The Psychometric Test and the Employee Selection Process Essay examples

The psychometric hear and the Employee Selection ProcessMost employers want the perfect fit for any position vacant for recruitment. They always tend to want the best opus suitable for thejob, technically and interpersonally. The common ways of recruiting anemployee is by application forms, course of study vitae, and interviewingsessions. Most candidates are polite at interviews just to put acrossa good impression to the interviewer. Just interviewing roughone isnot liberal to know if you sacrifice the obligation person for the job. Abilitycan be relatively easy to assess through interviewing and skills testing. Testing interpersonal skills is other issue. To reduce therisk of hiring the wrong person, the use of psychometric testing hasbeen espouse by more and more organisations to increase the validityand reliability of the recruitment process.Psychometrics is the application of the objective, scientific streakment and mathematics to psychology. It refers top the testing of cognitive of mental functions and personality and the analysis ofresult. The psychometric test covers a lot of tests employ to assess acharacters strength or flunk 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 result formeasuring sensitivity or memory, or intelligence or skill 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. adroitness/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 delineated reasoning. They are often time constrained.. Personal Questionnaire- this type of test is utilize to access the certain personal qualities required of the candidate.Psychometric testing does have real value to add to the selectionprocess. 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, there may be little or no correlation between the candidates answers and the way he carries step up the job.In conclusion, Psychometric test is versatile and can be used as anaid for personnel selection and recruitment, career guidance, careerdevelopment, group building and personal development. Psychometrictest is used by a vast number of large and small companies whoappreciate its cost military capability when compared to the hard soft andhuman cost of selection errors. Psychometric tests, although a usefulselection tool to implement, have many flaws and in c oiffe 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 ontogeny use of psychometric testing in selection and assessmenthas to some extent outpaced the level of sophistication and knowledge.