Socr@t-s, best test for tactical and junior levels
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The Socr@t-s is the psychometric test that identifies potential in operational or less senior professionals. Validated by the CFP, it was created by the same authors of L.A.B.E.L., the Swiss from the Université de Lausanne.
Socr@t-s is the most complete and reliable test in the world, for the operational and less senior public, due to its characteristics:
Depth. Socr@t-s measures 55 scales, which goes far beyond the superficiality of other tools that limit the individual to half a dozen characteristics;
Differentiation. Without labeling the individual, Socr@t-s presents traits instead of types;
Multiplicity. Socr@t-s uses 10 proven and widely known psychological theories; trustworthiness. The instrument has an average reliability of 0.92, a value far above most market tests around the world.
Precision. The result is calculated using the functional method, which means that all responses are used in the calculation of all scales, minimizing any bias caused by a distorted self-image; Interpretation consistency. The results are presented in a raw form, which means that oranges are not compared with bananas, as is the case with tests that only bring a standardized result;
Reference population. It is based on the responses of 2,000 Brazilian professionals, at an operational tactical level (when the test is applied in Brazil).
In addition to these points, Socr@t-s also has control indices against conscious and unconscious manipulation, in addition to identifying potential and learned behavior at once.
Control indices against manipulation
The Swiss are known for precision and accuracy in everything they do. The L.A.B.E.L. is the result of that, and as if that were not enough, in addition to getting this first formula right, they went even further in creating Socr@t-s.
If the L.A.B.E.L. is extremely difficult to manipulate, Socr@t-s is impossible. The instrument has an additional control index to go further in identifying manipulation attempts, the so-called ‘selection bias’.
Personality vs learned behavior
The personality is formed in childhood and has a high level of stability. Once mapped, it indicates a person’s potential in the face of each challenge and their natural strengths. So, when looking at personality, we see what the person has as an abundant characteristic to deal with the challenge.
Behavior is learned and shaped over time. From the mapping of assimilated behavior, it is possible to show the professional’s acquired baggage and how he acts in certain situations.
Socr@t-s maps 44 personality traits and 12 learned behavior traits, which is its great differential. In other words, the instrument identifies potential and competencies at once. With the instrument you gain more possibilities of analysis, having access to these two fronts of the individual.
Profile tests are usually based on one or another theory, while Socr@t-s uses 10 already proven psychological models, they are:
CPI – California Personality Inventory (Gough);
The 9 types of the Enneagram (Ichazo);
Defense mechanisms and humors (F. Gendre).
The “BIG FIVE” (Norman & Goldberg);
Transactional analysis (E. Berne);
Professional personality (Holland);
Welsh Cognitive Styles (Welsh);
Needs Theory (Murray);
ACL – Scales of the Adjective Check List of (Gough).
Who can do Socr@t-s?
Socr@t-sé is aimed at a younger audience, both in terms of age and professional seniority, and is aimed at operational positions without management or with basic leadership. By inserting the tool in your people management, you increase the statistical basis for decision making, from the bottom to the top of the organization.
When can the tool be used?
Socr@t-s can be applied as a guide at different times, such as:
Succession planning (starting with the entryway at the most basic levels);
Vocational guidance, from 16 years old;
Tailored retention and development.
Unbeatable combination L.A.B.E.L. + Socr@t-s
The use of the L.A.B.E.L. and Socr@t-s in people management, ensures that all levels of the organization are covered, increasing precision when it comes to putting people in the right places and avoiding turnover due to hiring or promotion errors.