Brain Drain - Hochschule der Bundesagentur für Arbeit

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• Interviews
Questions are included purposefully in order to define areas, activities, etc. In
which the client is interested to develop themself and also to check the information
collected by using other methodologies. Applying the interview BD – BG
counsellors may evaluate areas such as cultural and behavioural competence for
professional life in the country from which the client comes from or to which they
are going as well as stereotypes and prejudices that may be manifested in the new
cultural environment.
It is important to point out that career development depends not only on the certain
professional interests and values. It is significantly influenced by personal, family,
religious, economic and political interests and values. BD – BG counsellors should
take into account their influence in the client’s assessment. The most suitable
methods are the informal ones – specially designed questionnaires and interviews.
Exploring these additional interests and values BD – BG counsellors will touch the
client’s beliefs relating to starting a new job in a new cultural environment. For
example a client from India wants to start a new job in Great Britain because he
thinks that he will earn much more money there. His career development is
influenced by economic interests. Similar situations will put the BD – BG counsellor in
a position to assess the reliability of the client’s information and update it if
necessary.
3.6 Unit 5: Ability Measurement Tests
Ability tests are recognised as the single best method of predicting job success.
Ability tests measure a person’s potential, for instance to learn the skills needed for a
new job or to cope with the demands of a training course, to assess potential
candidates in terms of their overall intellectual potential and build a profile of their
individual strengths and weaknesses. Ability tests are prospective: they focus on
what the person is capable of achieving in the future or their potential to learn.
There is a body of research to suggest that cognitive ability testing is the most robust
predictor of job performance and that the validity of this predictor rises as the
complexity of the job rises.
The main types of ability test used are:
• Tests of General or Global Ability (also called "g", intelligence, IQ)
• Tests of Specific Cognitive abilities (Abstract Reasoning, Verbal Reasoning,
Numerical Reasoning)
• Tests of Psychomotor abilities and specific aptitudes (vision, hearing, motor
dexterity, artistic ability, mechanical ability, management potential, leadership
potential etc.)
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