Utilization of Psychometric Reports

In: People

Submitted By aljeanfaye
Words 7989
Pages 32
Chapter 1
THE PROBLEM AND THE RESEARCH DESIGN

Rationale
Fact or fiction? A job interview will tell you much more about a person than any other psychological tests. The interview process will offer an accurate report of the actual behaviors of the person at work, the genuine skills that the person possesses, the productivity of the person and that the happy and affable responses of a prospective employee during the interview suggest that the person is most likely to like his/her job.
If you think that the aforementioned statements are nothing more than a common sense, then you must know that common sense is not always reasonable. As a matter of fact, those abovementioned statements are untrue. In most cases, psychometricians who interpret psychological tests and conduct preliminary interviews have confirmed that interviews alone are not particularly good selection tool to distinguish the productivity, skills, behavior and the motivation of the employee. Using interviews alone does not give sufficient information for effective selection decision making, particularly in areas that are not amenable to training, such as cognitive ability and attitude ( Webster, 2010).
Psychological assessments are used in succession planning, employee screening, pre-employment decisions, and employee counseling situations. From a purely financial view, if psychological testing can prevent you from making one bad hire, it probably saves you tens of thousands of dollars. From an organizational perspective, there is no better growth strategy than using every tool available to hire and develop the best people (Lakin, 2011).
Engaging in pre-employment testing methods is of utmost importance in today’s workforce. First, Human Resource managers and hiring managers want to select the most qualified candidates to fill open positions within their organizations because the most qualified…...

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