Acquisition of information by means of psychological and other specific methods of testing offers interesting hints on the applicant’s qualifications and potentials. In our opinion, however, test results can never be assessed on their own.

In conjunction with internal and external measures of recruiting and personnel development, these test scores only represent auxiliary information for the development of a holistic profile of a candidate. The hiring company and ISG then create a target profile which will encompass all psychological and specialist requirements concerning the position to be filled. On the basis of this profile and using a specific combination of various methods, we only quantify those determining factors that are relevant to and associated with the job requirements.

In addition, a general proficiency test allows us to survey cognitive skills (intelligence of speech, grasp of arithmetic, logical-analytical intellectual power, retentive memory, two- and three-dimensional power of imagination) as well as the ability to focus (quality and quantity of leadership under time pressure); furthermore, we develop specific proficiency tests to examine skills such as basic commercial and administrative abilities, spelling, accountancy, command of foreign languages, etc.

As a matter of course, we offer jointly developed made-to-measure proficiency tests to specifically determine skills required in such areas as IT and telecommunications, controlling, payroll accounting, foreign languages, etc.