EN ISO 8586:2023
(Main)Sensory analysis - Selection and training of sensory assessors (ISO 8586:2023)
Sensory analysis - Selection and training of sensory assessors (ISO 8586:2023)
This document specifies criteria for the selection of and procedures for the training of trained sensory assessors and expert sensory assessors for food and beverages, as well as home and personal care products.
It is applicable to all industries concerned with the evaluation of products by the sense organs.
This document supplements the information given in ISO 6658.
Sensorische Analyse - Auswahl und Schulung von Prüfpersonen (ISO 8586:2023)
Dieses Dokument legt Kriterien für die Auswahl von und Verfahren für die Schulung von geschulten Prüfper
sonen und Sensorikern für Lebensmittel und Getränke sowie Haushalts- und Körperpflegeprodukte fest.
Es ist auf alle Industriezweige anwendbar, die sich mit der Beurteilung von Prüfmaterialien mit Hilfe der Sin
nesorgane befassen.
Dieses Dokument ergänzt die in ISO6658 aufgeführten Informationen.
WARNUNG— Dieses Dokument behandelt keine mit seiner Anwendung verbundenen Sicherheitspro
bleme. Es liegt in der Verantwortung des Anwenders dieses Dokuments, geeignete Vorkehrungen für die Sicherheit und den Gesundheitsschutz zu treffen und vor der Anwendung die Anwendbarkeit
schränkender Vorschriften zu bestimmen.
Analyse sensorielle - Sélection et entraînement des sujets sensoriels (ISO 8586:2023)
Le présent document spécifie les critères de sélection et les modes opératoires pour l’entraînement des sujets sensoriels entraînés et des sujets sensoriels experts pour les aliments et les boissons, ainsi que les produits d’hygiène pour la maison et produits d’hygiène corporelle.
Il est applicable à toute industrie concernée par l’évaluation des produits par les organes des sens.
Le présent document complète les informations données dans l’ISO 6658.
Senzorična analiza - Izbiranje in usposabljanje senzoričnih ocenjevalcev (ISO 8586:2023)
Ta dokument določa merila za izbiro usposabljanja kvalificiranih in strokovnih senzoričnih ocenjevalcev hrane in pijače, pa tudi izdelkov za dom in osebno nego, ter postopke v zvezi z njim.
Uporablja se v vseh zadevnih panogah, ki se ukvarjajo z oceno proizvodov s čutili.
Ta dokument dopolnjuje informacije, podane v standardu ISO 6658.
General Information
Relations
Standards Content (Sample)
SLOVENSKI STANDARD
01-september-2023
Nadomešča:
SIST EN ISO 8586:2014
Senzorična analiza - Izbiranje in usposabljanje senzoričnih ocenjevalcev (ISO
8586:2023)
Sensory analysis - Selection and training of sensory assessors (ISO 8586:2023)
Sensorische Analyse - Auswahl und Schulung von Prüfpersonen (ISO 8586:2023)
Analyse sensorielle - Sélection et entraînement des sujets sensoriels (ISO 8586:2023)
Ta slovenski standard je istoveten z: EN ISO 8586:2023
ICS:
03.100.30 Vodenje ljudi Management of human
resources
67.240 Senzorična analiza Sensory analysis
2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.
EN ISO 8586
EUROPEAN STANDARD
NORME EUROPÉENNE
April 2023
EUROPÄISCHE NORM
ICS 67.240; 03.100.30 Supersedes EN ISO 8586:2014
English Version
Sensory analysis - Selection and training of sensory
assessors (ISO 8586:2023)
Analyse sensorielle - Sélection et entraînement des Sensorische Analyse - Auswahl und Schulung von
sujets sensoriels (ISO 8586:2023) Prüfpersonen (ISO 8586:2023)
This European Standard was approved by CEN on 24 March 2023.
CEN members are bound to comply with the CEN/CENELEC Internal Regulations which stipulate the conditions for giving this
European Standard the status of a national standard without any alteration. Up-to-date lists and bibliographical references
concerning such national standards may be obtained on application to the CEN-CENELEC Management Centre or to any CEN
member.
This European Standard exists in three official versions (English, French, German). A version in any other language made by
translation under the responsibility of a CEN member into its own language and notified to the CEN-CENELEC Management
Centre has the same status as the official versions.
