Research in psychometrics and human resources management has produced significant results during the last decades, particularly with the advent of information technology and software engineering. We are now in a position to utilize intelligent software, in order to analyze the personality of a candidate and match this to several sectors of the economy and the society generally. The questionnaires and inventories discussed here have been designed by Ariston Psychometrics to provide reliable services for strategic decision making and national planning, the educator, the employer, as well as the individual who recognizes the value of “know thyself” and self-awareness of Socrates, aiming to become a better person.
The tests are based on state of the art theory and practice documented in international scientific Journals. They are fully automated in that the software records the subject’s responses in real-time, analyses these and produces a report without human (counsellor) intervention. The report then forms the basis for all decision-making and consultancy services. The subject is prompted by a computer program to answer to a series of well-defined questions regarding a) activities, b) preferences, c) intellectual tasks, d) beliefs, e) values, f) motivations, g) logical reasoning, h) verbal, numerical, and mechanical reasoning. Once all the questions are answered, another software module, which is actually an expert system, takes over and proceeds to analyse the answers by utilising modern psychometric and statistical methods, classifying in effect the personality of the individual.
The reports produced by the software contain analytical, quantified results and conclusions regarding the personality of the subject, supporting decision-making related to: a) vocational and career counselling, b) aptitude measurement, c) personnel selection, d) assessment of employees and executives, e) personnel development, f) performance appraisal, g) attitude measurement, h) management development, i) employee counselling, j) human engineering, k) productivity analysis, l) administrative skills measurement, m) public relations, n) psychological assessment and support.
We emphasise that the questionnaires presented here are not I.Q. (Intelligent Quotient), which in our opinion have no place in the 21st century. Several eminent scientists, including Kamin, have already spoken against I.Q. tests for various reasons, including the fact that they are knowledge-dependent rather than personality-dependent, giving particular emphasis on the time taken by the subject to respond to specific questions.