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 psychometri...
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...ers for the questions.
. As the assessment is not a 100% accurate, there may be little or no
correlation between the candidate’s answers and the way he carries out
the job.
In conclusion, Psychometric test is versatile and can be used as an
aid for personnel selection and recruitment, career guidance, career
development, team building and personal development. Psychometric
test is used by a vast number of large and small companies who
appreciate its cost effectiveness when compared to the hard soft and
human cost of selection errors. Psychometric tests, although a useful
selection tool to implement, have many flaws and in order to be valid
must be carried out in a strict and controlled manner in order for an
organisation to make the right choice when seeking to recruit an
individual into an organisational role.
Research now shows that, in comparison with selection by normal
interviewing techniques, the use of supporting psychometric testing
can significantly improve the match between the individuals and the
job.
The growing use of psychometric testing in selection and assessment
has to some extent outpaced the level of sophistication and knowledge.
There are two basic psychometric properties, validity and reliability that have been used to evaluate the quality of scale development. Psychometric testing used to evaluate the quality of instrument (Polit& Beck, 2010).
The car ride was always the longest but we all knew it was worth it. We arrived at the campsite ready to finally get out of the small compacted car. We unpacked everything and still had time to go hangout around the campsite before the sun went down so my brother and I went fishing while my sister and mom went down to the playground. When we got back the second family had arrived.
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