CEN members are the national standards bodies of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia,
Finland, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway,
Poland, Portugal, Republic of North Macedonia, Romania, Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland, Türkiye and
United Kingdom.
EUROPEAN COMMITTEE FOR STANDARDIZATION
COMITÉ EUROPÉEN DE NORMALISATION
EUROPÄISCHES KOMITEE FÜR NORMUNG
CEN-CENELEC Management Centre: Rue de la Science 23, B-1040 Brussels
© 2023 CEN All rights of exploitation in any form and by any means reserved Ref. No. EN ISO 8586:2023 E
worldwide for CEN national Members.
Contents Page
European foreword . 3
European foreword
This document (EN ISO 8586:2023) has been prepared by Technical Committee ISO/TC 34 "Food
products" in collaboration with CCMC.
This European Standard shall be given the status of a national standard, either by publication of an
identical text or by endorsement, at the latest by October 2023, and conflicting national standards shall
be withdrawn at the latest by October 2023.
Attention is drawn to the possibility that some of the elements of this document may be the subject of
patent rights. CEN shall not be held responsible for identifying any or all such patent rights.
This document supersedes EN ISO 8586:2014.
Any feedback and questions on this document should be directed to the users’ national standards
body/national committee. A complete listing of these bodies can be found on the CEN website.
According to the CEN-CENELEC Internal Regulations, the national standards organizations of the
following countries are bound to implement this European Standard: Austria, Belgium, Bulgaria,
Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland,
Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Republic of
North Macedonia, Romania, Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland, Türkiye and the
United Kingdom.
Endorsement notice
The text of ISO 8586:2023 has been approved by CEN as EN ISO 8586:2023 without any modification.
INTERNATIONAL ISO
STANDARD 8586
Second edition
2023-04
Sensory analysis — Selection and
training of sensory assessors
Analyse sensorielle — Sélection et entraînement des sujets sensoriels
Reference number
ISO 8586:2023(E)
ISO 8586:2023(E)
© ISO 2023
All rights reserved. Unless otherwise specified, or required in the context of its implementation, no part of this publication may
be reproduced or utilized otherwise in any form or by any means, electronic or mechanical, including photocopying, or posting on
the internet or an intranet, without prior written permission. Permission can be requested from either ISO at the address below
or ISO’s member body in the country of the requester.
ISO copyright office
CP 401 • Ch. de Blandonnet 8
CH-1214 Vernier, Geneva
Phone: +41 22 749 01 11
Email: copyright@iso.org
Website: www.iso.org
Published in Switzerland
ii
ISO 8586:2023(E)
Contents Page
Foreword .v
Introduction .vii
1 Scope . 1
2 Normative references . 1
3 Terms and definitions . 1
4 Recruitment and preselection of subjects . 2
4.1 General . 2
4.2 Recruitment . 4
4.2.1 General . 4
4.2.2 Recruitment conditions. 4
4.2.3 Types of recruitment . 4
4.2.4 Advantages and disadvantages of internal and external recruitment . 5
4.2.5 Number of persons to be selected . 6
4.3 Background information and preselection . 7
4.3.1 Initial aspects . 7
4.3.2 Health and psychological criteria . 7
4.3.3 Other factors . 8
5 Sensory screening . 8
5.1 General . 8
5.2 Types of screening tests . 8
5.3 Colour vision . 9
5.4 Ageusia and anosmia . 9
5.4.1 General . 9
5.4.2 Ageusia . 9
5.4.3 Odour recognition test . 10
5.5 Texture. 11
5.5.1 General . 11
5.5.2 Analysis and interpretation of results .12
5.6 Hearing .12
5.7 Descriptive ability . 12
5.8 Selection of trainees . 13
6 Training of sensory assessors .13
6.1 Principle . 13
6.2 General .13
6.3 Assessment procedure . 14
6.4 Training exercises .15
6.4.1 Tests for detection of a stimulus . 15
6.4.2 Tests for discrimination between levels of intensity of a stimulus . 16
6.4.3 Descriptive ability . 17
6.4.4 Training in the use of scales . 20
6.5 Specific product training . 22
6.5.1 General .22
6.5.2 Discrimination assessment . 22
6.5.3 Descriptive assessment . 22
6.6 Particular methods training .23
6.6.1 Principle . 23
6.6.2 Discrimination assessments . 23
6.6.3 Ranking assessment .23
6.6.4 Rating and scoring . 23
6.6.5 Descriptive sensory analysis . 23
6.7 Practice . . 24
7 Validation of sensory panel performance and training effectiveness.24
iii
ISO 8586:2023(E)
8 Management and follow-up of the group.25
8.1 Motivation . 25
8.2 Maintaining of skills . 25
8.3 Renewal . . 25
8.4 Retraining . 26
8.5 Additional training .26
Annex A (informative) Alternative colour screening procedure .27
Annex B (informative) Recognition of difference in textures .29
Annex C (informative) Cleansers and palate cleansers .30
Annex D (informative) Examples of most common scales .32
Annex E (informative) Example of a scaling exercise.33
Annex F (informative) Example of a ranking and then rating using scales .35
Annex G (informative) Example of a scaling test with two standards .36
Bibliography .37
iv
ISO 8586:2023(E)
Foreword
ISO (the International Organization for Standardization) is a worldwide federation of national standards
bodies (ISO member bodies). The work of preparing International Standards is normally carried out
through ISO technical committees. Each member body interested in a subject for which a technical
committee has been established has the right to be represented on that committee. International
organizations, governmental and non-governmental, in liaison with ISO, also take part in the work.
ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of
electrotechnical standardization.
The procedures used to develop this document and those intended for its further maintenance are
described in the ISO/IEC Directives, Part 1. In particular, the different approval criteria needed for the
different types of ISO documents should be noted. This document was drafted in accordance with the
editorial rules of the ISO/IEC Directives, Part 2 (see www.iso.org/directives).
Attention is drawn to the possibility that some of the elements of this document may be the subject of
patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of
any patent rights identified during the development of the document will be in the Introduction and/or
on the ISO list of patent declarations received (see www.iso.org/patents).
Any trade name used in this document is information given for the convenience of users and does not
constitute an endorsement.
For an explanation of the voluntary nature of standards, the meaning of ISO specific terms and
expressions related to conformity assessment, as well as information about ISO’s adherence to
the World Trade Organization (WTO) principles in the Technical Barriers to Trade (TBT), see
www.iso.org/iso/foreword.html.
This document was prepared by Technical Committee ISO/TC 34, Food products, Subcommittee SC 12,
Sensory analysis, in collaboration with the European Committee for Standardization (CEN) Technical
Committee CEN/SS C01, Food Products, in accordance with the Agreement on technical cooperation
between ISO and CEN (Vienna Agreement).
This second edition cancels and replaces the first edition (ISO 8586:2012), which has been technically
revised.
The main changes are as follows:
— the Title has been changed to “Sensory analysis — Selection and training of sensory assessors” (the
monitoring was removed as redundant with ISO 11132);
— some text from the Introduction has been moved into Clause 4;
— the Scope has been modified;
— a definition for the term “homogeneous” has been added in Clause 3;
— the process steps and roles of assessors have been clarified and the corresponding Figure 1 revised;
— Table 4 has been added with references to other International Standards;
— the tables and exercises for screening and training have been revised and modified;
— in Tables 3, 5, 9 and 11, examples for home and personal care products have been added;
— new annexes have been added with examples of screening and training activities;
— the concept of expert sensory assessors has been included in 8.5;
— Clause 2 and the Bibliography have been updated.
v
ISO 8586:2023(E)
Any feedback or questions on this document should be directed to the user’s national standards body. A
complete listing of these bodies can be found at www.iso.org/members.html.
vi
ISO 8586:2023(E)
Introduction
Sensory analysis is a science that is involved with the assessment of the organoleptic attributes of a
product by the senses. As such, sensory analysis uses sensory assessors as evaluators of products. This
document describes the recruitment, screening and training protocol for sensory assessors.
A sensory analysis sensory panel constitutes a true “measuring instrument”, and consequently the
results of the analysis depend on its members.
The recruitment of persons willing to participate in a sensory panel therefore needs to be carried out
with care and to be considered as a real investment, both in time and money.
vii
INTERNATIONAL STANDARD ISO 8586:2023(E)
Sensory analysis — Selection and training of sensory
assessors
WARNING — This document does not address any safety issues associated with its use. It is the
responsibility of the user of this document to establish appropriate safety and health practices
and to determine the applicability of regulatory limitations prior to use.
