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CURRICULUM OF THE RAPPORTEUR

Eduardo Urrea ita Zur, a psychologist at the University Andrés Bello, Post Title in recruiting Catholic University of Valparaiso, 9 years Organizational development experience and putting in institutions such as teaching, St. Thomas and ENAC Corporation. Continued support has developed in the area of \u200b\u200bdevelopment and training at the University of Santiago. During his practice he has worked in prestigious consultancy providing recruitment services and recruitment. Currently he serves as advisor to the Human Resources area companies such as South American Steamship Company, Southern Cross Machinery; Best Select, among others.

Psychodiagnosis Labor Service :

H o in days, more and more companies decide to outsource the work of recruiting and selecting staff. Walter P Focus is aware of this growing need, has expanded its advisory service Psicodiagnóstico.En the case of recruitment, we have experts in the field of Human Resources is responsible for designing the most appropriate for the office avisaje your company seeks to fill.

For recruitment, our experts design the assessment battery that best suits the job in question, interview and undergo evaluation to determine your business applicants, in order to choose the candidate most consistent with their requirements.

Labor Psychological Assessment is a process that takes place in a given time and space which establishes a relationship between the respondent, the psychologist and the company. This is a very useful resource, aimed at understanding and evaluation of applicants and can provide information on strengths, abilities and resources, emphasizing the understanding of each data in relation to the job profile.

In the workplace, psychological assessment can be used to:

-. Selection: (income and incorporation of applicants). -.
Re-location, when you want to take advantage of existing resources. -.
Development, both in the promotion, as in the evaluation of the potential of existing staff. -.
Detection of training needs, with the emergence of special projects.

Psychometric Techniques:

There psychometric tests that measure intelligence, skills, attitudes, interests, maturity, etc. Test
Raven: intelligence measures. Domino
Test: Measures general intelligence and the capacity for abstraction.
Wais Test: It consists of 12 tests of primary mental abilities and verbal performance. It is used to evaluate intelligence. Mac-Quarrie
Test: Measure mechanical aptitude, intelligence assesses technical aspects and skills related to accuracy and speed manual.

Projective Techniques:

Here the candidate expressed his personality, showing his total conscious and unconscious behavior. We use tests of different structural levels. There are poorly structured and semi-test, as Phillipson or TRO Test and TAT test, consisting of verbal reports or stories about pictures visual. The Zulliger Test and the Rorschach Test are among the less structured and visual stimuli consist of random spots.

GRAPHICS TEST

HTP (House, Tree, Person).
DFH (human figure drawing.)
The Animal Test (Drawing of an animal).
The Person Test in the rain. Wartteg
The test (where the stimulus is graphical and is graphic and verbal response.)