Personality Assessment

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.

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for a non-binding initial meeting, a quotation, or any further questions.