Psych Assessment Case

PSYCHOMETRIC ASSESSMENT

Psychometric assessment is utilised by many companies during the recruitment process in aim of eliminating those candidates who are seen as not possessing the certain characteristics or requirements wanted by the organisation. Piotrowski and Armstrong (2006) believe that if an organisation wants to increase its chances of hiring successful candidates where there is the potential for long-term benefits for employers, then psychometric testing must be incorporated into a business’s philosophy. This concept is one that is widely accepted amongst most scholars and recruitment agencies alike. On the other hand however, recently there have been scholars who argue this notion and believe that a number of psychometric tests do not achieve what they are intended for, and that they are essentially a money spinner (Polyhart, Weekley, Holtz & Kemp, 2003). The advantages and disadvantages of using psychometric assessment during recruitment will be examined in aim of giving a brief overview of the topic being researched.

According to Scroggins, Thomas & Morris (2008), the information obtained from psychometric assessments and testing gives the recruitment team a much more in depth analysis of the candidates applying for the position. Numerous questions can be put forward to address a number of different traits or characteristics of the individual, thus providing the firm with objective information from which they can base their decisions on. In accordance with this, psychometric testing is also able to improve efficiency in the recruitment process. By proposing specifically worded questions to help the organisation in finding who they want to employ, there can be significant cost and time savings for the firm. It quickly eliminates those candidates who do not fit the criteria set out in the test, allowing interviews to be conducted with the selected few.

In contrast to the researchers who

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