Running Head:PERSONALITY AND PHYSCHOMETRIC TESTING

Role Of Personality And Physchometric Testing In Recruitment Process

ABSTRACT

The purpose of this study is to analyze the the role of personality and physchometric testing in recruitment process of an organization.Human resource management consists of the affinity, selection, keeping, utilization, motivation, paying, and disciplining of employees in organizations—in short, the management of persons at work. During the last 100 years or so, deep shifts have appeared in the industrial blend of the finances, the environment and span of affray, and the types of work that employees perform. In specific, financial undertaking has shifted from agriculture to constructing and from constructing to services, with more and more employees accomplishing somewhat higher grade analytical, professional, and mechanical work, and less employees accomplishing somewhat low-level, low-skill, and manual work. In the awaken of these shifts, it has become widespread for businesses to assertion that they (increasingly) contend based on thoughtful or human capital other than physical capital or “hard” assets .

Numerous decisions are needed of employers throughout the recruitment process. Principal amidst these decisions is the issue of source. Recruitment for jobs other than application grade can be strictly interior to the association or may also engage seeking applicants from outside the organization. Promotion from inside is the general principle for numerous organizations, whereas other organizations favour seeking “new blood” for numerous positions. Whenever external recruitment is engaged, decisions must be made considering what external sources to use. Some of the widespread sources for external applicants encompass colleges and schools; professional or trade organizations; worker referral programs; walk-in applicants; direct advertising through newspapers, journals, the Internet, and other media; paid work agencies; and Internet-based employing services. Often the alternative of source is associated with the environment or grade of the job. Care must be exercised when choosing sources, because distinct demographic groups use distinct sources at distinct rates. Using the very restricted source or sources may result in accidental adverse influence on the assembly of prospective applicants

Table Of Content

ABSTRACT2

Chapter 1 : Introduction8

Background8

Purpose of Study8

Research Question9

What is the role of personality and physchometric testing in recruitment process ?9

Significance9

Rationale9

Chapter 2: Literature Review11

Introduction11

Number And Quality Of Applicant Pool12

Identification Of Knowledge, Skills, And Abilities13

Content Of Selection Instruments14

Application Form14

Interview15

Cognitive Ability Tests16

Work Samples17

Assessment Centers18

Personality and Integrity Tests19

Psychometric Properties Of Selection Instruments20

Legal Issues21

Technological Development23

Value of Selection24

Critical Commentary27

Role OF Personality30

Research On Personality  And Group Performance33

The Five-Factor Form And Applicable Measures35

Relevant Findings On  Personality  And Group Performance36

Openness37

Stability38

Agreeableness39

Conscientiousness41

Extraversion42

Heterogeneity and group performance43

Heterogeneity of  personality  and group performance48

Types Of Product Development Teams49

Psychometric Testing54

Ability57

Personality57

Personal Interest57

Test Validity and Reliability57

Feedback59

Advantages of Psychometric Tests63

Personality Questionnaires63

Introduction65

Summary69

Ethical Concerns70

Chapter 4 : Analysis72

Introduction72

HR effectiveness and business strategies74

Use of psychometric instruments77

Context77

Recruitment and selection78

Job profiling79

Personal development79

Team building79

Career counselling80

Relevance80

Test users81

Understanding psychometric instruments82

Where to get advice82

Types of psychometric instruments82

Non-professional set about - dangers84

Practical applications and economic benefits86

Training and Selection88

Earnings89

Costs90

Time90

Macro Level92

Micro Level93

Critical Commentary and Future Directions96

Chapter 5 :Discussion and Conclusion100

Introduction100

Early Recruitment Communications101

Design Of Materials101

Content of Materials102

Internet Recruitment103

Organizational Image103

Maintaining Status104

Recruiters105

Applicant Reaction to Selection Devices106

Realism107

Closing The Deal: Influencing Job Choice109

Job Choice Research: Content Issues109

Chaper 6 :SELF-REFLECTIVE LEARNING115

Why Reflective Learning?115

Defining The Topic115

Dissertation Milestone115

Reflective On The Methodology116

Appendices122

Chapter 1 : ...