The Psychometric Test and the Employee Selection Process

Psychological Testing and Employee's Selection Process Most employers hope to "fit perfectly" every job offer. They tend to constantly seek people who are most suitable for their jobs both technically and personally. The common way to hire employees is application form, resume, interview. Most candidates are very polite at the interview, only to give the interview a good impression. Just by interviewing, we can not know if there is a suitable person.

"Psychometric" tests are often related to "best practices" selected by employees; Redman T and Wilkinson A, modern human resource management (Prentice Hall, 2009). Psychological tests are designed to accurately measure candidate knowledge, ability, and personality traits. These tests are designed to be reliable and predictable and are very popular among recruiters because they are very effective in handling a large number of applicants. Meanwhile, the assessment center focuses on actions necessary for work and completes various tasks as part of the selection process; CIPD, (http://www.cipd.co.uk/hr-resources/factsheets/) . Selection-methods.aspx) .. (accessed on March 5). BP's Web site shows that its website is the best choice route (http://www.bp.com/sectiongenericarticle.do?categoryId=9031578&contentId=7057906)((2011 3 Visited on 5th of May)

Strategic coordination is the key to the success of any recruitment and selection activities. Collecting evidence and information can be chosen from a variety of sources, most commonly interviews, evaluation centers, psychological tests, and bibliographies. Every selection method must be related to work. There are usually four selection stages, which are split again. Short lists can be a difficult process if supply amounts far exceed the demand, or if the criteria specified for the job is too general to use as an optional filter. In some organizations short lists may be totally arbitrary, but in other organizations the specifications and staff 's specifications or capacity requirements will be objectively evaluated.

The basic function of staff selection is to estimate the future performance of candidates using interviews, psychological tests, and other data collection methods. In the hiring process to find potential employees and to find a good job with good organization (Gregory and Burroughs, 1989), nearly all major organizations use the interview as the method of choice (Latham, Saari, Pursell & Campion , 1980). The advantage of using an interview is that the interview is a useful information and communication device, because the interviewer can explain the job, that is, wages and working conditions in detail.