VILLE DU HAVRE
TD-12: A Tool to Secure the Recruitment of Municipal Employees for the City of Le Havre
Sector : PUBLIC
"The TD-12 undeniably secures our recruitment process by highlighting areas that require vigilance and attention."
Sylvie Fincias-Rioual
Head of the Recruitment, Training Department, Human Resources Department, City of Le Havre
The City of Le Havre is one of the main employers in the Haute-Normandie region of France. Nearly 3,000 permanent municipal employees work daily to serve the residents of Le Havre. Departures and transfers regularly lead to recruitment across a wide range of professions and areas of expertise.
Sylvie Fincias-Rioual, Head of Recruitment and Training at the Human Resources Department of the City of Le Havre, shares her experience alongside Virginie Denis-Mesples, Head of the Recruitment and Mobility sector in the Recruitment and Training Department, Valérie Duchesne, Mobility Advisor in the Career Paths division of the Recruitment and Training Department and François Rault, Psychologist reporting to the Deputy General Director of Resources. Together, they discuss their use of the TD-12 personality inventory as part of their recruitment process.
The City of Le Havre is a local authority with 2,841 permanent positions across 168 professions. In 2019, it recruited no fewer than 417 municipal employees, and 300 in 2020.
The TD-12 personality inventory was acquired for two main purposes: first, to assess currently employed municipal police officers in relation to firearm authorization; and second, to support future recruitment of municipal police officers or other municipal agents in roles considered sensitive in terms of security, management, or communication. Sometimes used alongside interviews, psychometric testing, or role-playing exercises, the TD-12 - designed to detect 12 dysfunctional personality traits - helps inform the recruitment decision-making process.
After assessing our needs and conducting market research, we four - all occupational psychologists - found this test to be the most relevant. We chose the TD-12 for its strong psychometric properties and the simplicity of administering the questionnaire. The resulting data is processed very quickly and is easy to interpret, which greatly facilitates its use.
The TD-12 highlights specific areas of concern to explore further during debriefing interviews and to consider during the integration of new recruits into the team. It undeniably secures our recruitment decisions, providing clarity and drawing attention to key areas to monitor in candidates.
We administer two personality questionnaires in succession, the TD-12 and the PfPI, a complementary questionnaire that evaluates 21 personality traits relevant to predicting professional behavior and efficiency. They are well accepted, considered easy and quick to complete.
To date, we have administered the TD-12 and PfPI to 72 municipal police officers already in post, as well as to 26 newly recruited officers - making a total of 196 questionnaires completed as part of the municipal police recruitment process. This volume fully justifies our frequent use of these assessment tools.