Personnel diagnostics identify measurable differences between your employees within your company, on the basis of which you can make well-founded personnel decisions. It draws on methods and research findings from psychology. These methods have a much higher predictive accuracy than intuition and professional experience. This allows for better assessment of your candidates and employees, and ensures that your personnel decisions are secure. In this way, you save time and money.

Personnel diagnostics provides you with a valid mix of methods to guarantee the highest level of certainty in personnel selection. This includes:

Analysis of application documents

Psychometric procedures

Structured interviews

Assessment centers

Work samples

Employee surveys

Psychometrics is a branch of psychology that deals with the theory of psychological measurement.

Psychometric methods are routine procedures used to examine specific traits, such as personality characteristics like conscientiousness, sociability, etc. During the measurement process, individuals are assigned numerical values under standardized conditions. This includes data collection, analysis, and interpretation.

The truth about hire and fire: "Young man, we hire people because of their knowledge and experience, but we fire them because of their personality.” (Nußbaum & Neumann, 1995).

Compared to knowledge and experience, experts in HR agree that the personality of candidates and employees is having an increasingly greater impact on success. As a result, personality traits are becoming more prominent in job advertisements.

Why is this the case?

When you think of employees who have disappointed you: Was it more about their technical skills, or was it their personality traits that led to limitations or counterproductive behaviors? HR experts agree: In most cases, it’s the personality. Knowledge alone is no longer a source of power in our modern society. Knowledge has become widely available and is easier to acquire than in the past. The same applies to experience. However, personality can only be changed with significant resources and continuous development, compared to acquiring knowledge. Moreover, personality can only be transformed in the medium to long term with a strong intrinsic motivation. At the same time, personality has the greatest impact on professional success. This is why the factor of personality is so important.

Psychometrische Persönlichkeitsverfahren haben für Ihre Personalarbeit einen großen Nutzen. Es ist wichtig Persönlichkeitsverfahren nicht als alleinige Entscheidungsgrundlage einzusetzen, sondern durch einen Methodenmix die Prognosesicherheit für beruflichen Erfolg zu erhöhen. Wir empfehlen Ihnen deshalb psychometrische Persönlichkeitsverfahren in Kombination mit Rollenspielen, strukturierten Interviews in Ihrer Personalarbeit zu verwenden, um den gesamten personaldiagnostischen Prozess zu optimieren.

Of course, scientifically-based methods are not immune to distortion. However, they are significantly less susceptible to manipulation compared to alternative methods that are demonstrably more prone to bias. A study by Hogan, Barrett, and Hogan (2007) found that "faking good" (distorting responses in a positive direction) occurred in only about 5% of participants in a selection situation when using psychometric methods.

The MPPI-18 is a psychometric personality assessment that makes your employees' personal strengths visible and thus usable. It allows qualifications in the personality domain to be quantified, i.e., measurable numerically. This means that you can compare candidates against each other. As a result, you can specifically integrate personality into the selection process as well as in the later development of your employees.

The MPPI-18 meets the high standards of personnel diagnostics and offers significantly more diagnostic possibilities than many other methods. The MPPI-18 takes approximately 30 minutes to complete, is processed online, and can therefore be designed flexibly in terms of time and location.

Employees learn more about their own potential and can tap into previously unused strengths. They also discover how to optimize their strengths. In this way, they can "strengthen their strengths."

The employees receive neutral feedback and are appreciatively informed about what they are already doing particularly well. Knowing their own strengths boosts their confidence to do more of what is already working well!

Employees gain insights that will also be helpful for their personal future. They are also given the opportunity to reflect on, analyze, and evaluate their current professional situation.

Leaders receive personalized support in their role as managers, along with actionable recommendations to effectively foster their employees’ development. This enables optimal utilization of potential.

The recommendations provide objectivity, allowing leaders to accurately assess employee potential.

The work environment demonstrably improves, as employees feel better understood and personally supported, while leaders can respond more effectively to their needs. Additionally, leaders gain insights into which employees may be at risk of burnout and can provide targeted support.

