Our clients not only hired the right employees in accordance with their individual needs, but they also significantly reduced their costs for personnel selection and training. The following section presents three case studies with individual solutions developed by Hogrefe.


Successful selection of bus drivers at Nottingham City Transport

Nottingham City Transport Ltd has employed various psychometric tests from Hogrefe for several years now. More than 180,000 euros have been saved by embedding the d2 Test of Attention and the NEO-Personality Inventory (NEO-PI-R) into the recruitment process for bus drivers. Moreover, there has been a significant reduction in the number of trainees who drop out of the programme or do not go on to work as a bus driver despite having completed the training. They have also seen an improvement in the quality of client services and a reduction in the number of assaults on bus drivers.  

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New version of BIP for Deutsche Telekom

Thanks to its suitability in reflecting their competence model, Deutsche Telekom AG (DTAG) makes use of a specially-adapted BIP (Business Focused Inventory of Personality) model across various personnel selection and development processes. We developed eight new BIP scales specifically for Deutsche Telekom and, since 2011, the new version of the questionnaire, T-BIP, has been used in all of the group's branches and offices to assess staff development in English and German.

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