Aptitude measurement is first and foremost science. There are simply not more than 12 meaningful aptitude indicators. Making these measurable requires significant effort. Thousands of subjects and hundreds of thousands of calculations demand high costs.
The times when either thumb or foot of the measurer served as the basis of measurement are long gone. We opted for science. And science has binding laws.
"Make measurable that which is measurable!" This credo of Galileo Galilei inspired a group of certified psychologists from Munich to do just that with job-related achievement criteria in 1964. This team of scientists worked on the development of a psychological measurement procedure for many years, under the strict supervision of mentor Professor Gustav Lienert. The result was the beginning of what we now call Jobfidence®.
The Jobfidence® measurement procedure has been designed along strict scientific principles with data from approximately 21,000 subjects serving as a basis. Since 1964, the measurement procedure has been regularly and thoroughly scrutinised, revised and standardised.
The usefulness of every measurement procedure depends on whether it fulfils required quality criteria. These are objectivity, reliability, validity, economy and utility. With Jobfidence® you are guaranteed security.
The measurement results must be independent of the administrator. This is the reason Jobfidence® operates by the book, with automatic timers, standardised administration and evaluation instructions and binding rules of interpretation. Compliance with these rules is guaranteed by schooling, training and direct monitoring. Therefore: The Jobfidence® measurement procedure practically excludes subjective influence.
The results should be unaffected by the candidates form on the particular day or other coincidental factors. The measurement accuracy (reliability) is proven by specific statistical methods (e.g. comparing repeated measurements or calculating internal consistency). Recognised scientific measuring procedures have a reliability of at least r = 0.70 (correlation-coefficient). For the 6 Jobfidence® measurement areas the reliability scores lie between 0.80 and 0.85.
Since 1964 we have placed the Jobfidence® measurement procedure under repeated scrutiny. Comparisons between prognoses and actual professional success or between extreme groups are the recognised validation methods. The results speak for themselves. In relation to the number of scientific investigations conducted as well as the heights of the resulting validity indicators measured, Jobfidence® regularly gets top scores.
The measurement areas analysed by Jobfidence® are demonstrably relevant for professional success in differing positions. Jobfidence® distinguishes itself by its great utility because this combination of professional key qualifications is not analysed by any other procedure.
Internal revisions of the procedure at intervals of three years are just as matter of course as the external checks by academic research at universities and colleges. Item and population characteristics, correlation matrices, etc. are saved in a databank and each can be retraced 10 years.
The exclusively licensed test administrators commit themselves to participation in regular schoolings and specialist conventions. Audits, checks of scoring accuracy and participatory observations guarantee high quality.
Successful recruitment and efficient personnel development.
A scientfic instrument proven in practice.