MBS Method

MBS Method
See also
Work sample test Team selection techniques Occupational Personality Questionnaire Predictive Index System Job analysis Performance appraisal systems Employee selection Hard skills Level of experience

MBS - Myers Basisset Selectie or Basic Selection Tool Kit - the originator of this method was the Dutch scientist Poul van der Maesen, who in 1990 worked at MOA (the company within a holding MyersGroep which dealt with the consulting within organization). Using the method of Assessment Center MOA has carried out an extensive evaluation of employees and applicants, but it was associated with huge costs. Therefore, he developed MBS.

The basis of MBS are 35 dimensions, which both describe the job requirements and candidate from the psychological perspective. These dimensions were derived through analysis of a huge number of AC projects. Another component of MBS are the QUEST tests (personality), BRAIN (intellect) and ASK interview (other aspects). These tests are designed in different versions, namely for primary education, secondary and higher education. All this is supported by the IT platform. In Poland MBS began to be used in 1998. in the police. This system is regularly updated and has several versions. There was even a Polish version of this software – WinMBS.

Benefits and limitations

MBS, or Myers Basisset Selectie, is a method developed by Dutch scientist Poul van der Maesen to evaluate employees and applicants. The benefits of using the MBS method include its cost-effectiveness compared to traditional assessment center methods, and its ability to provide a comprehensive evaluation of an individual's abilities and characteristics.

One limitation of the MBS method is that it may not be suitable for certain types of positions or industries, and may not take into account specific job requirements or qualifications. Additionally, the method relies heavily on self-reported data, which may not always be accurate or reliable.

Another limitation is that MBS is not a standardized test, so the results may not be comparable from one organization to another. Therefore, it is important to be aware of the limitations of this method and to use it in conjunction with other methods or tools for evaluating job candidates.

See also:

• Marston model

Examples of MBS Method

• MBS is used to evaluate candidates' knowledge and skills in areas such as communication, problem solving, teamwork and leadership. It utilizes a combination of interviews, simulations and tests to assess a candidate's abilities in these areas.
• MBS is also used to benchmark the performance of teams and organisations. Through the use of surveys, simulations and interviews, MBS is able to assess the effectiveness of team dynamics, leadership and communication within a group.
• MBS is often used as a pre-employment tool to assess a candidate’s suitability for a particular role. Through the use of simulations, tests and interviews, MBS is able to provide employers with an in-depth understanding of a candidate’s aptitude for a position.

Other approaches related to MBS Method

MBS Method is a systematic approach for making assessments and selection decisions. It is based on the premise that the assessment of a potential candidate should be based on multiple criteria, rather than a single variable. While it has been used predominantly in the Netherlands, it has gained attention internationally in recent years.

Other approaches related to MBS Method include:

• Job Analysis: This is a systematic approach to gain an understanding of the job requirements and tasks that are necessary for a certain position. It involves collecting and analyzing data related to the job, including job duties, tasks, and responsibilities.
• Competency Based Interviews: This is a structured interview process that focuses on exploring the skills, abilities, and knowledge of a potential candidate. The interviewer typically asks questions that are related to the job requirements and seeks to identify how the candidate would react in certain situations.
• Personality Tests: These are tests that measure an individual's traits, preferences, and behaviors. They help to identify whether a candidate is suitable for the job by looking at their ability to cope with the demands of the role.
• Work Simulations: This is a form of assessment that involves asking candidates to perform tasks that are relevant to the job they are applying for. It helps to evaluate how the candidate works and their ability to handle the job-related tasks.

In summary, MBS Method is a systematic approach for making assessments and selection decisions that is based on the premise that the evaluation of a potential candidate should be based on multiple criteria. Other approaches related to MBS Method include job analysis, competency based interviews, personality tests, and work simulations.

References

• Briggs, K. C. (1977). Myers-Briggs type indicator. Palo Alto, CA: Consulting Psychologist Press, Inc.
• Briggs, K. C., & Myers, I. B. (1977). The Myers-Briggs Type Indicator: Form G. Consulting Psychologists Press.
• Quenk, N. L., & Hammer, A. L. (1998). MBTI manual: A guide to the development and use of the Myers-Briggs Type Indicator (Vol. 3). Palo Alto, CA: Consulting Psychologists Press.