ARISTON test is based on advanced psychometric methodologies and mathematical models with the aim to analyse the personality of an individual and match this with specific professions. The test is fully automated, which means that the individual answers a series of well-defined questions on the computer, the questions are analysed and cross-referenced and the vocational profile is then produced, without human intervention. The questions are part of a specially designed battery of tests, including self-esteem, locus of control, personality, interests (according to the theory of Holland), aptitudes and abilities etc. The software is in fact an expert system based on research work carried out by Professor E. J. Yannakoudakis. It embodies human knowledge regarding personality types, special aptitudes and abilities, and corresponding working environments. We can thus claim that the results are objective.

The test utilises a special algorithm (intelligent software) to test the validity of the answers given. In other words, the answers are analysed and a validity score (truth score) is computed, which in fact measures the degree of sincerity in the answers. The score also enables the counsellor to evaluate the credibility of the answers and, consequently, to assess the results and the conclusions regarding the occupational profile of the individual.

The knowledge contained in the database of the tests is classified by age, sex, academic departments, occupations and specialisations, and is based on extensive analyses of thousands of professionals as well as students from the ages of 13 onwards. In other words, the tests have been verified and validated on a very large sample of real cases. The results of the present report can be used to support the tasks of human resources management and personal development. More specifically, the results can:

1. Identify hidden talents, professional inclinations, aptitudes, abilities, and special features of personality.
2. Establish whether the personality of the individual can cope with the requirements of a specific working environment.
3. Verify the practised profession and the degree to which this is compatible with the personality of the individual.
4. Identify alternative vocational interests and occupational areas that are fully compatible with the personality of the individual.
5. Support tasks concerning recruitment, transfer and promotion, area of specialisation, placement of individuals in departments, vocational and career counselling, and general human resources management.

In contemporary society it is important for the individual to realise his/her potential and special features of the personality he/she possesses, for reasons of self-realisation, self-improvement, and “know thyself”, as Socrates used to say. In all cases, the ultimate objective is to aid decision-making, as far as personality matters are concerned.

People frequently choose to follow a profession without careful study of its associated environment, or the special aptitudes and abilities it might demand of them. For example, an engineer has to have special aptitudes in mathematics, and a social scientist has to have special aptitudes in dealing with people. Moreover, there are environments that demand a mixture of abilities and personality factors from a wide range of domains of human knowledge and sectors of the economy, including primary (e.g. agriculture), secondary (e.g. manufacturing, industry), and tertiary (e.g. services).

Our personality, aptitudes and abilities - inherent and acquired – play a significant role in our daily life. Thus, it is vital to study carefully what we can do, what we are built for and of course what is on offer around us, in order to plan for our future. Although the professional opportunities, to a great extent, depend on the geographical area we live in, our personality is something we can analyse and discuss with a counsellor, with the aim of becoming better persons and of improving our social standing generally.

This battery of tests gives us the opportunity to explore our personality, our aptitudes and abilities, and also to measure the degree of our readiness to embark upon specific occupational tasks and activities. We can thus set targets, aims and objectives and generally prepare ourselves in order to be in a position to complete effectively the assignments within our professional environment.

Bearing these factors in mind, we can take the right decisions and adopt the strategy most suitable in our case and our selected work environment. However, we stress the need for a specially trained counsellor who will help you draft your plans, and set aims and objectives.

Finally, we consider it as an axiom that we are all good at something, and that each and every one of us can excel in certain areas. The question is simple: "how do we identify these areas, and what opportunities will the individual have to exemplify his/her talents".

The subject uses a unique personal code to activate the test and proceeds to answer all the questions displayed on specially designed screen forms. The software is user-friendly and does not require any special training. The duration of the test depends on the combination of the questionnaires (the battery) selected by the counsellor. The answers are then analysed by an expert system, which uses advanced statistical, clustering and ranking techniques in order to produce this report.

For further details regarding the integrated psychometric series, please contact Computer Academy (35 Kolokotroni Street, Kifissia, 14562 Athens, Greece, Tel. +30.210.8083035, +30.210.8084695, Fax. +30.210.8081645, www.computeracademy.gr).

An indicative list of the contents of the report produced is presented below:

1. Prologue: Theoretical background, Administration and support
2. Personal details
3. Duration of administration
4. Truth scores
5. Theoretical foundations: Personality, Self-Esteem, Locus of control, CAPS scale
6. Analytical assessment: Personality, Self-Esteem, Locus of control, CAPS scale
7. Specialised psychometric factors: Order by test - Table 1, Order by factor - Table 2
8. Advanced statistical analyses: Standard measures, Rank-Score of specialised factors, degree of differentiation
9. Work environments and secondary factors
10. Personality - Environment - Consistency - Differentiation
11. Matching departments, Specialities and Rank: Current interests
12. Appendix A - Psychometrics and vocational counselling: Aims, objectives and decision making, Vocational guidance, Origins of psychometrics, The need for organised vocational counselling