FF13 Engineering, maintenance and production senior engineeringindustry

Technical Specialist

Znane również jako: Senior Technician · Subject Matter Expert Technical

Resolves the most complex technical problems that other mechanics cannot solve, and transfers technical knowledge within the team.

The technical specialist is called in for problems beyond a regular mechanic's level and also serves as a go-to expert. Unlike a breakdown technician, who mainly resolves quickly, this role is also expected to understand the underlying cause. Selection often tests deep technical knowledge, while the ability to transfer that knowledge to less experienced colleagues without continuing to do everything alone is rarely tested.

Kompetencje, które należy oceniać

Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.

Kompetencje, które należy oceniać	Poziom docelowy	hrmforce narzędzie	Metoda oceny	Kotwica behawioralna na poziomie docelowym
Safety awareness Kompetencje (50-ramowe): Discipline Knockout	N5	Big Fifty, Competency Check	Situational Judgement Test	Sets the safety standard for the organisation, makes safety discussable at every level and steers behaviour and culture.
Discipline and keeping commitments Kompetencje (50-ramowe): Discipline	N4	Big Fifty, 15PF, 360 Feedback	Personality questionnaire	Commits only to what is feasible, tracks own commitments and informs those involved as soon as a deadline comes under pressure.
Spatial ability	N4	Ability Scan	Cognitive ability test	Derives the build up of the end product from a two dimensional drawing and reports where parts do not fit.
Demonstrating ownership Kompetencje (50-ramowe): Results-Orientation	N4	Big Fifty, 360 Feedback, Competency Check	360-degree feedback	Repairs mistakes in own process unprompted, informs stakeholders and adjusts the working method to prevent a repeat.
Managing workload pressure Kompetencje (50-ramowe): Stress resilience	N4	Big Fifty, Competency Check, Pulse Survey	Structured interview	Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients.

Krótki profil

Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.

T	Umiejętności	Poziom docelowy	Waga	Knockout	Metoda oceny
K	Technical understanding	N5	5	tak	Knowledge test
G	Safety awareness	N5	5	tak	Situational Judgement Test
V	Mechanical maintenance	N4	5	tak	Work sample test
V	Recognising and resolving machine faults	N4	5	tak	Work sample test
V	Mentoring	N5	4	tak	360-degree feedback
V	Problem analysis	N4	4	nie	Assessment centre
V	Quality control	N4	4	nie	Work sample test
G	Discipline and keeping commitments	N4	4	nie	Personality questionnaire
V	Electrical engineering work	N4	4	nie	Certificate or diploma
V	Reading and applying technical drawings	N4	4	nie	Knowledge test

Zobacz wszystkie 25 umiejętności w pełnym profilu

Narzędzia oceny dla tego stanowiska

13 mierzalne konstrukty

Work sample test

Representative work sample under standardized conditions

11 mierzalne konstrukty

Knowledge test (client-specific)

Professional knowledge test, customized for each client

10 mierzalne konstrukty

Competency Check

Behavioral-Level Competency Assessment

5 mierzalne konstrukty

Big Fifty

Personality questionnaire, 150 items, 25 factors

5 mierzalne konstrukty

360 Feedback

Multiple assessments based on behavioral anchors

3 mierzalne konstrukty

Ability Scan

Aptitude Test: Verbal, Numerical, and Abstract Reasoning Skills

2 mierzalne konstrukty

Structured interview

Behavioral interview with a fixed structure

1 mierzalne konstrukty

15PF

Personality Profile, a shorter alternative to the Big Fifty

1 mierzalne konstrukty

Pulse Survey

Periodic measurement at the team and organizational levels

1 mierzalne konstrukty

Portfolio

Evaluation of prior work against fixed criteria

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