Nowadays many business organizations are facing a lot of problems. One of the most common problems is failing to appoint the most suitable person to a vacant position. Human resource management thus became an integral part of all organizations in achieving their goals. Apart from qualifications, work experience, collaboration, attitudes, and staff personality, how they are treated is a key factor in organizational success since the main asset of the organization is the staff (Memon, et al. 2018).
Although much was explained in Human Resource Management,
according Armstrong's (2006) strategic and strategic plan for employees to
achieve long-term and short-term organizational goals can be described as HRM.
In the case of human resource management, the recruitment and selection process
plays a very important role. According to Bratton and Gold (2007), Recruitment is
the process of recruiting a group of people who have applied for this selected
position and then selecting the most suitable person or people who use special
tools or equipment.
Selection Tools Used by Organizations
According to Stone (1982), Human resource managers use a number
of methods to select candidates for the largest vacancies. These well-known
methods are shown below.
• Conversations
• Skills assessment
• IQ test
• Psychometric Test
• Assessing the basics of skills and competencies
• Reference Check, Check Police, and check network conversations
Psychometric Tests
Source(IDreamCareer, 2020)
Although there are many tools
to choose from, the psychometric Test is very popular over the years. Screenihi
and Fernandes (2014) argue that the reason for this is that the candidates are
well prepared for other options and that will help them to go through the
process easily. In fact, when it comes to working conditions, employees cannot
do the job well enough. Psychometric tests are therefore common and scientific
methods used to measure human strength and personality. It empowers employers
to select the most suitable person for the specified job (Healy, 2008).
Psychometric tests will be
designed to measure the applicant's suitability for the specified position.
Employers use data collected in a psychometric test to identify hidden traits
of candidates that are difficult to detect in face-to-face interviews or
official selection tools (Bryon, 2011).
Reference
List
Armstrong,M.(2006)A handbook of human resource management
practice.10th ed.London, Kogan Page Limited. Accessed Aug. 2023.
• Bratton,J and Gold.(2007)Human resource
management : theory and practice.04th ed.Basingstoke, Palgrave Macmillan.
Accessed Aug. 2023.
Bryon, M.(2011)How to pass Graduate
Psychometric tests.04th ed. Kogan Page, London. Accessed Aug. 2023.
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. Accessed Aug. 2023.
Stone,T.(1982) Understanding Personnel
Management,The Dryden Press Series in Management,01st ed.Harcourt School.
Accessed Aug. 2023.
Fernandes,O and Screenidhi, K.(2004)The
benefits of using a Holistic Approach in behavioral assessment Interpretation.
Accessed Aug. 2023.
Liam Healy, L.(2008)Psychometric test for
dummies, England, John Wiley & Sons Ltd. Accessed Aug. 2023.