Durch den Einsatz des MPPI-18 werden Mitarbeiter eingestellt, die zum Unternehmen, zur Position und zum Team passen. Fehlbesetzungen können minimiert werden. Ressourcen (Einarbeitung durch Kollegen) können geschont und Kosten gespart werden.

Die Karriereplanung orientiert sich an den Potenzialen der Mitarbeiter. So können die Mitarbeiter gezielt gefördert und unterstützt werden und Karrieren werden planbar. Entwicklungspläne legen fest, in welchen Bereichen Trainings- und Coachingbedarf besteht und wie dieser Bedarf zu erfüllen ist. Durch gezielte Karriereplanung und Förderung binden sich die Mitarbeiter stärker an das Unternehmen, weil sie sich mehr mit ihrer Position identifizieren und ihre Potenziale entfalten können.

Your employees are the most valuable asset of your company, as they drive its success. Companies that understand their employees' potential can foster strengths-based development. By using the MPPI-18 method, you gain precise predictions about your employees' development opportunities. Your recruitment process becomes more efficient and tailored, free from biases such as personal preferences or sympathies. This ensures your company remains sustainably competitive.

Additionally, you can better compare your employees' personality traits, assess their suitability for specific roles, and guide their development based on their unique characteristics and potential. By implementing targeted training programs, your employees will face market challenges professionally, confidently, and competently, securing your company's success.

No, quite the opposite. The objectivity of personnel decisions is actually increased. Decisions are no longer made based on "gut feeling" or arbitrarily. This improves fairness and objectivity in hiring decisions, allowing candidates to showcase their personal strengths.

The MPPI-18 procedure can be conducted online. The process takes approximately 30 minutes. Upon completion of the procedure, participants are usually given the opportunity to download their personal results report as a PDF. It is important that the procedure is carried out without interruption to ensure the scientific validity of the results.

To use the procedure, it is necessary to enable JavaScript in your browser settings. The procedure is supported by the browsers Mozilla Firefox (from version 3.6), Microsoft Internet Explorer (from version 8, version 7 with limitations), Google Chrome (from version 11), and Safari (from version 5).

In general, you should note that there are no good or bad trait characteristics in the profiles. The dimension descriptions are purely descriptive, meaning no judgment is made. About two-thirds of the population falls within the middle range of 4 to 7, approximately one-sixth of the population falls between 1 and 3, and around one-sixth of the population falls between 8 and 10. People with very high or very low scores may polarize. Those with values in the predominantly average range are often perceived as more adaptable.

Some personality traits are relatively stable, while others are dependent on the current situation, significant experiences, or specific life events. This is shown by recent studies on the change of personality traits. For example, if our professional or personal situation changes, it also impacts our personality. Personality can also be developed through coaching or training.

Personality assessments are based on statistically calculated values derived from large groups of people. A method is only as good as its user. A diagnostician must engage with the specific case and consider the complexity of the individual. Statistical statements should never be the sole basis for personnel decisions. A method is always just a reference point, much like a map. The overall picture is what matters. Therefore, the training, expertise, and competence of the diagnostician are the critical quality features.

In an evaluation discussion, the personal strengths and weaknesses of your employees are worked out in relation to basic job requirements, with the goal of creating specific development measures (coaching, training, and further education programs). Based on a self-image/feedback comparison, recommendations are made regarding the suitability and development areas of your employees. This way, we can guarantee the highest possible predictive accuracy for your employees and determine their actual development needs.

This process is carried out by experienced and certified experts from the KHD Group, whose guidance and feedback will provide valuable insights for your employees.

The MPPI-18 is highly effective as an employer branding tool. The detailed and personalized feedback demonstrates appreciation for your employees. This feedback provides valuable insights for them in any case. It also enhances the objectivity of your personnel decisions, fostering a high level of acceptance among your employees.

Personality assessments provide insights into how your employees perceive themselves in professional situations. The information is limited to their self-image. Comprehensive data protection regulations and the confidentiality of the users ensure the protection of your participants.