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The Psychometric Test And The Employee Selection Process

1514 words - 6 pages

The Psychometric Test and the Employee Selection Process

Most employers want the ‘perfect fit’ for any position vacant for
recruitment. They always tend to want the best man suitable for the
job, technically and interpersonally. The common ways of recruiting an
employee is by application forms, curriculum vitae, and interviewing
sessions. Most candidates are polite at interviews just to put across
a good impression to the interviewer. Just interviewing someone is
not enough to know if you have the right person for the job. Ability
can be relatively easy to assess through interviewing and skills
testing. Testing interpersonal skills is another issue. To reduce the
risk of hiring the wrong person, the use of psychometric testing has
been adopted by more and more organisations to increase the validity
and reliability of the recruitment process.

Psychometrics is the application of the objective, scientific
measurement and mathematics to psychology. It refers top the testing
of cognitive of mental functions and personality and the analysis of
result. The psychometric test covers a lot of tests used to assess a
characters strength or weakness providing accurate profiles of the
suitability for a position. “Psychometric” means measurement of the
mind. The Psychometric test is a way of assessing an individual’s
ability or personality in a measured and structured way. Also, a
psychometric test could be said to be any standardized procedure for
measuring sensitivity or memory, or intelligence or aptitude as well
as personality. Psychometric tests are one measure by which an
employer can discriminate against individuals in the selection
process. The tests are often presented in a multiple guess form,
either paper or electronically based. There are two types of the
psychometric test. They include:

. Aptitude/Skills Test- This depends on the nature of the job that
has been applied for. This type of test could be numerical or verbal
reasoning, spatial awareness or diagrammatic reasoning. They are
often time constrained.

. Personal Questionnaire- this type of test is used to access the
certain personal qualities required of the candidate.

Psychometric testing does have real value to add to the selection
process. However, it is not limited to the recruitment phase. Many
organisations have seen the benefit of psychometric testing and now
use it in later stages of an employee’s career path. Psychometric
testing can be used to create more self- awareness and improve
motivation.

According to Nick article, it wholeheartedly agrees with the fact that
psychometric tests are a very efficient part of the selection
procedure in an organisation. However it also states that
psychometric tests have yielded good results at a high percentage in
the business sector. He discusses how they were used during the First
World War to vet the soldiers. He explains the different ways
psychometric test are used to...

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