Computer Aided Personnel Test answers inevitable

from Wikipedia, the free encyclopedia

Computer Aided Personnel Test answers inevitable ( CAPTain ) is a computer-aided psychological test procedure ( online assessment ) to systematically record job-related behavioral dispositions. For this purpose, the participants are presented with statements in the forced choice format. The answers are combined into numerical values using the algorithm . These are graphically displayed using a profile sheet and can be stored with a requirement profile . The results are also presented in self-explanatory texts in various evaluation modules. CAPTain can be used in various contexts, for example for personnel selection , for personnel appraisal , in personnel development , in coaching or for potential analyzes (see M. Brand, F. Ion & S. Wittig (eds.), 2015).

owner CNT Gesellschaft für Personal- und Unternehmensentwicklung mbH
Introductory year 1989
Markets Personnel selection, assessment and development

CAPTain can be distinguished from other personality tests primarily on the basis of its explicit professional reference. Behavioral patterns are recorded directly , not the basic personality .

general information

CAPTain is a psychometric method for recording behavior-related personality traits. He uses the methodology of work-related web-based self-disclosure analysis. Its goal is the objective, differentiated measurement and description of the actual, success-relevant behavioral patterns in the workplace. The target groups are female and male professionals (especially specialists and managers as well as sales employees). Depending on the version, the processing time is between 30 and 60 minutes.

The person carrying out the work must select one of 183 pairs of statements from the world of work, which are presented in the forced choice format, as applicable to his or her work style. Due to the construction principle of the pair comparison, CAPTain prevents response tendencies in the sense of social desirability far better than other assessment methods (e.g. interviews). The results therefore contain more “true variance”. Because in the psychological literature there is consensus that forced choice questionnaires are much less likely to be manipulated by people than z. B. Questionnaires with scales from “applies” to “does not apply”. Even when it comes to getting a job or not, people could hardly influence the results in the desired direction (see e.g. Christiansen, Burns & Montgomery, 2005). Without knowledge of the exact evaluation algorithm, training or processing strategies will not lead to the CAPTain results that people want.

Overview of the CAPTain dimensions

Subject area Dimensions
guide Leadership role, leadership strength, delegation, influence
distribution Basic sales potential, leadership role in customer contact, customer management, customer orientation
Self management Attitude to work, goal orientation, self-organization, perseverance, work planning, consistency, self-confidence
Personal responsibility Independence, orientation towards authority, need for support
Change management Need for variety, the power to change, creativity
Drive Decision-making, orientation towards success, orientation towards competition
Professional involvement Personal participation, operational implementation, professional orientation
Social competence Self-assertion, consensus orientation, need for closeness, need for attention, contact orientation, self-control
Teamwork Sociability, group orientation, cooperation, coordination
activity Pace of work, level of activity, vitality

Supplementary self-assessment

In addition to the pair comparison questions, people can enter a direct self-assessment. The comparison between self-image and test result provides important information for in-depth evaluation discussions.

Evaluation options

Different versions are available as evaluation reports for the different target groups and fields of application:

  • Short reports for seminars and trainings (e.g. on topics such as self-management, communication or leadership)
  • Detailed potential analyzes
  • Reports for personnel selection
  • Special reports with stored requirement profiles for different management levels or project managers, etc.

Quality criteria

Since CAPTain is a computer-aided process in which the person performing the test only interacts with the computer and the algorithm also calculates the results and creates the evaluation reports, CAPTain values ​​have a high degree of objectivity (test theory) in their implementation , Evaluation and interpretation.

CAPTain can be viewed as both a reliable and a valid test procedure for job-related behavioral dispositions. For the retest reliability , the CAPTain dimensions have an average correlation coefficient of r = 0.70, which speaks for an appropriate stability of the recorded characteristics (cf. Schuler, 1996). Without relevant changes in the work environment, the results remain stable. A special feature of CAPTain, however, is also the ability to map changes in behavior after a job change or a development measure.

