![]() ![]() Psychometric tests are seen as objective measures of how a candidate’s skills align with the competency profile for the job in question. ![]() Increased regulation and legislation – Employers need to have a selection process that can withstand legal challenges. There are several reasons for the increase in the number of organizations using tests: ![]() Psychometric assessment tests are now used by over 80% of the Fortune 500 companies in the US and by over 75% of the Times Top 100 companies in the UK. Therefore, there is growing evidence that the use of psychometric tests for selection purposes has increased in recent years. References are notoriously unreliable as previous employers have nothing to gain by warning a potential employer of an unsuitable candidate. Interviewer bias can act against the interests of the recruiting organization by excluding the most capable candidate on entirely spurious grounds. The interview process has shortcomings since the candidate needs only to prepare for a short and relatively predictable series of questions. The number of courses and qualifications has grown rapidly in recent years and it is not always clear what a particular qualification means in terms of abilities. There is a growing industry in both books and online businesses which offer help in writing the perfect resume. Resumes and application forms allow a candidate to potentially exaggerate responsibilities and achievements. However, these traditional recruitment methods can be seen as flawed in several ways: Organizations traditionally use several different methods to assess job applicants. Non-Discriminatory – It must not disadvantage any group on the basis of gender, culture, ethnicity, etc.Predictive – It must make an accurate prediction of performance.Reliable – It must minimize and quantify any intrinsic errors.The test needs to be as consistent as possible for the test results to be accurate. Standardized – It must be administered under controlled conditions.Objective – The score must not be affected by the testers' beliefs or values. ![]() What Requirements Do All Psychometric Tests Have? Providing management with guidance on career progression for existing employees.Identifying the strengths or weaknesses missing in existing teams and helping to make strategic recruitment decisions.Objectively determining someone’s ability, personality, motivation, values and reactions to their environments.Eliminating unsuitable candidates at an early stage.It is only after this initial screening that you may be asked to sit a psychometric test.Įmployers typically use psychometric tests as a way of: For example, a job is advertised and you are invited to send in your resume, which is then checked to see if the organization thinks that your experience and qualifications are suitable. The usual procedures for selecting candidates still apply. Psychometric tests are seldom used in isolation and represent just one of the methods used by employers in the selection process. You are most likely to encounter psychometric testing as part of the recruitment or selection process and occupational psychometric tests are designed to provide employers with a reliable method of selecting the most suitable job applicants or candidates for promotion. ![]()
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