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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
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:
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).
Francecover lettler
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).
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
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.
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
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.
Proposal
• Considering individual
differences.
• Objective evaluations.Human
• Shorter and accurate recruitment
process.
• Reduce the margin of error on
selection.
Administrative
Thank you for
your
attention…
Psic. Pilar Carolina Contreras Milián
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/

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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). Francecover 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/