Knowing one's own strengths precisely and having concrete ideas about where one's career should go - for many job seekers, this is often more of a wish than a reality. In order to work out the candidate's strengths and weaknesses, wishes and perspectives individually together with the candidate, personnel consultancies offer so-called aptitude diagnostics for such cases.

The current survey by HR Consult Group AG on the topic of "personnel consultations", to which more than 10,000 participants responded, examined, among other things, how candidates evaluate such aptitude diagnostic procedures.

More than half of the respondents are interested in aptitude diagnostics

The majority (56 percent) stated that they are interested in aptitude diagnostic procedures. For 32 percent of the respondents, this topic is less interesting, only 12 percent feel uncomfortable with such tests.

This tendency is confirmed in the detailed examination of the evaluation. The results, broken down by age of the respondents, show that the younger target group (17-30 years) shows the greatest interest in aptitude diagnostics with 60 percent. This is closely followed by the middle age group (31-45 years) with a share of 58 percent and the age group 45+ with 54 percent. The greatest scepticism towards aptitude testing is shown by the 45+ generation with 15 per cent, followed by the middle age group (11 per cent) and the young age group (8 per cent).

If one breaks down the participants according to the amount of the desired salary, the candidates who have a salary expectation of 150,000 euros and more have the greatest interest with 89 percent. The group with the lowest salary expectations of 30,000 to 45,000 euros follows at a considerable distance with 60 percent. The group with a desired salary of 45,000 to 75,000 euros (14 per cent) showed the greatest rejection of aptitude diagnostics procedures.

"Aptitude diagnostics is a great thing for job seekers. No matter whether you are a career starter or someone who wants to reorientate themselves professionally - the results of the diagnostics help to work out the candidate's individual strengths and thus identify the best career opportunities. My many years of experience as a personnel consultant show that these procedures not only increase the chances of success in the end, but also save time and spare nerves," reports Mr Daniel Fertl, personnel consultant at Personal Total. 

About the author

Dr Armin Betz

After graduating as an automotive engineer and industrial engineer, he began his career in the automotive industry in the areas of sales, development and marketing and also spent a year in Japan with one of the largest automotive suppliers.

He then moved to a world-renowned premium car manufacturer, where he was responsible for product marketing in Japan and South America and marketing strategy in North and South America.

In 1994 he decided to become self-employed and founded a personnel consultancy in Munich, where he has been driving development and expansion for over 20 years. As managing director, his industry focus is naturally on the automotive world as well as mechanical and plant engineering.

With his doctorate in the field of aptitude diagnostics, he ideally rounds off his fields of competence, especially with regard to personnel and management consultancy. The dissertation deals with the identification and proof of typical personality traits of engineers as well as the definition of development areas for a successful professional career.

These are scientifically derived and presented in the book "Eignungsdiagnostik im Praxiseinsatz".

At the same time, his focus is on building networks and cooperation models as well as the continuous further development of systems and processes in HR consulting.

Within the last 20 years in personnel consulting, he has developed several brands that are still successful on the market today.

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