1 Scope
This document specifies criteria for the selection of and procedures for the training of trained sensory
assessors and expert sensory assessors for food and beverages, as well as home and personal care
products.
It is applicable to all industries concerned with the evaluation of products by the sense organs.
This document supplements the information given in ISO 6658.
2 Normative references
The following documents are referred to in the text in such a way that some or all of their content
constitutes requirements of this document. For dated references, only the edition cited applies. For
undated references, the latest edition of the referenced document (including any amendments) applies.
ISO 5492, Sensory analysis — Vocabulary
ISO 6658, Sensory analysis — Methodology — General guidance
ISO 8589, Sensory analysis — General guidance for the design of test rooms
3 Terms and definitions
For the purposes of this document, the terms and definitions given in ISO 5492 and the following apply.
ISO and IEC maintain terminology databases for use in standardization at the following addresses:
— ISO Online browsing platform: available at https:// www .iso .org/ obp
— IEC Electropedia: available at https:// www .electropedia .org/
3.1
sensory assessor
any person taking part in a sensory test
Note 1 to entry: A naive sensory assessor is a person who does not meet any particular criterion.
Note 2 to entry: An initiated sensory assessor has already participated in a sensory test.
3.2
screened sensory assessor
sensory assessors (3.1) who have been screened for their sensory abilities
3.3
trained sensory assessor
sensory assessors (3.1) who have been trained for a method or methods
ISO 8586:2023(E)
3.4
expert
person who, through knowledge or experience, has competence to give an
opinion in the fields about which he/she is consulted
3.5
expert sensory assessor
sensory assessor (3.1) with a demonstrated sensory sensitivity and with considerable training and
experience in sensory testing, who is able to make consistent and repeatable sensory assessments of
various products
3.6
sensory panel training
series of sessions (3.11) in which sensory assessors (3.1) are oriented to the tasks to be completed by a
sensory panel (3.7) and practice assessing particular product(s), which may include relevant product
characteristics, standard rating scales, techniques of evaluation and terminology
3.7
sensory panel
group of sensory assessors (3.1) participating in a sensory test
3.8
repeatability
agreement in assessments of the same products under the same test conditions by the same sensory
assessor (3.1) or sensory panel (3.7)
3.9
reproducibility
agreement in assessments of the same products under different test conditions or by different sensory
assessors (3.1) or sensory panels (3.7)
Note 1 to entry: Reproducibility may be measured as any of the following:
— the reproducibility of a sensory panel (or an assessor) in the short term, measured between two or more
sessions (3.11) separated by several days;
— the reproducibility of a sensory panel (or an assessor) in the medium or long term, measured among sessions
separated by several months;
— the reproducibility between different sensory panels, in the same laboratory or in different laboratories.
3.10
homogeneous
of the same kind
3.11
session
period of time where the sensory assessors (3.1) work on a specific task or evaluate a number of samples,
either individually or as a group
Note 1 to entry: A session typically spans from 30 min to 2 h.
4 Recruitment and preselection of subjects
4.1 General
4.1.1 Sensory assessment can be performed by four types of assessors (see Figure 1):
— naive sensory assessors;
ISO 8586:2023(E)
— screened sensory assessors;
— trained sensory assessors;
— expert sensory assessors.
Figure 1 — Recruitment, screening and training process of sensory assessors
4.1.2 It is necessary to undertake a preliminary selection of the candidates at the recruitment stage,
in order to eliminate those who would be unsuited for sensory analysis. The final selection shall be
made after screening and ultimately training. The selection and training methods to be employed
depend on the tasks intended for the “trained sensory assessors” and “expert sensory assessors”.
4.1.3 Sensory assessors work as a sensory panel which is managed by a sensory panel leader.
In certain cases (especially for descriptive sensory analysis), the sensory panel may be divided into
specialized subgroups.
4.1.4 The recommended procedure for the training of a sensory panel involves:
a) recruitment and preliminary screening of naive assessors/candidates;
ISO 8586:2023(E)
b) screening of naive assessors/candidates, selection of whom are to become screened sensory
assessors/trainees;
c) training and validation of screened sensory assessors, selection of whom then become trained
sensory assessors;
d) possible additional training of trained sensory assessors to become expert sensory assessors.
