that's it's interesting you ordered the pressure the time pressure now come up with a play or totally different sorry I said it's not true but he defended and you think it's not true that's not true yeah but there's nothing defensive okay that's intelligence so even though you don't believe in this you can't explain this what um here is a cube the transparent cube with a cable enrolled in so so this is the thank you but you look at this from a different perspective so left cue is the reference and the right one is the same cube and your patient do you look under cue from the left-hand side from the front probably nothing from behind from left from below from Tom so again what you must do in your mind is you must be able to rotate this view and you must in your mind be able to to look at the cube from a different angle and you must draw a conclusion how this cube must look like when once you look on it from a different length I mean that's a very complicated process and you might imagine you you somebody would need to to program a software that just from the picture is able to decide to do this this time you could immediately understand it's highly complicated and some people are good in this and some more words and in some chaps you really have to have this this is ability to have a three-dimensional imagination right the right one is taken from from a intelligent test version which you use for kids right it's the same same again is it if you look at this boat and the question is what is wrong with this picture and you know that okay a boat is driving from rent to this direction if this is the K and we can tell this from the water so if you try into this direction the wind comes from front yeah so these clouds and everything this is this is the smoke yeah must go into the other direction just like the flags do so I mean this is this is this something expected by children in a certain age that they can come up with such a conclusion okay whenever we talk about ability tests like this telogen tests for the D - these are really scientific tests they are really expensive and don't don't mess these up with it some tests which you might find on Facebook or in some weird journals these are really scientific tests yeah and they are created there's a lot of research behind yeah concentration tests for four employees they are also used in serious sleep psychological IQ test some people use this test like this D - I have to get my IQ measured okay you have done the led to as part of the intelligence measure okay I didn't notice okay interesting yeah right for different purposes you find tests like this if you want to become a pilot you have to do tests like this if you want to become a physician now in earlier days in Germany you had to do this method C no test so actually this this exercise this task this item is taken from the Medici notice test for people I want to study medicine okay so for different purposes for different jobs for different professional roles you can take different things so I just want to show you the typical type of items now as I said these tests are scientifically designed there is much effort behind long years of research yeah and especially intelligence tests are designed in a way that you can really tell from the overall test score how good you are so just a question to you if if you have intelligence IQ intelligence would siient of 115 is that good or bad you

Channel: Armin Trost

Views: 128,861

Rating: 4.8757515 out of 5

Keywords: Candidate Selection, Hiring Risk, Job, Position, Job Analysis, Critical Incident Technique, Job Description, Dejobbing, This-is-not-my-Job-Mindest, Applicant, Stereotyping, Primacy Effect, Halo-Effect, Recruiting Funnel, Pre-Selection, Biografic Questionnaire, Reference Check, Background Investigation, Graphology, Recruiting, Human Resource Management (Literature Subject), recruitment

Id: to0b5yZtchc

Length: 74min 1sec (4441 seconds)

Published: Sun Sep 29 2013