The growth of any organization lies in choosing the right person, for the right job, at the right time. Today, recruitment has become an extensive process unlike earlier days when the interviewee was forced to answer questions unrelated to his work. Today, all the organizations look for the right interest and right aptitude in their employees. Hence, the use of scientific testing and psychological assessment modules have become an integral part of the recruitment process for a large number of organizations, and their benefits are being noticed. Companies have started realizing the business benefits derived from using well-planned psychological tools in selecting their employees by identifying their knowledge, skills, interest, attitude, aptitude, etc. However, we must be cautious not to rely only on the psychological tests in selecting an employee.
Psychological testing is a tool used to assist the recruitment and selection process of candidates. Psychological tests are carefully developed to help judge a person's talents, personality and attributes to place him in a job that suits him best. They are not designed to uncover confidential information about a person, but rather to unravel his personality traits. Any reputed psychological test will undergo psychometric procedures and will have its own validity and reliability. High level of reliability (correlation above 0.5) indicates consistency of the test, over people, and over time. High level of validity indicates the test measures what it intends to measure. A professionally developed psychological test will have these psychometric properties and therefore, the inferences drawn from the scores of the tests are highly reliable. An in-depth knowledge about the individual can be gained by administering psychological tests. |