The exact procedures covered by a) and b) and the nature of the tests performed in c) and d) depend on
the tasks intended for the sensory panel.
4.1.5 The sensory panel leader is responsible for the general follow-up of the group of expert sensory
assessors and for their training. The expert sensory assessors are not responsible for the choice
of tests used, the presentation of the samples or for the interpretation of results. These matters are
the responsibility of the sensory panel leader who also decides how much information is given to the
sensory panel.
4.1.6 The performance of selected assessors should be monitored regularly to ensure that the criteria
by which they were initially selected continue to be met. For monitoring and validation procedures, see
ISO 11132.
4.1.7 The entire process for the recruitment of a sensory panel is illustrated in Figure 1.
4.1.8 Willing candidates for training shall have the following general characteristics:
a) they shall be motivated and interested in further developing their sensory skills;
b) they shall be able to participate;
c) they shall not have any sensory impediments related to the purpose of the test.
4.2 Recruitment
4.2.1 General
To recruit candidates and to screen those most suitable for training, follow 4.2.2 to 5.7.
4.2.2 Recruitment conditions
There are three important considerations for the recruitment of people for a sensory panel:
— Where should people be recruited from to constitute the group?
— How many people shall be selected?
— How shall the people be selected?
Answers to these questions are provided in 4.2.3 to 4.2.5.
4.2.3 Types of recruitment
4.2.3.1 General
Two types of recruitment are available to organizations:
— company staff recruited from within the organization (internal recruitment);
— recruit people from outside the organization (external recruitment).
ISO 8586:2023(E)
It is possible to constitute a mixed sensory panel from both types of recruitment.
4.2.3.2 Internal recruitment
Internal candidates are recruited from office, plant or laboratory staff. It is advisable to avoid those
persons who are too personally involved with products or projects being examined, in particular those
involved at the technical or commercial level, because they can cause the results to be biased.
In this type of recruitment, it is vital that the organization’s general management and hierarchy provide
their support and make it known that sensory analysis is considered as part of everyone’s work. This
can be made known at the hiring stage of the personnel.
4.2.3.3 External recruitment
The recruitment is conducted outside the organization.
The most commonly used means for this purpose are advertisement of the role, e.g. in local press, social
media or through suitable clubs or groups.
4.2.4 Advantages and disadvantages of internal and external recruitment
4.2.4.1 General
Organizations may use independent internal or external sensory panels for different tasks.
4.2.4.2 Internal recruitment
4.2.4.2.1 Advantages
The advantages are:
— the people are available at short notice as they work on site;
— it is not necessary to make provision for any payment (however, in order to maintain interest, it can
be desirable to offer incentives);
— a better confidentiality regarding the results is ensured, which is particularly important for research
work.
4.2.4.2.2 Disadvantages
The disadvantages are:
— problems related to the hierarchy of the organization;
— candidates are influenced in their judgements by knowledge of the products;
— replacement of candidates is more difficult (limited number of persons in small organizations);
— less choice of people;
— lack of availability due to conflicting priorities.
ISO 8586:2023(E)
4.2.4.3 External recruitment
4.2.4.3.1 Advantages
The advantages are:
— a wide range of choice;
— a subsequent supply of new potential assessors by word of mouth;
— no problems with hierarchy;
— easier selection, without the risk of offending people if they are unsuitable;
— candidate availability.
NOTE Since it is necessary that the individuals be available, a disproportionate number of retired or
unemployed people or students are sometimes encountered because it is more difficult to recruit those in full-
time employment.
4.2.4.3.2 Disadvantages
The disadvantages are:
— the method can be seen to be expensive (remuneration, paperwork);
— this method is better suited to urban communities where there is a sufficient number of inhabitants;
in rural areas, it is not always easy to obtain sufficient suitable people in the area, but advantage
can be taken of people associated with co-operatives (e.g. milk, wine), and in this case, the risk that
some candidates are influenced in their judgement because of their experience shall be taken into
account;
— after having paid for the selection and training, there is a risk that people leave at a moment’s notice.
4.2.5 Number of persons to be selected
Experience has shown that, after the recruitment, the selection procedures eliminate approximately
half or more of the people for reasons such as sensory ability, knowledge and aptitude.
The number of persons to be recruited varies depending on the following elements:
— the financial means and the requirements of the organization;
— the types and frequency of tests to be conducted.
