The Psychometric Test and the Employee Selection Process Essay examples

The Psychometric Test and the Employee Selection ProcessMost employers want the perfect fit for any position va piece of asst forrecruitment. They always persist to want the best man suitable for thejob, technically and interpersonally. The common ways of recruiting anemployee is by application forms, curriculum vitae, and interviewingsessions. Most candidates are polite at interviews in force(p) to put acrossa good impression to the interviewer. Just interviewing someone isnot enough to know if you have the right person for the job. Abilitycan be relatively easy to assess through interviewing and skills running gameing. Testing interpersonal skills is another issue. To reduce therisk of hiring the wrong person, the affair of psychometric psychometric testing hasbeen take by more and more organisations to increase the validityand reliability of the recruitment process.Psychometrics is the application of the objective, scientificmeasurement and mathematics to psychology. It refer s top the testingof cognitive of mental functions and personality and the analysis ofresult. The psychometric test covers a lot of tests used to assess acharacters strength or weakness providing accurate 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 formeasuring sensitivity or memory, or intelligence or aptitude as wellas personality. Psychometric tests are one measure by which anemployer can discriminate against individuals in the fillingprocess. The tests are often presented in a multiple guess form,either paper or electronically based. There are two types of thepsychometric test. They take. 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 represented 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 historical value to add to the optionprocess. However, it is not limited to the recruitment phase. Manyorganisations have seen the benefit of psychometri... ...ers for the questions. . As the assessment is not a 100% accurate, at that place may be little or no correlation 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 building and personal development. Psychometrictest is used by a vast number of large and small companies whoappreciate its cost effectiveness when compared to the hard soft andhuman cost of selection errors. Psychometric tests, although a usefulselection tool to implement, have many flaws and in order to be validmust be carried out in a strict and controlled manner in order for anorganisation to make the right choice when seeking to recruit anindividual into an organisational role.Research now shows that, in comparison 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 extent outpaced the level of sophistication and knowledge.