Using Psychological Tests as Part of the Selection Process within an Organisation - Essay Example

Identify and outline the benefits and problems of using psychological tests as part of the selectionprocess within an organisation Introduction: Psychology is the science of human behaviour because it collects facts about behaviour by utilizing methods of science. Organisations are the grand strategies created to bring order to a concerted effort for the achievement of certain objectives and goals. The human behaviour in the organisations is determined partly by the requirements of the formal organisation and partly by the personal systems of the individuals forming the organisation. An organisation hires not only the hands of an employee but rather hires a complete man with all his positive and negative factors. At the same time a person performs many roles at the same time the happenings in one role are bound to affect the behaviour in others' roles of the person. At this point of time, it may be noted that inspite of all human beings being similar in the outer case, each one is different from the other taking into consideration each one's mind. Every individual is to be treated differently although two persons may have the same behavioural problems. Everyone has a different quality of nature, different quality of intelligence, different perception and even different ways of behaviour. This is the most important reason that the organisations need to study the individual's psychology, so that they come to know about the nature of the individual as the psychological tests are the best possible means to know about the mind of the person who will be joining the industry. This has become even more essential with the huge competition in the market where the organisations are always in the fight to have the most competent professionals in their company who would take the company to new altitudes. The Psychometric Test: The psychometric tests (1) are the tests which are specifically designed to gauge the ability, personality and the aptitude of the persons. The objective of the psychometric tests is to have the complete knowledge and information about the style of behaviour that one has. These tests are the guide to the employers to know about the person as to how he relates himself to his work and even the other employees. This apart the employer also comes to know of the style of work that the person can do and as to what kind of motivation does he have. The questionnaires that are prepared for such tests are basically untimed and there are no right or wrong answers in it. The employers in this way will can choose their right candidate as they have the most appropriate profile of the person that they want to get involved in the company and the results of such psychometric tests along with the others selection tools, enable the employers to make the right decision as to how does one fit to the requirements of the role. The process of the psychological testing or the psychometric tests are made a part of the selection process by the employers in order to test the ability, motivation, potential and the style of their behaviour of the candidates. These tests may be used in the first step in the recruitment process along with the first and/or the second interview. The psychometric tests provide the employer with evidence that are normally missing in the application forms and which also can not be judged by an interview. These evidences give the correct opinion ass to which person is the most capable for the organisation and who can take the organisation through all the roughs and toughs that it may face. Because of the psychometric tests that are conducted, the employers have the opportunity to get the best for their organisation as they can study about the personal qualities, abilities, potential and the motivation to effectively carry out the job given to him. The selection process will consist of various kinds of tests and interviews etc, along with the psychometric tests and there needs to be a comparative grade taken or one has to perform well in all other tests and give a very good overall performance in order to gain the confidence of the employer or in order to get the job. Benefits of Psychometric tests: The term psychometric means (2) the mind's measurement. These tests have their aim to grade the psychological characteristics, inclusive of motivation, personality, competences, career interests and the intellectual abilities. In the earlier times they used be completed by means of the pen and paper where the candidates had to complete certain questionnaires consisting of multiple choices. But with the technological development, these are now possible in the computerised form. These psychological tests are also helpful in providing such valuable evidences that are not exposed by the other methods of testing the candidates. This method of testing will provide the recruiting manager with better possibilities for assessing candidates as compared to that of the earlier times. The benefits of the psychometric tests (3) can be listed as: The psychological tests prove to be providing valuable information and are used as a tool for the recruitment of the most efficient candidate. The psychological tests are specifically designed for certain specific purposes and prove to be helpful in choosing the right job as the candidate's attributes, talents and personality are studied and he if provided with the right kind of opportunity. There are certain reputable tests which have undergone meticulous tests before being introduced in the organisations and their validity and reliability for the specific purposes have been evidenced and published by various technical manuals. These tests not only stand alone in the area of the recruiting process but are a part of it with various other tools being used like the resume, interview, work experience, job application or the assessment centres. All these tools together provide for the actual knowledge about the candidate and thus it is not only the psychological test which may dominate the scene. This provides for the clarity in the process and also reliability of the tests. One of the benefits of the process may be said to be that the psychometric tests are consistent and used on a larger sample and that they provide for a data that is standardised and are applicable in all categories of age and also in a wider demographic range. This may be said to be the objective of the psychometric tests. The validity of the psychometric tests can be ascertained by taking into account that these are much more reliable and valid than the ordinary interview methods and these can prove to be great help in the prediction of the future job performance. Considering the cost factor also, these tests are proven fruitful and beneficial as the selection of a wrong candidate or employer would be more costly than the selection of a tested candidate who can be chosen in the perfect manner and will be found to be fit for the job. There is also the advantage of the reduction of the likelihood of the persons being sued. This is because the process of the selection is fairer, it provides the base to the companies to consider the federal requirement and reduce the chances of biases in the process of hiring and moreover, the companies are saved from hiring the problem or the wrong employees. There is even a myth that is developed is that the process of testing is costly and time consuming but with the greater technological advancement this has been nullified as the candidates can be tested from their homes and can time can be saved by the computerised systems. On the other hand if a wrong candidate is chosen it will prove to be more fatal and costly as either he has to be replaced or he has to be trained, both of which are not cost effective. Problems of using the psychological tests: Apart from the various positive factors of the process of the psychological testing, there are also certain negative points that it has in its facet. The psychological tests are of course time consuming as the candidates have to go for an additional round of testing which takes away some of their valued time. It also requires a person to be acquainted with such kind of things and judge the candidates. There has also been some kind of disrupt (4) taking place concerning certain psychologists as they are complaining of the misuse of the testing process. There have been cases where the tests are not verified or researched and in such cases the results reached will not be accurate and valid. In such situations even right candidates will be rejected by the companies. The various recruiting officers including the human resource specialists are most often unable to identify the good and the bad products. Conclusion: Although there have been many authors (5) who have challenged the use of the psychological testing as unfavourable for both, the companies and the candidates, yet the various benefits that the process has in it has made it a valuable and valid form of recruitment tool. With the increased competition and the considering the emphasis that the recent events have been placing on the corporate ethics, security and values, it has become even more important for the companies to have in use the best possible screening instruments to get hold of the best candidates. Reference: 1. 'Psychometric Tests'. Viewed 4 November, 2006. 2. Price, A. 'Psychometric Testing'. Human Resource Management In A Business Context. Viewed 4 November, 2006. 3. Psychological Testing. 2006. UK. RMIT University. Viewed 4 November, 2006. Read More