As not everyone will pass the selection criteria, it can be necessary to interview and screen many more
people than is actually required to constitute the final sensory panel, e.g. in order to obtain a sensory
panel of 12 screened sensory assessors for a descriptive analysis sensory panel, as many as 70 or more
people can be screened, and a minimum of 18 persons should be selected for training.
For specialized purposes and different types of sensory tests, a higher number of sensory assessors can
be required.
ISO 8586:2023(E)
4.3 Background information and preselection
4.3.1 Initial aspects
4.3.1.1 General
Background information on the candidates may be obtained by submitting them to a combination of
clearly understood questionnaires coupled with interviews by persons experienced in sensory analysis.
Aspects specified in 4.3.1.2 to 4.3.1.5 shall be explored.
4.3.1.2 Availability
Candidates shall be available to attend both training and subsequent assessments. Personnel who travel
frequently or who have continual heavy workloads are often unsuited for sensory work.
4.3.1.3 Attitudes towards products to be assessed
Strong dislikes for certain foods and beverages, together with any cultural or other reasons for not
consuming certain foods or beverages, should be determined. Candidates who are open-minded in their
eating habits often make good sensory assessors for food or beverage descriptive analyses. If assessors
are being recruited for a sensory panel that will assess home and personal care products, it will be an
advantage if they are interested in the types of products being evaluated.
4.3.1.4 Knowledge and skills
The initial sensory perceptions of the candidates have to be interpreted and expressed, requiring certain
physical and intellectual abilities, in particular the capacity to concentrate and to remain unaffected by
external influences. If the candidate is then required to evaluate only one type of product, knowledge of
all aspects of that product can be beneficial. It is then possible to choose sensory assessors from those
candidates who have shown an aptitude for sensory analysis of this product for further training as
expert sensory assessors.
4.3.1.5 Ability to communicate
The ability of candidates to communicate and describe the sensations they perceive during an
assessment is particularly important when considering candidates for descriptive analyses. This ability
can be determined at the interview and again during screening tests.
Desirable characteristics of candidates include the ability to:
a) describe products and verbalize sensations;
b) develop a memory for the description of sensory attributes.
4.3.2 Health and psychological criteria
4.3.2.1 Illness
Colds and temporary conditions should not be a reason for eliminating a candidate. Consider inviting
them for screening at a later date.
4.3.2.2 General health
The candidates should be retained only if they can fully perform the necessary sensory evaluation
tasks. They shall be willing and able to evaluate the full range of stimuli. They shall not have a condition
(such as an allergy, sensitivity, food intolerance, or illness) which can cause adverse health effects as
a result of performing these evaluations. They should not have a condition that impacts those senses
relevant to the sensory tests to be undertaken. They shall not be taking medication which can impair
ISO 8586:2023(E)
their sensory capacities and thus affect the reliability of their judgements. It can be useful to know
whether the candidates have dental prostheses, since they can have an influence in certain types of
evaluation involving texture or flavour of foodstuffs.
4.3.2.3 Psychological criteria
The following criteria are considered:
a) Interest and motivation: Candidates who are interested in sensory analysis and the product or
products to be investigated are likely to be more motivated and hence are likely to become better
assessors than those without such interest and motivation.
b) Sense of responsibility and ability to focus: Candidates shall show interest and motivation for the
tasks and shall be willing to persevere with tasks demanding prolonged concentration. They shall
be punctual in attending sessions and shall be reliable and honest in their approach.
c) Ability to judge: Candidates shall come to a decision, stand by it without any personal preferences,
be self-critical and know their limitations.
d) Willingness to co-operate: Candidates should be willing to learn and not be dominant in a group
discussion. This can be checked by running a mock sensory panel session as part of the screening
process to ascertain how the candidates work in this environment.
4.3.3 Other factors
Other information which may be recorded during recruitment includes name, age group, sex, nationality,
educational background, current occupation and experience in sensory analysis. Information on
smoking habits may also be recorded, but candidates who smoke are not generally excluded, unless
effects from smoking are influencing the candidate’s or other sensory assessors’ evaluations.
5 Sensory screening
5.1 General
Various tests which may be used for screening purposes are described in 5.2.
The choice of the tests and of the materials to be used is conducted on the basis of the applications
planned and the properties to be assessed.
