Abstract
A number of open competitions for employment positions utilises conventional methods, such as the analysis of written documents, interviews and references from former employers. When selecting new employees, it is possible to supplement conventional methods with the Test of colour semantic differential (TCSD), which can be used both for individuals and for groups. Careful preparation of written documents, practicing for interviews and securing good references are ways in which candidates can make a far better impression on others than is really the case. TCSD is capable of demasking this construed impression and reveal the true substance of the candidate’s personality, and potentially even reveal their dangerous nature.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: DEStech Transactions on Social Science, Education and Human Science
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
