USE OF PSYCHOMETRIC TESTS IN THE PROCESS OF RECRUITMENT

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 (Anwar, 2015). If the process is to collect a pool of candidates, the selection is the process of selecting the best candidate. (D'Silva, 2020).

Recruitment is a broader category that includes sub-functions such as attraction, selection training, and retention of appropriate candidates (Jakson, 2010) . Several tests based on the job description are used to assess candidates' mental aptitude during the screening process to identify eligible candidates for further stages. Various tests have been used depending on the context. Psychometrics is one approach to screening that uses specially designed tests (Merwe, 2002) . It is a branch of psychology that studies the theory and practice of measuring knowledge, attitudes, abilities, personality traits, and skills.

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. (Bryon, 2011).

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 (Pascale, 2013) a psychometric test for personnel selection consists of a series of standardized questions.

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 (Bryon, 2011). 

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. .