Objectivity – good psychological tests are standardised on a large sample and provide normative data across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents that may otherwise not be evident.
Validity – psychometric tests are a more valid method of assessment than interviews, academic achievement & reference checks, and when utilised in combination (for example in an assessment centre) are highly predictive of future job performance.
Cost – the cost of selection errors is large for both the employer and the employee. Psychometric tests help to minimise costs while maximizing potential fit between the candidate and the job.
Psychological tests fall into several categories :
Aptitude tests : It refers to potentiality that a person has to profit from certain kind of training.
Achievement tests: It helps to measure the proficiency that a person has been able to achieve.
Intelligence tests : It attempts to measure the intelligence—that is, basic ability to understand the world around you, assimilate its functioning, and apply this knowledge to enhance the quality of your life. Or, as Alfred Whitehead said about intelligence, “it enables the individual to profit by error without being slaughtered by it.”[ 1 ] Intelligence, therefore, is a measure of a potential, not a measure of what you’ve learned (as in an achievement test), and so it is supposed to be independent of culture.
IQ=Mental Age/Actual Age*100
For example, a six year old child with a mental age of 6 would have an IQ of 100 (the “average” IQ score); a six year old child with a mental age of 9 would have an IQ of 150. Today, intelligence is measured according to individual deviation from standardized norms, with 100 being the average.
Neuropsychological tests : It attempts to measure deficits in cognitive functioning (i.e., your ability to think, speak, reason, etc.) that may result from some sort of brain damage, such as a stroke or a brain injury.
Occupational tests : It attempts to match your interests with the interests of persons in known careers. The logic here is that if the things that interest you in life match up with, say, the things that interest most school teachers, then you might make a good school teacher yourself.
Personality tests : It attempts to measure your basic personality style and are most used in research or forensic settings to help with clinical diagnoses. Two of the most well-known personality tests are
1. Minnesota Multiphasic Personality Inventory (MMPI), or the revised MMPI-2, composed of several hundred “yes or no” questions, and
2. Rorschach (the “inkblot test”), composed of several cards of inkblots—you simply give a description of the images and feelings you experience in looking at the blots.
Specific clinical tests :It attempts to measure specific clinical matters, such as your current level of anxiety or depression.
An employer that selects applicants with high degree of 'assertiveness', 'independence', and 'self-confidence' may end up excluding females significantly more than males which would result in adverse impact.
Select tests carefully:
Any tests should have been analyzed for (high) reliability and (low) adverse impact.
Not used exclusively:
Personality tests should not be the sole instrument used for selecting applicants. Rather, they should be used in conjunction with other procedures as one element of the selection process. Applicants should not be selected on the basis of personality tests alone.
SELECTION PROCEDURE/STEPS 1 PRELIMINARY SCREENING 2 SENDING APPLICATION FORMS 3 TRADE TEST 4 WRITTEN TEST 5 PSYCHOLOGICAL TEST 6 INTERVIEW 7 PHYSICAL TEST 8 ON THE JOB TEST 9 REFERENCE 10 ORIENTATION 11 FINAL SELECTION 12 INTIMATION TO SALARY DEPT.
How do you come to know about no. of candidates to be recruited?
First do check about current workforce which is on bench and having the required skill then we decide about no. of candidate to be recruited.
What's the first process of recruitment?
If the recruitment is on small level and the skillset is easily available then we scan our database for candidates but if the recruitment is very large and skillset is presice (or scarcity of skillset ) then we give the advt in news papers.
Cont.... What is the next step you follow ? We shortlisted the resume on the basis of skill and experience and availability of skill set in market, then we invite them for further process like Aptitude Test ,Group Discussion, Interview.
A consultant (from the Latin consultare means "to discuss" ) is a professional who provides advice in a particular area of expertise such as accountancy, the environment, technology, law, human resources, marketing, medicine, finance, public affairs, communication, engineering, graphic design, or waste management.
A consultant is self-employed or works for a consultancy firm, usually with multiple and changing clients.
"Recruitment consultants work with companies to help them find the right people for their positions. They also work for candidates to find a role that is suitable for them.
The key skill of a recruitment consultant is to meet the needs of both the client and the candidate to ensure the best mutual fit; this is not simply a case of skills matching but of truly understanding the business and its culture, as well as the aspirations of the candidate."
A recruitment consultant is responsible for helping employer clients to recruit staff for job vacancies. These vacancies can be permanent or temporary roles.
Recruitment consultants develop an understanding of their client's requirements, then identify potential staff (candidates) through existing contacts or by advertising roles/headhunting (executive search). They assess candidates' skills through interviews, tests and background checks, then make recommendations to their client.
Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities. Developing solid relationships with clients is integral to the role.
Develop expertise in those strategic areas, where the consultants have not developed expertise when firm is focused and the consultant is a generalist.
Reinforce and update knowledge and skills in the areas of focus of the firm when the firm is focused and the consultant is an expert.
Provide the consultants exposure to areas where they do not have expertise in a non focused firm with expert consultant. Here, the long-term objectives of the consulting firm is to operate in a wide range of sections/functions.
Expose the consultants to all upcoming sectors/functions in a non-focused firm with generalist consultant .
Three key areas which every consultant should be well conversant
Advantages – Short lead time, flexible, reach large audience, community prestige, intense coverage, reader control of exposure, coordination with national advertising, merchandising service, segment consumer by geography.
Disadvantages -- short life span, may be expensive relative to other media, hasty reading, poor reproduction, lack of creativity.
Advantages – audio capacity, short lead time, low cost relative to other media, reach demographic and geographic segmented audience, reach large audience.
Disadvantages – don’t have visual capacity, fragmented and inflexible, temporary nature of message.
Magazines and Journals
Advantages -- selectivity for demographic and geographic segments, high in quality reproduction, lasts as long as magazine is kept, prestigious advertisement is credibility of magazine is high, extra services, issue may be read by more than one person.
Disadvantages – long lead time, lack of flexibility in gaining attention, often limited control over location of advertisement.
Advantages -- impact mass coverage, repetition, flexibility in getting attention of consumer, prestige, visual and audio capabilities, short lead time.
Disadvantages -- temporary nature of message, high cost relative to other media, high mortality rate for commercials, evidence of public distrust, lack of selectivity, hard to target customer, requires production specialists