Screening candidate systems engineers: exploratory results

Abstract

Systems engineering is one of the tools with which the CSIR can make an impact. However, systems engineering skills are in short supply. In order to address the shortage of systems engineering (SE) skills in South Africa over the long term, we have been investigating the possibility of screening candidate systems engineers with the aim of identifying and successfully developing SE potential in engineers. This paper presents results in the development of a screening methodology to screen potential systems engineers for further development. Data were collected on personality, cognition, values and competence on 21 SE competencies using four computerised assessments. We report on the cognitive style distribution of the participating engineers, the correlation between the results of the psychological assessments and 21 SE competencies, and the correlation between years of SE experience and SE competencies. It appears that values have not been considered in the literature for SE screening but are useful for predicting high competence on at least 11 SE competencies. The assessment of cognition is very useful for reducing risk in the appointment of engineers in general. Assessment measures which predict high competency are different for management vs. technical SE competencies, so we cannot refer to a psychological profile for SE as a whole.