Psychometric Evaluation in the Recruitment and Selection Process
Psychometric testing is the scientific mechanism, and it measures abilities and personality profiles to check whether the applicant is suitable for the organization. (Bach, 2005). Psychometric testing consolidated with the new technologies, and internet-delivered psychometric testing enhanced the recruitment and selection process (Bateson et al., 2014). Psychometric analysis can give remarkable support in selecting the right candidate for the correct position. Video 01 further illustrates the usage of psychometric tests in organizations.
Video
01: The usage of Psychometric Tests in organizations
Source:
(Mercer Mettl, 2018)
Psychometric
testing allows top management to decide which employees to recruit, what
responsibilities to allocate, and which teams. Furthermore, understanding the
employees should be an essential factor of a company to recruit the best
candidates to fulfill its workplace expectations and corporate culture (Ahmed
et al., 2015). Internationally, companies rely
on economic, scientific information generated through unbiased psychometric
testing to better-making recruitment decisions (Ones,
Viswesvaran and Schmidt, 2017). This is
because psychometric testing provides detailed outcomes that offer a good
understanding of essential characteristics of the candidate, such as team
working capabilities, leadership qualities, interpersonal skills, analytical
and decision-making abilities (Verburg,
Den Hartog and Koopman, 2007). This
eliminates the risk of recruiting the wrong person for the wrong position (Saha,
2020).
The importance of the psychometric evaluation will be further explained by
Video 02.
Video 02: The Importance of Psychometric tests
Source: (Explified, 2020)
There
are numerous methods of conducting psychometric tests such as Numerical Evaluation,
IQ knowledge tests, Verbal reasoning techniques, Analysis based on Diagrams and
abstracts, Queries on Personal profiles, Trainability test, Mechanical and technical methodologies, In-tray
approaches, Practical test based on job, Interest and
motivational checklist, and Fault identification (Bryon,
2008).
In
conclusion, it is recommended that organizations do not always stick to
psychometric evaluations when making decisions related to employee recruiting
practices. It is advisable to select the proper evaluation procedure by
combining the traditional methodologies and psychometric tests. These
approaches are needed to accomplish all the aspects of choosing the best
employees in the market and systematically customized them according to the current
recruitment process of the organization. Finally, the effectiveness of
psychometric assessment depends on its combination with the other techniques
and the new technology. The psychometric assessment mechanism one of the
critical elements of the recruitment and selection process, but we should
realize that is not the entire process when recruiting an employee to the
company.
Reference
Ahmed,
F. et al. (2015). Automated CV processing along with psychometric analysis in
job recruiting process. In: 2015 International Conference on Electrical
Engineering and Information Communication Technology (ICEEICT). May 2015.
Savar, Dhaka, Bangladesh: IEEE. pp.1–5. [Online]. Available at:
doi:10.1109/ICEEICT.2015.7307521 [Accessed 8 May 2021].
Bach,
S. (Ed). (2005). Managing human resources: personnel management in
transition. 4th ed. Malden, MA: Blackwell.
Bateson,
J. et al. (2014). Psychometric sifting to efficiently select the right service
employees. Managing Service Quality, 24, pp.418–433. [Online]. Available
at: doi:10.1108/MSQ-04-2014-0091.
Bryon,
M. (2008). Ultimate psychometric tests: over 1,000 verbal, numerical,
diagrammatic, and IQ practice tests. London ; Philadelphia: Kogan Page.
Ones,
D. S., Viswesvaran, C. and Schmidt, F. L. (2017). Realizing the full potential
of psychometric meta-analysis for a cumulative science and practice of human
resource management. Human Resource Management Review, 27 (1),
pp.201–215. [Online]. Available at: doi:10.1016/j.hrmr.2016.09.011.
Saha,
B. (2020). The Significance of Psychometric Tests in the Recruitment Process
for an Organization to Induce its Effectivity. International Journal of
Research in Engineering, Science and Management, 3 (8), pp.268–273.
Verburg,
R. M., Den Hartog, D. N. and Koopman, P. L. (2007). Configurations of human
resource management practices: a model and test of internal fit. The
International Journal of Human Resource Management, 18 (2), pp.184–208.
[Online]. Available at: doi:10.1080/09585190601102349.
Agreed with you , a Recruitment strategies by organizations should be tailored towards specific positions to be filled. These strategies in the modern global environment include advertisements in electronic and print media, agencies and services, schools and colleges/universities forum, professional associations and internal resources (Ndlovu et al, 2003).
ReplyDeleteYes, of course, HR practices associated with the recruitment process intend to amplify the workforce's capabilities. Therefore, it should be consolidated with the company's long-term strategies (Kandula, 2006).
DeleteAgreed, As per Demasi (2013), psychometric assessments are valuable tools in the recruitment process. When tests are standardized, objective, valid, reliable and discriminating, they provide employers with unique information about an applicant’s job-relevant knowledge, skills and abilities; that otherwise cannot be obtained via traditional methods of selection. Furthermore, as these tests are fair and objective, it ensures a legally defensible approach to selection.
