Welcome to the Master International Blog

Our employees regularly blog about topics related to HR, testing, recruitment and employee development.

  • Beginning with the Hawthorne experiments in the late 1920s, the field of business- and organisational psychology has been a major contributor within organisations, leading to both heightened job motivation and increased productivity. More recently, the Big Five model of personality was developed and with a still increasing number of studies predicting job behaviour based on the Big Five (Judge & Zapata, 2015), this has become the de facto standard within pre-employment testing.
  • Are you truly objective when recruiting?

    Without a doubt, you do your best when recruiting. You thoroughly consider who the best candidate is, the job that needs a new employee and whether the candidate will fit the existing team. Additionally, you might consider what qualifications are held, which personality is preferred and maybe also their cognitive potential. You also check their references. However, is your recruitment process truly objective, even after all the considerations mentioned above are made?
  • Izabela Jakobsen, Senior Commercial Advisor at the Danish Embassy in Poland, comments on the OPTO certification process

    We understand that our customers and partners are busy, constantly there are things going on. We have adapted to that way of life with the certification process for our latest test, OPTO. Within 1 day you are certified and ready to use the digital assessment tool in your HR processes.
  • GDPR - it is all about protecting the information of the individual

    … and with Master International you can rest assured that your test provider is fully GDPR compliant.
  • HOW DO YOU PREVENT FAKING IN PERSONALITY TESTS?

    Anyone responsible for hiring knows that there is a wide variation in employee performance levels across jobs. For this reason, there is an evident need for selection and recruitment methods that can predict which differences among candidates affect job performance. For the outcome of the recruitment efforts to impact an organsation positively (increased performance, sales, hiring manager’s satisfaction, etc.) the recruiter must be able to trust that the applied methods and processes create certainty.