An evaluation of various psychometric tests and assessment techniques used in the selection process.
Written in 2001; 2,605 words; 8 sources; $ 78.95
Paper Summary:
This paper critically analyzes psychometric testing and other assessment techniques used in the selection process. The author discusses whether assessment techniques add value to organizations by focusing on using selection techniques that are related to job description. The applicability of the selection techniques to the South African context is also mentioned.
From the Paper:
"Selection is "the process of choosing from a group of applicants the individual best suited for a particular position" (Carrell, Elbert, Hatfield, Grobler, Marx & van der Schyf, 1996, p.174). This process involves making a judgment about the fit between the person and the job, which is difficult because there are many subjective factors involved (Carrell et al., 1996). The selection process "hinges on which applicants have the necessary ability and the greatest motivation to be successful employees" (Carrell et al., 1996, p.178). Most importantly a selection technique must have validity and reliability. Furthermore, all applicants are to be treated equally and in conjunction with the Labor Legislation. Selection techniques include: (1) psychometric testing, of which there are various tests to use, and (2) assessment techniques, which measure behavior and potential performance, using specifically developed simulations, based on a job analysis (Spangenberg, 1991)."
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