Insights and practical advice from our diagnostics team: Why is aptitude diagnostics more than just a selection process?
An interview with Maja Krause, Viktoria Trinks, Susanne Sayer, Simone Weihrauch and Michaela Harbich (Team Aptitude Diagnostics of INFO GmbH)
At INFO GmbH, the combination of expertise and personalized consulting is paramount. For over 30 years, our aptitude diagnostics team has been helping companies identify, develop, and retain talent. Gain insights into the work of five of our colleagues – Maja Krause, Viktoria Trinks, Susanne Sayer, Simone Weihrauch, and Michaela Harbich. Learn why aptitude diagnostics is so important to them in companies and public authorities, learn from practical examples from other organizations, and take these four key insights with you for your personnel selection and development:
– Choice always entails responsibility.Decisions are made with far-reaching consequences for personal lives and business success. Therefore, diligence and humanity are essential.
– Structured processes instead of gut feeling help to reduce prejudice, create transparency and truly do justice to people: Methodological clarity contributes to greater appreciation and loyalty to the company.
– Every organization needs its own solution.Successful selection processes arise where careful listening takes place, requirements are thoroughly analyzed, and solutions are both scientifically sound and practical for everyday use.
– Good selection thinks in terms of potential.The focus is not just on whether someone "fits in," but on what potential can be developed. Strengths-based selection creates the basis for sustainable development – for employees as well as for companies.
Victoria Trinks and Maja Krause jointly lead the diagnostics team and regularly offer free online insights. Join us for the next session, "Using Your Head Instead of Your Gut Feeling," on April 28th!
We asked the team:
„"Aptitude diagnostics sounds quite scientific and can quickly seem dry. Why is this a topic close to your hearts?"“
Susanne Sayer„When we talk about aptitude diagnostics, many people think of tests or pigeonholing. Even I, as a practitioner, gained new experiences and insights when I started at INFO many years ago. I had previously been involved in unstructured selection processes and saw how many people leave after a short time or are unhappy in their jobs. That's where aptitude diagnostics helps. We talk about people. About hopes, opportunities, and career paths. That's what excites me.“
Victoria Trinks"What unites us as a team is the conviction that every organization is different. Every role is different. And every person is different, too. That's why we listen carefully. We ask questions. We challenge assumptions. And we develop customer service solutions that are not only methodologically sound, but also humanly appropriate and practical for everyday use."„
Maja Krause„Even during my studies, I had a truly inspiring professor for psychological diagnostics. Back then, we worked directly with a company, which isn't so far removed from what I do every day today. I realized that whether someone gets a job or not has far-reaching consequences, both for the company and for the personal development of the candidates. Ultimately, bad decisions are fatal for both sides. Combining this responsibility with care and humanity is what excites me.“
Simone Weihrauch„For almost 14 years, I have been supporting clients in the diagnostics sector. I particularly value the daily exchange with my many clients who are genuinely committed to the professional future of young people, showing appreciation and a focus on growth. Experiencing this commitment gives me a good feeling, also with regard to our society as a whole.“
„Can you think of any special experiences that have stayed with you or shaped your work?“
Susanne Sayer„One of my first clients, who has now been with me for many years, was generally open to aptitude diagnostics, but used the same procedures for all applicants, completely without considering job requirements. Together, we examined and scrutinized all areas separately, regardless of whether they involved commercial roles, industrial-technical professions, or dual study programs. We initiated a genuine shift in perspective and looked at each job family in detail: Which competencies are truly critical to success? What potential do we need? And how can we measure this validly, fairly, and efficiently?”
We have developed tailored procedures for each area and, over the years, have further optimized and intelligently linked these processes. The result is a strategic selection concept that leads to a higher success rate, greater certainty in decisions, and, above all, a completely new level of customer satisfaction. It is precisely these kinds of projects that motivate me and remain memorable.“
Simone Weihrauch„Yes, there is indeed an experience that has stayed with me to this day, primarily because it demonstrated how strong our teamwork is. A few years ago, selection processes were often conducted in person, which meant a correspondingly high level of organizational effort for everyone involved. One afternoon, I received a completely unexpected call from a government agency in the Rhine-Main region. They had already invited around 35 applicants for each of the following two days when, at short notice, they received word that the contracted service provider had to cancel for understandable personal reasons. There was no backup. The question was: „Ms. Weihrauch, can you step in?“ – and this was just a few hours before the start. We were scheduled to begin at 8:00 a.m. the next morning. We immediately gathered our team and prepared everything until late into the evening. The next morning, the three of us set off at 6:00 a.m. and conducted the process. We repeated it the following day. It was exciting, exhausting, and demanding, for us as well as, presumably, for the client.“ But we did it! We drove home with a really good feeling. This experience not only strengthened our team spirit but also resulted in a very satisfied customer. Since then, he's been using our online process, highly values our work, and has already recommended us several times. Even though we were pretty exhausted after the two selection days, this experience gave us an incredible boost of energy!“
„"What misconception do you encounter most frequently in connection with aptitude diagnostics?"“
Victoria Trinks: „Many people think that aptitude diagnostics is purely about „weeding out“ candidates. But for us, it’s about the exact opposite: We want to differentiate, highlight strengths, identify areas for development, base decisions on a solid and fair foundation, and use the insights for further development and support. It’s not about making the process impersonal, but about making it fair and transparent, in order to reduce human observational errors such as the primacy or halo effect.”.
„"What role will aptitude diagnostics play in the future from your point of view?"“
Michaela Harbich"For many clients, aptitude diagnostics is already much more than just a selection process. Many companies already use diagnostic tools for individual employee development and retention. In this context, it's more appropriate to speak of development or potential analyses. Ultimately, however, the same instruments and methods are used – such as structured interviews, tests, and questionnaires.".
Diagnostic results help to better interpret observations from everyday work and avoid misunderstandings. For example, perceived motivational problems can be understood as expressions of certain personality traits. Based on this, more targeted reflection and support through appropriate development measures are possible. Aptitude diagnostics are increasingly becoming a strategic instrument of personnel development – for example, also in the field of training.
A good example from a training manager in our interactive workshop "Trainer as Coach" illustrates this point: the participant reported that one of her trainees demonstrated strong technical skills in a project, but was very reserved in related meetings and rarely actively participated. Initially, the colleagues and the training manager interpreted this as a lack of motivation and disinterest. However, a scientifically based personality-motivation questionnaire, administered as part of a professional development program for second-year trainees, painted a more nuanced picture: the trainee's self-assessment revealed a high level of commitment and openness, but also indications of insecurity in social evaluation situations. This insight fundamentally changed the training manager's perspective and the subsequent reflection and communication during the next training meeting. Concrete steps were agreed upon together: for example, smaller team presentations and resilience training for dealing with socially stressful situations. Over time, the trainee gained confidence, took on more responsibility, contributed her ideas in meetings, and was able to develop her potential much more effectively. At the same time, she felt more valued and appreciated as an individual.„
Maja Krause„I see it the same way and think that aptitude diagnostics will be used even more routinely throughout the entire employee lifecycle in the future: not only for selection, but as a continuous basis for development, feedback and potential realization. When used correctly, it creates transparency, strengthens individual support and thus makes a crucial contribution to long-term employee retention and company success.“
Would you like to learn more about diagnostic options for your personnel selection and development? Feel free to write to us or give us a call!