Homepage Logipass Articles

8 m Career and study guidance To carry out comprehensive computerized occupational guidance, it is customary to start with a preference questionnaire, such as Holland, Strong, or other developments based on one.
A preferences questionnaire aims to determine what attracts and interests you. A preference questionnaire is essential, but more is needed. The next step is to find out what your skills and personality are and whether they are indeed suitable for those occupations. This combination of your preferences, on the one hand, and mental skills, abilities, and personality profile, on the other hand, was traditionally done with the help of a consultant.
Logipass's occupational guidance is done through a unique and advanced computerized system that allows examinees to go through all the stages of occupational counseling online and, ultimately, a detailed recommendation for each of the professions chosen according to your preference questionnaire results.
Read 5 m On the connection between intention to study and cognitive skills
Read 15 m 12/2022 Adaptive test VS random test in psychotechnical tests A system where the items are randomly pulled from different versions is already a professional and technological challenge on a completely different level. The number of participants in the Survey must be massive. The investment in QA, professional aspects (psychologists), and the technical team (programmers) is costly compared to a single-version system; however long it may be. Nevertheless, to our understanding, this is the best way to provide a complete and durable solution to the issue of copying/studying and 'burning' the test details.
Read 6 m (1959) A Theory of Vocational Choice. Holland, J. L. The understanding that we are all unique and possess different personality characteristics brings with it the search for adaptations of other areas in our lives to these characteristics in general and the choice of a profession in particular. Even before computers entered our lives, to find the ideal job, it was customary to use books or written guides to get information about the available professions. However, following the transition to a computerized database, the available information on the work market is more extensive, allowing easier access and higher relevance, but at the same time can be confusing. Therefore, in recent years, emphasis has been placed on choosing the best professional match between the qualities of candidates and the growing diversity of the work market.
Read 4 m IQ Test Many psychologists made the first attempts to describe and measure IQ in the 19th century. In 1905, Alfred Bina and Théodore Simon, two French psychologists, first presented an IQ test for children, which was designed to divide them into classes in order to fit them with a curriculum based on the assumption that intelligence should be measured through tasks that require logic and problem solving and not by perceptual skills. Bina established the term "mental age" - the "intellectual" age (measured by the test and the ability to answer and complete tasks) was compared to the child's chronological age to assess the level of his intellectual development.
Read 5 m 12/2021 Predictive validity VS criteria validity Many years ago, somewhere in 2008, when I took my first steps in developing a system for diagnosing candidates via the Internet, I asked Dr. Meirav Hami, then a young psychologist who had recently graduated and was recruited by me, to develop a skills test system called Logi (logic) Pass (Passes): 1. What is validity? 2. What does it mean? 3. Why aren't HR managers excited and keep asking about its validity? To be honest, I didn't understand. Up until that moment, my thought process was such: Let's say we have a math test. If it turns out that those who succeed in it are indeed better than the others in math - hallelujah, we have validity! But no, this is called 'criteria validity,' and it created quite a bit of confusion for me.
Read 2 m From crisis to opportunity Life is full of surprises, crises, and opportunities. Undoubtedly, we are in the midst of change, and changes can and should be responded to quickly. Sometimes it is the difference between being or ceasing. Many managers and human resources professionals we have met over the years are enthusiastic and understand the product's benefits. Yet, despite this, sometimes they fear change and the consequences involved. A change in the recruitment processes, the introduction of a new system, and the initial effort required sometimes prevent our clients from daring to make the change, despite the clear benefits for them.
Read 4 m Office design and personality
Read 3 m Silence of the employees When reviewing literature regarding employee involvement in the organization, the employee's "voice" is always treated as a possibility given or not given by the management. The question arises, will an employee want to make his voice heard? What importance does he attach to making his voice heard as a basis for teamwork?
Read 4 m Winds of Change in the Recruitment World A new word entered the Oxford dictionary this year, "ghosting", or "disappearing employees". Ghosting describes a situation in which a candidate who is in the middle of the hiring process, and even a candidate who has already been hired, cuts off all communication with the organization without any explanation regarding his disappearance.
Read 3 m Workplace crime and deviance Most of the time, when we hear the word "delinquent", we imagine a big man, a thug, with an evil look on his face... However, few people think that "delinquency" in the workplace involves ordinary people like you and me. The definition of delinquency in the workplace refers to behaviors made by choice by the organization's employees that violate agreed norms, ethics, or fundamental laws and threaten the well-being of the organization and/or its inhabitants.
Read 4 m Personality dimensions
Read 5 m Whose lying during interviews The job interview process is risky for both the interviewer and the interviewee. On the interviewer's part, choosing the right person for the position will affect not only the work itself but also the entire company in many aspects - expanding organizational intelligence, productivity, company branding in the eyes of potential candidates, and the social climate.
Read 4 m A 50% reduction in the recruitment time of new employees
Read 3 m employability
Read 9 m Personality and skills link
Read 3 m The BIG5
Read 3 m Give meaning to dedicated employees
Read 5 m Teamwork
Read 5 m Organizational intellect
Read 5 m Competition and gender in workplaces
Read 4 m Employee retention
Read 8 m 06/2021 Discriminatory prerequisites tender
Read 4 m LogiPass personality exams
Read 15 m The future smartphones psychology and Gen-Z
Read 10 m Integrity exams lecture
Read 2 m First impression
Read 1 m Relations and job hunting
Read 12 m Online employee screening
Read 4 m Candidate Screening
Read 2 m What is LogiPass How does Logipass solve the problem? Logipass provides HR with an available and inexpensive tool that allows to reverse the order of things and transfer the psychometric test to the beginning of the process, even before the candidates are invited for an interview at the organization, in this way, the number of candidates who will start the screening process will decrease by more than 50%.
Read 3 m LogiPass skills exam Today it is possible to test the skills and/or personality of job candidates via the Internet and not at a psychotechnical institute, the cost of an online psychotechnical test is much lower than the cost of a full test at a screening institute, and it serves as an efficient, quick and economical screening tool for the employer.
Read 10 m Theoretical review of personality tests
Read 6 m Personality inventories aren't good enough
Read 15 m Validity of selection methods in HR
Read 10 m Leadership and personality In the 21st century, management positions are expected to increase, multiply, and form a more significant part of the labor market than in previous years. In contrast to the beginning of the 20th century, where you could find a handful of managers in a factory with hundreds of employees, today, organizations are becoming "flatter" in their hierarchical structure, middle levels in management are expanding, working in a matrix structure allows and requires senior employees to become temporary team managers or project managers, Etc.
Read 3 m Behind the scenes of aptitude tests
Read 5 m Fluid and Crystallized Intelligence
Read 3 m Integrity testing What is integrity? In its simplest definition, integrity is the ability to tell the truth. Its meaning is not to justify a situation or reverse its meaning to justify the individual's behavior. The meaning of the word is to face and tell the whole truth, regardless of the extent to which this truth is good or bad for the person who says it. Integrity, honesty, and reliability are all synonyms for adhering to the principles and values of morality and ethics.
Read 3 m Integrity exam For several decades, organizations have shown a growing interest in screening job candidates who may exhibit problematic behaviors at work (counterproductive work behaviors - CWB).
Read 6 m 05/2024 Related articles
Read