The Psychometric Test and the Employee Selection Process Essay examples

The Psychometric Test and the Employee alternative Process approximately employers want the perfect fit for any bearing vacant forrecruitment. They always tend to want the best man adapted for thejob, technically and interpersonally. The common ways of recruiting anemployee is by application forms, curriculum vitae, and interviewingsessions. Most candidates ar polite at interviews just to put acrossa good impression to the interviewer. Just interviewing someone isnot enough to agnize if you have the right person for the job. Abilitycan be comparatively easy to assess through interviewing and skills experimenting. Testing interpersonal skills is another issue. To subjugate therisk of hiring the wrong person, the physical exercise of psychometric studying hasbeen adopted by more and more organisations to increase the validityand reliability of the recruitment process. psychometry is the application of the objective, scientificmeasurement and mathematics to psychology. It refers top the testingof cognitive of mental functions and spirit and the analysis ofresult. The psychometric test covers a circularise of tests used to assess acharacters strength or weakness providing entire profiles of thesuitability for a position. Psychometric means measurement of themind. The Psychometric test is a way of assessing an individualsability or personality in a measured and structured way. Also, apsychometric test could be said to be any standardized procedure for step sensitivity or memory, or intelligence or aptitude as wellas personality. Psychometric tests are one measure by which anemployer can discriminate against individuals in the selectionprocess. The tests are often presented in a multiple guess form,either paper or electronically based. There are two types of thepsychometric 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 quantitative or verbal reasoning, spatial aware ness or diagrammatic reasoning. They are often time constrained.. Personal Questionnaire- this type of test is used to rise to power the certain personal qualities required of the candidate.Psychometric testing does have factual value to add to the selectionprocess. However, it is not limited to the recruitment phase. moreorganisations have seen the benefit of psychometri... ...ers for the questions. . As the assessment is not a coke% accurate, there may be little or no correlativity between the candidates answers and the way he carries out the job.In conclusion, Psychometric test is versatile and can be used as anaid for personnel selection and recruitment, career guidance, careerdevelopment, team structure and personal development. Psychometrictest is used by a colossal number of large and small companies whoappreciate its cost effectiveness when compared to the profound soft andhuman cost of selection errors. Psychometric tests, although a expedientselection tool to implement, have many flaws and in order to be validmust be carried out in a stern and controlled manner in order for anorganisation to make the right selection when seeking to recruit anindividual into an organisational role.Research now shows that, in equation with selection by normalinterviewing techniques, the use of supporting psychometric testingcan significantly improve the match between the individuals and thejob.The growing use of psychometric testing in selection and assessmenthas to some limit outpaced the level of sophistication and knowledge.