In addition, CAPTain has a high level of validity (cf. CNT GmbH, 2015). When considering the convergent validity, it is examined whether the construct to be measured shows a connection with similar constructs, measured with other methods. For similar aspects, people should score similarly high. A number of studies have shown: For all 38 of 38 CAPTain dimensions, correlations of the expected level with constructs that are similar in terms of content are found. CAPTain thus actually records the features to be measured. At the same time, no systematic connections can be established between CAPTain and dissimilar processes. I.e. the CAPTain does not measure something that should not be measured.

Studies on the criterion validity show that CAPTain records more and something different than what people say about themselves in a self-assessment or managers actually know about the behavior of their employees. In addition, the test is just as meaningful as a good, but much more complex assessment center. CAPTain can differentiate between different professional groups and between successful and less successful employees and thus provides relevant information for all kinds of personnel decisions.

CAPTain can use requirement profiles to predict the professional success of people with a high degree of probability. There are strong correlations between the profile match and the achievement of various success criteria.

On the part of the test, there are therefore good prerequisites for using the method in the context of DIN 33430- compatible personnel appraisal processes.

A special feature of CAPTain is that, in contrast to the usual norm-oriented procedures, it is a criteria-oriented instrument. In criteria-oriented diagnostics, the individual is examined with regard to a given result or behavioral goal, the so-called criterion, and the result of the examination is interpreted accordingly. The decisive criterion for assessment at CAPTain lies in the specific job requirements and not in comparison with a sample of any kind of population.


  • M. Brand, F. Ion, S. Wittig (eds.): Handbook of personality analyzes: The leading tools at a glance. Gabal Verlag, Offenbach 2015, ISBN 978-3-86936-634-0 .
  • N. Christiansen, G. Burns, G. Montgomery: Reconsidering the use of forced-choice formats for applicant personality assessment. In: Human Performance. 18 2005, pp. 267-307.
  • S. Dietrich: The online assessment as a web-based instrument for innovative recruitment and development using the example of the "CAPTain" test procedure. Bachelor thesis at the University of Hamburg, Department of Social Economics, 2010.
  • C. Dunst, B. Holznagel: Coaching for high school students to self-explain their work behavior and their career choice - measure and evaluation. Diploma thesis psychology. University of Hamburg, 2010.
  • Werner Sarges , H. Wottawa: Handbook of economic psychological test procedures. Pabst, Lengerich 2001, ISBN 3-935357-55-9 .
  • H. Schuler: Psychological selection of personnel - introduction to the diagnosis of aptitude for a job. Verlag für Angewandte Psychologie, Göttingen 2000, ISBN 3-8017-0865-9 .
  • B. Sommerhoff: Employee assessment - measuring performance - promoting employees, developing personnel. Landsberg / Lech 1999, ISBN 3-478-36810-3 .
  • N. Sterenzat: Leadership and management behavior in an intercultural comparison between Germany and Russia. Diploma thesis psychology. University of Hamburg, 2014.
  • I. Zueva: Acceptance and use of an aptitude diagnostic online assessment (CAPTain) for students of technical subjects. University of Hamburg, 2011.

Web links

Individual evidence

  1. M. Brand, F. Ion, S. Wittig (eds.): Handbook of personality analyzes: The leading tools at a glance. Gabal Verlag, Offenbach 2015, ISBN 978-3-86936-634-0 .
  2. N. Christiansen, G. Burns, G. Montgomery: Reconsidering the use of forced-choice formats for applicant personality assessment. In: Human Performance. 18, 2005, pp. 267-307.
  3. H. Schuler: Psychological Personnel Selection - Introduction to Occupational Aptitude Diagnostics. Verlag für Angewandte Psychologie, Göttingen 2000, ISBN 3-8017-0865-9 .
  4. CNT GmbH: CAPTain Manual. CAPTain Handbook - Scientific Basics (PDF; 1.9 MB). 2015.