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Implementation of the Zulliger Test as a Projective Test in the Recruitment Process at France
- 1. Implementation of the Zulliger Test as a Projective Test in the Recruitment Process at France July, 2nd 2015 “Seminar of Human Talent with Global Perspective” IEMI Paris, France Psic. Pilar Carolina Contreras Milián
- 2. Ethics Organizational and cultural guidelines Recruitment Process •To choose the best candidate to fill a vacancy in the organization. Main Objective Tools and strategies Elements that define the steps on the recruitment process:
- 3. Strategies and Tools. Mexico and France Recruitment Process Mexico Takes about 31 days France Takes about 80 days InternationalSurvey “times of recruitment process” (Grant Thornton, 2013). Francecover lettler
- 4. Evaluation Process Used of Projective Psychometric Tests Cleaver Myers Briggs Terman Man in the rain Graphology Rorschach Test ZULLIGER TEST PAPI Myers Briggs GRAPHOLOGY Graphology belongs to projective tests because through the graphic forms, human beings project aspects of their personality (Páez 2011). Term Projection Sainz and Gorospe refer that a person is "reflected" or "projected itself" in a demonstration of it´s personality through which the experiences are projected (cited by Ceballos and Solis, 2004).
- 5. Zulliger Test Provide information about: Response styles Affective operations Cognitive operations Motivations, perceptions and concerns about the interpersonal world trends Styles of reaction Hermann Rorschach Rorschach Test CREATOR Hans Zulliger Zulliger Test Angélica Zdunic Zulliger Test 1942, 1948
- 6. Action Plan Implementation of the use of the Zulliger test in recruitment process in France as a complementary test that helps to have more information of the applicant objectively.
- 7. Personality traits that measures Graphology Personality traits that measures Zulliger Test These characteristics are measured both, in steady states and transient states. Emotional instinct Emotionality operations and affectivity Response styles Mental instinct Cognitive operations Empathy, teamwork, integration How tends to unfold with others Impulsiveness, Trends to react of a subject Degree of conventionality. Discipline, tenacity, perseverance Discipline, tenacity, perseverance Motivations, perceptions and concerns about the interpersonal world Values and emotional intelligence Self-perception Honesty Honesty Advantages
- 8. Recomendations • Develop the study of Zulliger Test. Argentina and Mexico are already working on the application and research of it. • An expert to apply and review the test. • French companies give the opportunity to introduce the organizational psychologist into the company. • Consider internal evaluations.
- 9. Proposal • Considering individual differences. • Objective evaluations.Human • Shorter and accurate recruitment process. • Reduce the margin of error on selection. Administrative
- 10. Thank you for your attention… Psic. Pilar Carolina Contreras Milián
- 11. References • Ceballos, L. y Solis, S. (2004). Propuesta de Parámetros Referenciales para la Utilización del Test de Zulliger Individual en Selección de Personal. (Tesis de Licenciatura, Universidad de Chile). Recuperado de: http://www.tesis.uchile.cl/handle/2250/106395 • Grant Thornton. (2013). Los países que no pierden el tiempo en los procesos de selección de personal. Recuperado de http://www.reclutando.net/los-paises-que-no-pierden-el-tiempo- en-los-procesos-de-seleccion-de-personal/