The Work-related Personality questionnaire is partially based on the Big Five theory. The factors of the Work-related Personality questionnaire differ from those of the Big Five because the Work-related Personality questionnaire was specifically designed for practical application in advice and selection processes that are part of Human Resources Management. We are often asked to outline the relationship between the Work-related Personality questionnaire and the Big Five, and I am happy to do so.
It is always a good idea to test a candidate’s intellectual ability, particularly when the job in question requires a certain amount of brainpower. But why? And if we do so, which tests should we use? And even more important, where do we draw the line?
I’d like to run you through three cases that illustrate the strategic importance of intelligence tests at three companies. You will better understand how intelligence works after reading this article – and hopefully apply intelligence testing during selection processes.