How the Lüscher Test Transforms Talent Management in Companies

Human resource management has been extensively studied by academics who have broken down its essential components: recruitment, selection, training, assessment, feedback, rewarding, and appraising employees (Armstrong, 1999). This field plays a fundamental role in organizational leadership and culture, in addition to ensuring compliance with labor laws. To perform these functions accurately, HR professionals receive rigorous training in tools such as human resources information software (HRIS) and accounting software (HRFocus, 2009).

Psychological tests are standardized tools used to assess various individual characteristics that determine an individual's suitability for integration into specific work environments. In general, these tests are used to measure general and specific aptitudes, as well as skills relevant to different professional fields.

In Spain, there are many standardized tests and inventories with scales adapted to the population, mainly published by TEA and MEPSA. However, many public and private organizations develop tests tailored to their specific needs. In the field of personnel selection, although tests have demonstrated high impartiality and validity according to established criteria, it is crucial to consider them as part of a broader process. Although they provide valuable information, they should not be the sole or determining tool for selecting the most suitable candidate for a job.

 

Lüscher Test: The Color Test

Max Lüscher, the Swiss pioneer in color psychology, is recognized worldwide for his creation of the Lüscher Color Test (LCT), also known as the Lüscher Test. This test is used in various areas, such as scientific research, general diagnosis, psychoanalysis, clinical research, and employee performance evaluation. In addition, it is a valuable tool in candidate selection, as well as in marketing and advertising, among other fields.

The colors in the Lüscher Test are not the same pure colors used in painting. Instead, they were experimentally selected from 4,500 different shades applied to various materials such as paper, metal, wood, foil, silk, and wool. This selection was meticulously made to ensure that it corresponded to the psychological and physiological needs of human beings.

The Lüscher Test applies to different age groups, including children, adolescents, and adults, and addresses a variety of topics with different approaches. It can be a valuable tool for clinicians and research on the employed and unemployed; it has been used to analyze the effectiveness of training, to examine pilots, and to assess the emotional state of former prisoners of war. It has also been used in studies of the migratory behavior of workers and in counseling young couples. Some dating services even use the test to match people.

Career counseling is most effective when the counselor and client work closely together. The Lüscher Test is a technique that facilitates self-awareness and provides the client with valuable information about his or her performance in various aspects of life. A good understanding of oneself is essential for making changes in different circumstances and contexts. This test provides useful data for developing strategies to resolve significant issues that may be preventing the client from living a full and satisfying life.

One of the greatest advantages of the Lüscher Test is its ability to identify the causes of distress, anxiety, or compensatory behavior; Lüscher's analysis reveals the true source of our anxiety and provides valuable clues as to how we can effectively improve the situation. Unlike many other personality tests, the Lüscher Test can be administered multiple times to the same person because emotional states change over time, and so do the answers to the test.

The Lüscher Test is also used by criminologists, the army, and the police, especially in intelligence units, when it is necessary to carry out a comprehensive personality analysis. In recent years, the Color Test has aroused the interest of recruiters, experts, coaches, and counselors, who are looking for a more effective psychometric tool to support their work.

It should be noted that some personnel selection professionals consider the possibility of individuals manipulating test results; this concern is aggravated by the availability of detailed information about the test on the Internet, a widely accessible medium. This is also true of many other assessment tools. However, it is still essential that a psychologist administer the exam, not the test itself. In the current context, this practice remains completely relevant and appropriate.