The selection process is not just about how to recognize the leadership potential of employees, but also about the employee’s personality. The intuitive personal impression that an employee gives in a personnel interview is often not sufficient for this.
Bochum Inventory for Job-Related Personality Assessment
Here I work, among other things, with the Bochum Inventory for Job-Related Personality Assessment (BIP), a multidimensional, fully standardized personality inventory that includes self and external descriptions. The aim of the BIP is to record a person’s self-image in a standardized way with regard to relevant personal characteristics that are needed in professional life.
Field of application and target group
The BIP can be used in various contexts for example, in coaching measures, personnel development measures, selection processes or for personal location determination. It can be distinguished from other personality tests primarily on the basis of its explicit occupational reference, whereby the standardization of the test is also carried out on employed persons.
The aim here is a holistic evaluation of specialists and managers in order to make personnel selection decisions as well as to recognize potentials and to develop these through suitable personnel development measures.
Authors: R. Hossiep & M. Paschen
Publisher, place and year of publication: Hogrefe, Göttingen, 2003 (2nd edition)
The main areas of the BIP test
Performance, creative and leadership motivation
Individuals with high scores on the Performance Motivation Scale place high demands on their own performance. They are prepared to make a strong commitment to the pursuit of their goals and strive to continuously improve their own work.
People with high scores on the Shaping Motivation Scale have a strong desire to shape things through their work. They are motivated to eliminate grievances and try to implement their own ideas.
Emotional stability, resilience and self-confidence.
People with high emotional stability react calmly in the face of difficulties and do not get discouraged. They get over problems and failures quickly.
High scores on the Resilience Scale are interpreted to mean that individuals are resistant to stress and still feel able to perform under pressure. In addition, they react resiliently even under high stress.
Individuals who score high on the Self-Confidence Scale are confident in social interactions and have little concern about the impression they leave on others. They remain calm in situations where there is an evaluation of themselves.
Sensitivity, Openness to Contacts, Sociability, Team Orientation and Assertiveness.
Individuals who score high on the Sensitivity Scale have a good sense for the moods of others and can reliably assess their own effect on others. They can also easily adapt to different social situations.
High scores on the Openness to Contacts Scale characterize people who approach other people and can establish contacts easily. They have a variety of relationships and contacts and enjoy getting together with other people.
Individuals with high scores on Sociability Scale approach other people in a friendly and considerate manner and value harmony in their interactions with others. They also have a high willingness to adapt to different people.
Typical characteristics of people with a high score for the Team Orientation Scale are willing to work in a team and willing to accept and share team decisions. In addition, these individuals seek collaboration and interaction with others.
Individuals with high values on the Assertiveness Scale like to assert their ideas and represent their views emphatically. In disputes, they maintain the upper hand.
Conscientiousness, flexibility and action orientation
Individuals with high scores on the Conscientiousness Scale adhere very reliably to agreements, have a greater tendency to perfectionism and are very careful when completing tasks.
With high values on the Flexibility Scale, individuals increasingly exhibit the following characteristics: they adapt easily to new situations, can tolerate ambiguous situations well, and are able to adapt methods and procedures quickly to changing conditions.
Individuals with high values for the Action Orientation Scale begin to implement decisions immediately after they have been made, proceed in a very goal-oriented manner, and do not allow distractions and difficulties to interfere with the execution of work.