“It's a funny thing about life – if you refuse to accept anything but the best, you very often get it.“ (W. Somerset Maugham)
Intelligence tests, concentration tests, specific proficiency tests and occupational personality tests provide various approaches. Assessment Centres offer a combination of different test models; however, they involve a considerable amount of time and expense and, therefore, are seldom used by medium-sized businesses.
There is a debate about the value of cognitive intelligence tests because the social and emotional skills, which are just as important when it comes to achieving success, are not taken into consideration. It is surprising how rarely employers use case studies and role-playing during which applicants must demonstrate their expertise and skills under realistic conditions.
BEITRAINING uses and teaches the ACES© Test which provides employers with information on how applicants assess themselves and their own personalities. The main advantage is that the applicant’s behaviour and personal preferences are not considered, since there is no good or bad ACES© profile. Certain profiles fit certain jobs better than others and therefore chances that an employee with certain specific profiles will work successfully and effectively at certain tasks are greater.
The ACES© profile can never be the sole criterion when it comes to making the final decision but it can be used very effectively to break through the traditional approach to job interviews. Applicants usually prepare answers to the standard questions on personal strengths and weaknesses. Frequently during the interview, these answers do not reflect the applicant’s true personality and capabilities.
An ACES© profile can open up the conversation and offer the possibility of speaking about expectations, strengths and weaknesses from a new perspective.
You can learn more about the details and background of the ACES© profile in Module 1 of the BEI training programme LYT (Leading Your Team©).