The
majority of the time, some subjective elements were included in the recruitment
and selection process. Hiring qualified employees are critical for the
organization. It is critical for the organization’s success to generate
interest and communicate opportunities for hiring the right candidates.
Employees play a critical role in the organization. Human resource management
can lead to a company’s success. We can reduce the impact on subjective
elements if the process is conducted professionally
Recruitment
is a broader category that includes sub-functions such as attraction, selection
training, and retention of appropriate candidates
Finding
the best people for various positions within an organization is a challenge for
all businesses today. Due to the current labor market, multiple candidates have
been identified who meet the requirements for the required position. According
to Chiavenato ( 2007 ) , personnel
selection is a step after recruitment in the integration of human resources. Personnel
recruitment and selection should be viewed as two stages in the same process: the first phase is the
entry of candidates into the organization. The second phase,
selection, entails activities such as choosing, deciding, selecting,
classifying, filtering, and restricting, and is the phase in which all
selection techniques are used. Castaño (
2011)
applied a variety of evaluation methods and techniques to human resources.
According
to Wayne (2010), many companies have added specific tests to their hiring
processes. These tests assess potential employees' skills, personality skills,
and motivation. It will support managers to make better hiring decisions
because this method can predict an individual's job performance.
It
has been determined over the years that personnel selection is essentially a
comparison of two variables.
1. Recruitment
of vacant position
2. The
characteristics of the candidates presented in a profile
According to
Types of psychometric
tests
Ø WAIS
Test
Ø Raven's progressive matrix test
Ø Terman Merrill Test
Ø Moss test
Ø Personality tests
Ø Eysenck Personality Test
Ø Work sample test
Ø Situational awareness
questioner
Ø IQ test
Work sample test
Psychometric
tests will be developed to evaluate an applicant's suitability for the position
in question. Employers use the information gathered from the psychometric test
to identify hidden aspects of candidates that are difficult to observe during a
face-to-face interview or through formal selection tools
Video1: Types
of Psychometric Tests: Used in Recruitment
Source - Youtube.com
References
Anwar, G. &. S. I. (. J. s. a., 2015. Job
satisfaction and employee turnover intention: A case study of private
hospital. A case study of private hospital in Erbil. International Journal
of Social Sciences & Educational Studies, 2(1), 73..
Bryon, M.,
2011. How to pass Graduate Psychometric tests. 04th ed. Kogan Page,
London..
Bryon, M. t.
p. G. P. t. e. K. P. L., 2011. How to pass Graduate Psychometric tests. 04th
ed. Kogan Page, London..
Castaño, M.
L. G. &. P. J., 2011. Technical guide and good practices in recruitment
and selection of personnel. Madrid: Official College of Psychologists of
Madrid.
Chiavenato,
I., 2007. Human Resource Management (Eighth ed.). Mexico: McGrawHill. .
Cohen, R. J.
&. S. M. E., 2009. Psychological Testing and Assessment: An Introduction
to Tests and Measuremen. McGraw-Hill..
D'Silva, C.
.., 2020. A Study On Increase in E-Recruitment and Selection Process.. International
Journal of Research in Engineering, Science and Management, 3(8), 205-213..
Jakson, C.
R. K. &. S. K. J., 2010. Human Resource Management:. The Key
Concepts,, p. Taylor & Francis.
Merwe, 2002.
Psychometric testing and Human Resource Management. SA Journal of
Industrial Psychology, 28.
Pascale,
2013. Sélectionner les candidats au moyen de tests psychométriques:
Qu’enseignent la doctrine et la jurisprudence québécoises?. Canadian
Psychology/Psychologie canadienne, 54(4), 269. .
Dear Thanuja, This is very interesting article. But there will be some disadvantages as well like test-taker’s ability to answer in a socially desirable manner or not being entirely true to their knowledge. Some candidates may provide misleading answers because of anxiety or an incongruent test environment. (Dent & Jude, 2004)
ReplyDeleteHi Dulanjana I agree with your comment. However, there are benefits to using the psychometric test in the workplace to understand how people behave, accurate testing generates intelligence of candidates and can identify candidate skills and abilities (Pascale, 2013).
ReplyDeleteHi Thanuja,
ReplyDeleteI totally agreed with you. The good recruitment program can provide a positive influence to increasing employee commitment, productivity and the quality of work including performance. The relationship of employee retention on performance is exceedingly complex. There is evidence that performance can decrease if the employee retention is bad and there is a possibility of stagnation if employee turnover is too dejected (Maddy, 2016).
Hi Thanuja, To further elaborate your blog content,
ReplyDelete‘Psychometric’ means mental measurement. Psychometric tests assess intelligence or personality. They use systematic and standardised procedures to measure differences in individual characteristics, thus enabling selectors to gain a greater understanding of candidates to help in predicting the extent to which they will be successful in a job (Armstrong, 2014).