In the modern day most of business organisations are facing so many issues. One of most common issue is failure to recruit most suitable candidate to the vacant position. Therefor Human resources management became the crucial factor of every organisation in order to achieve its goals. Despite the qualifications, working experience, teamwork, attitudes, personality of the employees, how they are managed is the key factor of the success of the organisation since the main asset of the organisation is the employees (Memon, et al.2018).
Though the many definition to the Human Recourse Management were found, according to the Armstrong(2006) use of tactical and logical system on the employees to achieve the organization’s long term and short term target can be defined as HRM. In the term of Human resources management, recruitment and selection process plays very crucial role. According to Bratton and Gold(2007) Recruitment is the process of gathered a group of individuals who applied for the said vacancy and choose the most suitable person or persons using the special tools or instruments
Selection Tools Use By Organisations
According to Stone(1982) Human resources mangers use several methods to select the best candidates for the vacant positions. Well known these methods are shown as follows.
• Interviews
• Skills Test
• IQ Test
• Psychometric Test
• Aptitude and competency bases assessments
• Reference Check, Police Check and check with network Interviews
Psychometric Test
Source(IDreamCareer, 2018)
Psychometric tests will be designed to measure applicant’s suitability for the said position. Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to observe from a face-to-face interview or formal selection tools. (Bryon, 2011).
Reference List
• Armstrong,M.(2006)A handbook of human resource management practice.10th ed.London,
Kogan Page Limited.
• Bratton,J and Gold.(2007)Human resource management : theory and practice.04th ed.Basingstoke, Palgrave Macmillan.
• Bryon, M.(2011)How to pass Graduate Psychometric tests.04th ed. Kogan Page, London.
• Memon,M,,Ahmed,F., Qureshi,M and Brohi N.(2018)Journal of organizational behavior research. Effectiveness Of Psychometric Testing In Recruitment Process,l3(1),pp.92-93.
• Stone,T.(1982) Understanding Personnel Management,The Dryden Press Series in
Management,01st ed.Harcourt School.
• Fernandes,O and Screenidhi, K.(2004)The benefits of using a Holistic Approach in
behavioral assessment Interpretation
• Liam Healy, L.(2008)Psychometric test for dummies, England, John Wiley & Sons Ltd.
• Armstrong,M.(2006)A handbook of human resource management practice.10th ed.London,
Kogan Page Limited.
• Bratton,J and Gold.(2007)Human resource management : theory and practice.04th ed.Basingstoke, Palgrave Macmillan.
• Bryon, M.(2011)How to pass Graduate Psychometric tests.04th ed. Kogan Page, London.
• Memon,M,,Ahmed,F., Qureshi,M and Brohi N.(2018)Journal of organizational behavior research. Effectiveness Of Psychometric Testing In Recruitment Process,l3(1),pp.92-93.
• Stone,T.(1982) Understanding Personnel Management,The Dryden Press Series in
Management,01st ed.Harcourt School.
• Fernandes,O and Screenidhi, K.(2004)The benefits of using a Holistic Approach in
behavioral assessment Interpretation
• Liam Healy, L.(2008)Psychometric test for dummies, England, John Wiley & Sons Ltd.
Some employers choose to use psychological tests in the recruitment method to help better match the candidates for a comprehensive assessment and want to ensure that they are properly suited for this position. There is some debate about the value of psychological testing, but those who use it believe that it can more objectively outline the candidate's personality, strengths, weaknesses, and ways of working(Jenkins, 2001).
ReplyDeleteAgreed.Its enable employers to choose most appropriate candidate for the specified job (Healy, 2008).
DeleteAdding on to your article. According to Merwe (2002), Psychometric tests can contribute to the effectiveness of selection and placement in the industry if they are used with care and responsibility. Psychometric tests are processed with insight and sensitivity, but are still the most effective way to predict behavior.
ReplyDeleteyes.psychometric test to identify the hidden aspects of candidates that are difficult to observe from a face-to-face interview or formal selection tools. (Bryon, 2011).
DeleteSelection process is one of the crucial elements of the Human Resource Management where according to Stone (1982), there are several methods that can be used in the selection process including Psychometric tests, Skills tests, Interviews and IQ tests. I agreed with the content.
ReplyDeleteAs you said, Recruitment is the process of gathered a group of individuals who applied for the said vacancy and choose the most suitable person or persons using the special tools or instrument
DeleteAdding to the article, Psychometric test use to evaluate the human intellect. Mostly this is using for an interview since it is difficult to identify the behaviour during the interview time, like applicants experience, educational background, Skills. End results of this test will give huge support to the HR to pick the correct suitable candidate for the vacancy (ozyer,2018).
ReplyDeleteyes Nayani.psychometric test to identify the hidden aspects of candidates that are difficult to observe from a face-to-face interview or formal selection tools. (Bryon, 2011).
DeleteSelecting the right candidate could be done using written tests, interviews, background tests, medical tests, and application evaluation. Mostly, the first selection tool used by most of the organizations are the application evaluations (Chandrashekar & Sahin, 2014).I agreed with the content.
ReplyDeleteYou have outlined some of the advantages of using psychometric tests in your article. Looking at the flip-side, one of the main weaknesses of psychometric tests is that, the candidates may be able to provide dishonest answers to certain questions in order to manipulate the outcome (Cripps, 2017).
ReplyDeleteagreed.as you said candidates can practice samples psychometric test and mislead them.
DeleteHi Oshantha, even though you mentioned that psychometric tests have grown in popularity over the years, it is certainly not without its flaws. For one, the tests may not always be accurate, as candidates might answer dishonestly (Alexander, 2019). Moreover, as mentioned by Cripps (2017), test anxiety can create a false negative if the candidate is a bad tester and put some candidates at a disadvantage if they have different cultural backgrounds or language barriers.
ReplyDeleteagreed.. Concept of the psychometrics has its roots in the notion of quantifying and objectively measuring the dimensions previously believed to be subjective domain (Coaley, 2010). This includes human behavior, attitudes, motivation, feelings and beliefs. Its measurement consists of two parts largely defined as the quantitative representation of the phenomenon and the classification itself.
ReplyDeleteHi Oshantha, the vast majority of employee selection programs are based upon the successive-hurdle technique. This means that to be hired, applicants must successfully pass various screening steps. At each step or hurdle some candidates get rejected. Psychometric tests can be of great value in employee selection because of their objectivity and validity (Schultz & Schultz,1998). It must however be regarded as only one possible step in the selection process – merely an aid, never to be used on its own, or to replace the whole selection procedure.
ReplyDeleteHi Oshantha, I do agree on your blog post as you have mentioned that phycological test enables employers to choose the most appropriate candidate for the specified job (Healy, 2008). It is done by evaluating candidates' potential. This helps employers identify high performing candidates and is fairer on candidates who may have an unstructured interview, denying them the opportunity to sell their skills and competencies in an interview situation.
ReplyDeleteVery interesting topic. This blog gives the reader a full understanding of Psychometric tests. In order to maximise the output of the employees, the core competencies of the company should be aligned or matched with employee competencies (Porter, 2008). The most accurate way to assess the level of required competencies, is using one or more of the psychometric tests (Healy, 2008). It gives the organisation a better chance to choose the most suitable person for a vacant position.
ReplyDeleteHi Oshantha, a very good post and agree with you.
ReplyDeleteThere is a universal truth in saying that human upbringing, previous knowledge, experiences, attitudes and personality traits have a deep impact on how an individual view the world around it (Guba, 1981).