5.2 Types of screening tests
All the tests described have the dual function to establish the suitability of candidates for the intended
sensory task(s) and to familiarize them with both the methods and products they will use if selected.
There are three types, aimed at:
a) determining impairment;
b) determining sensory acuity;
c) evaluating a candidate’s potential for describing and communicating sensory perceptions.
Screening should only be carried out after the candidates have received instructions on the evaluation
procedure.
The tests should be conducted in an appropriate environment in accordance with the recommendations
specified in ISO 8589. Several tests described in this document are based on those specified in ISO 6658.
The selection of candidates shall take into account the intended application, the performance of the
candidates at the interviews, and their potential rather than their current performance.
ISO 8586:2023(E)
5.3 Colour vision
Candidates with abnormal colour vision are unsuitable for tasks involving judgement or matching of
colours. Assessment of colour vision can be carried out by using a recognized test, such as the Ishihara
[18]
test or the Farnsworth Munsell 100 hue test. The criteria are given in the producer instructions. For
an alternative colour test using colorants, see Annex A.
5.4 Ageusia and anosmia
5.4.1 General
It is desirable that candidates be tested to determine their sensitivity to substances which can be
present in small concentrations in products, in order to detect ageusia (see ISO 3972:2011), anosmia
(see ISO 5496) or possible lack of sensitivity.
5.4.2 Ageusia
Samples of sapid materials (see Table 1 for examples) at well above threshold levels are prepared. Each
sample is attributed a different, random, three-digit code number. Candidates are presented with one
sample of each type (e.g. bitter, sweet) and are allowed to familiarize themselves with them. If the
sensory panel will be working on products containing sweeteners, the sensory panel leader can include
artificial sweeteners, or, if the sensory panel is going to be assessing beer, solutions of iso-alpha acids
can be more pertinent than caffeine. The samples are then presented as a series of the same materials
labelled with a different, random, three-digit code number. The candidates are asked to match each
of the three-digit codes to one of the original labelled set (e.g. bitter, sweet) and to describe the
sensation they are experiencing. Approximately twice as many new samples as original samples shall
be presented. None of the samples shall be so intense as to produce strong carry-over effects and hence
to influence subsequent tasting. Odourless flavourless water shall be made available for cleansing the
palate between samples. Two replications of the test are recommended in order to avoid false results
from random mistakes.
For these substances and concentrations, it is generally accepted that candidates who have more than
80 % correct matches may be chosen as trainees. However, for sensory panels where the detection and
rating of basic tastes are critical (e.g. soft drink or alcoholic beverage sensory panels), there may be a
requirement for 100 % correct matches.
ISO 8586:2023(E)
Table 1 — Examples of taste and mouthfeel materials and concentrations for screening tests
Chemical Abstracts Concentration in water
Taste Material Service (CAS) at room temperature
Registry Number© g/l
a)
Sweet Sucrose 57-50-1 10 (1 %)
b)
Acid Citric acid anhydrous 77-92-9 0,6 (0,06 %)
c)
Bitter Caffeine 58-08-2 0,5 (0,05 %)
Quinine HCl. 2H O 6119-47-7 0,2 (0,02 %)
Salty Sodium chloride 7647-14-5 2 (0,2 %)
Umami Monosodium glutamate 6106-04-3 0,6 (0,06 %)
monohydrate
Astringent Tannic acid or 1401-55-4 1 (0,1 %)
quercetin or 117-39-5 0,5 (0,05 %)
potassium aluminium sulfate 7784-24-9 0,5 (0,05 %)
(Alum)
Metallic Iron(II) sulfate heptahydrate, 7782-63-0 0,01 (0,001 %)
d)
FeSO ⋅7H O
4 2
The products used shall be free from impurities which can give interfering tastes. Taste perception can change depending
on the water quality. It is advisable to use the same water source.
a) Sucrose solution is unstable. It should be used within 24 h and should be stored chilled until use.
b) Citric acid and caffeine have a better recognition in spring and demineralized water.
c) Caffeine should be dissolved in small amount of hot (80 °C) water prior to mixing with cold water.
d) Iron has to be dissolved only in demineralized water for recognition and to avoid oxidation and colouring. Colouration
of the solution is a sign of oxidation. Coloured iron solution shall therefore not be used for investigating sensitivity of taste.
See ISO 3972:2011
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