Psychometric Testing in Business - Essay Example

It will rationalize the arguments for seeking an external experienced provider in order to advise and action that implementation. To create awareness amongst branch, regional, and national management of the necessity to improve retention levels of existing telephone sales operatives within the organization. To introduce new methods at the recruitment stage in order to achieve this. Typically this indicates that with a drop-out rate of approximately 3 new staff a month, HFC is losing on average £1,944 each year just from the loss of newly recruited CAM staff leaving the company after just one month of employment.

If applied and monitored successfully the implementation of psychometric testing could be used more widely across other departments within the organization to ensure greater levels of high performance amongst staff, in addition to overall long-term improvements in staff satisfaction. A number of companies have been identified and researched with a view to obtaining the best approach to this methodology and an ability to advise accordingly in terms of the principal objectives of this proposal.

It is estimated that an assessment of all the identified specialists in psychometric testing will be presented and the successful tender agreed upon by July 2008. A new strategic approach to the recruitment process was enforced by August 2008. The current questioning system employed by HFC relies on 24 questions which have a numeric scoring system. This does not allow for any thorough quantitative or qualitative data to be recorded or investigated for accurate results specific to the candidate.

It is clear that this present system affords to update to inform a more accurate interpretation of the candidate's commitment, knowledge, and realistic expectations prior to being considered for employment.