ReplyDeleteThanks for your time and comments. Agree with you; yes, companies need a comprehensive and practical recruitment process using scientific methods such as psychometric evaluations. Because of the growing influence of employees in making competitive advantages, errors in hiring have conceivably adverse results for organizational achievement and continuation (Collins & Smith, 2006). Across all sectors, workers must maintain the necessary mix of talents, capacities, motives, and so on, allowing their firms to play efficiently, build a competitive advantage in their given business context, and support their companies to adjust to coming unexpected situations.
DeleteGoldberg, (2009) states that a key characteristic of psychometric measures is standardization. The instructions provided to test takers, the environment in which they complete a measure, and the way in which their responses are scored are all standardized. This ensures that as far as is practicable all test takers should have the same experience of completing the same psychometric, irrespective of when, where, or for what purpose it is completed, and that the random error associated with measuring these hidden constructs is minimized (Carrolls, 2003).
ReplyDeleteIndeed! Psychometric evaluation has become widespread across the ages. Screenihi and Fernandes(2014) affirmed that the rationale behind this is the applicants have been thoroughly equipped for the other hiring practices, and that will support them to pass the interview process promptly. When looking into realistic environments, employees cannot do the work as they showed in the interview. Respectively, psychometric analyses are conventional and systematic techniques applied to estimate a candidates' skills and characters. It permits companies to determine the most suitable applicant for the job (Healy, 2008).
DeleteSchmidt & Hunter, (2008) the use of psychometrics has permeated every discipline of applied psychology to some extent. The main reason that psychometric measures are used so extensively in the recruitment and selection process is that they are associated with a number of important outcomes. Cognitive ability tests are one of the best predictors of future job performance available in job selection (Robertson & Smith, 2001).
ReplyDeleteYes Hashanika. I have mentioned it in my blog post too. Psychometric examinations will be prepared to estimate the candidates' appropriateness for the job. Organizations utilize the knowledge accumulated from the psychometric analysis to recognize the disappeared characters of applicants that are tricky to realize from face-to-face discussions or traditional recruiting mechanisms. (Bryon, 2011).
DeleteAbsolutely Harsha. Like you have mentioned, there are a number of psychometric tests which are designed to evaluate candidate’s analytical skills and Intelligence, personality attributes and other related characteristics for the vacant job position. According to Menon et al (2018), the type of psychometric test which need to be used depends on the job requirement of the employer.
ReplyDeleteDepending on the industry, the personality traits required for the vacancy can be differ.
Thanks for your time and comment. The company's key drive factors should adjust with employee skills to enhance the employees' effectiveness. The usual precise approach to estimate the expected talents is individual or embedded numerous psychometric experiments. It supplies the company a more immeasurable opportunity to determine the fittest personality for a job position (Healy, 2008).
DeleteI agree with your view, psychometric test is a sophisticated selection technique since it identifies the real potential of the candidate. Psychological tests are measuring instruments, which is why they are often referred to as psychometric tests: ‘psychometric’ means mental measurement. Psychometric tests assess intelligence or personality (Armstrong, 2014).
ReplyDeleteYes, Gagana, there are numerous benefits of using a Psychometric test. According to Fernandies (2015), this scientific evaluation gives an extensive idea about the applicants, which cannot be achieved through a usual interview process. These Psychometric tests are unbiased and provide a high level of flexibility where any person for any position can be accessed regardless of seniority.
DeleteInternal recruitment is much better to motivate existing employees while developing their career, external recruitment can use to acquire new knowledge & skills to organization(Shammot, 2014).
ReplyDeleteYes, I agree with you. The mixes of internal and external recruitments methods are needed. When it comes to psychological testing, these are practiced intensely in the hiring process because it evaluates the candidates entirely and provides a more reliable opinion (Rehman, 2012).
DeleteConcurring with the points discussed and adding from Armstrong (2009), who explains that understanding the requirement of the organization (what specific aspects organization is trying to measure by having the candidate take the psychometric test) and selecting the most appropriate type of test is critical. Also, Armstrong (2009) states that the tests used by organizations should be reliable and only those developed by well known psychologists or institutions are recommended to be used.
ReplyDeleteYes Uddika. Psychometric testing has a broader range of users. According to Bryon (2012), psychometric experiments can provide the effectiveness of the selection and recruitment process in the enterprise if managed accurately and carefully. Psychometric analyses are usually engaged in strategic determinations, including choosing and analyzing intellectual assets.
DeleteYes Harsha if an organization handle the Psychometric test with insight and sensitivity they will be effective selection tool to higher best employees (Merwe, 2002).
ReplyDeleteAgree with you. The psychometric examination helps classify the skills and vulnerabilities of the employee to be selected and how the applicant can be controlled; accordingly, the applicant can be managed through the company's vocation improvement extremely effectively (Shingal, 2019).
DeleteYes Harsha, At the same time, it is essential to be noted that Psychological tests are not meant to be interpreted without the context of the person being tested—their environment, socioeconomic status or physical health. While the tests do use scientifically verified scales, using its results as a stand-alone criteria can lead to misinterpretation (Surendra & Ravi, 2020).
ReplyDelete