[:en]Latest News & Blog [:es]Noticias recientes y blog [:pb]Notícias e blog recentes[:]

[:en]Human Figure Test[:es]Test de Machover – Evaluación Rápida de Personalidad[:pb]Teste de figura humana[:]

[:en]The human figure test for personnel selection is also called the Machover test. As its name indicates, the test is based on the drawing of a human figure. This test aims to identify significant personality traits of the subject. The test is simple for applicants to take. Although its evaluation requires trained and qualified personnel. The test applications usually occur in the personnel selection area...

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[:en]The Enneagram Test[:es]Test de Eneagrama[:pb]Teste do Eneagrama[:]

[:en]The Enneagram test is a widely used personality test. It is a test of a 144-pair forced-response approach, and the one that most closely matches the subject's preference must be selected. The product obtained from the test reflects the psychological traits of the subject's personality. The duration of the test is approximately 60 minutes. What is the Enneagram test? The test part of the supposed...

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[:en]The Raven’s Test[:es]Test Raven: evalúa inteligencia con matrices progresivas[:pb]O teste de raven[:]

[:en]The Raven's Test, also known as the Raven Progressive Matrices Test, is a widely used tool for measuring analogical reasoning, perception, and abstraction ability. It consists of 60 multiple-choice questions, whose answers allow us to analyze and evaluate the "g" factor of intelligence proposed by Spearman, referring to general mental and cognitive processes that allow us to give satisfactory answers to daily problems. It is...

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[:en]IPV Test (Sellers Personality Inventory)[:es]Test IPV: perfil de personalidad para vendedores exitosos[:pb]Teste IPV (inventário de personalidade dos vendedores)[:]

[:en]The IPV test is helpful to identify the preference of the candidates for sales. The test was developed by "The Editions of the Center of Applied Psychology" of Paris in 1977. Its use is widespread among human resources recruitment and selection staff when they are particularly interested in hiring commercial profiles. Applicants use it to get to know each other better and prepare answers and...

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[:en]Kostick Test[:es]Test Kostick – Psicotest laboral de 20 dimensiones[:pb]Tesde de Kostick[:]

[:en]The Kostick test or Perceptions and Preferences Inventory (also called PAPI for its acronym in English to refer to Perceptions and Preferences Inventory) was developed by Doctor Max Kostick to be applied in the labor sector. The Kostick test allows the analysis of the applicant in the performance of their position and obtains their psychological profile. It is estimated that approximately 10% of recruiters use...

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[:en]The Moss Test for Leaders[:es]Test Moss para líderes: instrumento clave de liderazgo y decisiones[:pb]O Teste de Moss para Líderes[:]

[:en]This psychometric test is frequently used in personnel selection processes. The test is aimed at those recruitments where the vacancy to be filled requires good performance in leadership and decision-making roles. The Moss Test is transcendental for attracting good leaders who promote the proper functioning of companies. Leadership is defined as the ability to influence others to achieve a common goal. The exercise of leadership...

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[:en]Terman-Merrill test[:es]Test de Terman-Merril: Qué es y Aplicación [:pb]Teste de Terman-Merrill[:]

[:en]The Terman-Merril test is one of the so-called IQ tests; whose purpose is to evaluate intelligence by identifying those relevant factors in the cognitive development of people. It is one of many inteligence tests available in the market (like Wonderlic )and one of the oldest in use. Development of the Terman-Merril test The Terman test was developed in 1916 by Lewis Madison Terman (American psychologist,...

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[:en]Zavic test[:es]Test Zavic – Evalúa Valores e Intereses[:pb]Teste de Zavic[:]

[:en]The Zavic Test is a psychometric test. These types of tests are relevant and increasingly popular. Two conditions are necessary for a test to be considered psychometric. It must have scientific validation in addition to offering reliable and generalizable results. The other formality refers to the analysis of the results, which must be performed, evaluated, and interpreted by qualified personnel. In this article, we will...

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[:en]The importance of the candidate’s experience in the selection processes[:es]La importancia de la experiencia del candidato en los procesos de selección[:pb]A Importância da Experiência do Candidato nos Processos Seletivos[:]

[:en]Currently, the experience of the candidates for a vacancy is a crucial element to attract talent. This experience refers to what the applicants think of the application process, their insights, and feelings in the framework of the selection process, and this factor strongly influences their decision to join or not an organization. With the advancement of information technology and telematics, social networks are an excellent...

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[:en]How to ensure diversity in selection processes[:es]Cómo asegurar diversidad en los procesos de selección[:pb]Como Assegurar a Diversidade nos Processos Seletivos[:]

[:en]Many specialists in recruitment and selection of personnel and management agree that a diverse team allows organizations to be more innovative, creative and achieve better results. Allowing and having perspectives and experiences within a team brings out new ideas to solve problems and drive creativity and innovation. That is why today many business organizations around the world are focused on increasing diversity in their hiring...

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