Use of Psychometric Tests in Selection Essay Example | Topics and Well Written Essays - 2000 words

Use of Psychometric Tests in Selection - Essay subjectManagement therefore faces the risks of not hiring the proper person and it would just be a waste of resources to let hired people who will not be contri exclusivelying to attainment of the goal of the organization.Being uphold to employee selection and development decisions and processes, psychometric tests could not just be administered nor delegated to anybody as there are cost and risks that are involved in the decisions. In the same way that employees submitted credentials must be support for authenticity and reliability, psychometric tests are to be evaluated also in terms of legality and reliability of the test.It whitethorn be asked whether it is possible to the have most effective way to evaluate the reliability and validity of any assessment tests so to help the decision maker know exactly how to find the right copious people with certainty and predictability without any catastrophe in hiring any wrong people who simply appearance good. PsyAsia International (2007) cited a Hong Kong website of an employee testing system that with worldwide claim that testing the people one knows genuinely well will allow one to know which assessment test can be valid and reliable to use. PsyAsia International heavily the claim as to show need for understanding the real kernel of test of validity and reliability.3responded that the obvious assumption is that we know ourselves well and so if the test cut across provides an consummate reflection of the self that we know, it must be valid. 4Using research as basis of criticism, PsyAsia International5 did expose how defective much(prenominal) assessments of test reports by individuals. It therefore cited a study where human resource professionals attending a convocation were asked to complete a personality test.After the personality test, the same professionals were given a randomly generated narrative report but said participants were NOT told that it had been randomly generated and they were asked to evaluate its accuracy. What came out was that 90% of the respondents agreed that the report was all amazingly accurate or very accurate. Were the participants really good in evaluating the accuracy Or, could it imply that what was randomly selected has the long probability that the result of the test has a statistically significant basis and therefore must be reliableIt would seem from the above result of research that it was indeed easy to have known that 90% of respondents agreed, but how accurate are the respondents report PsyAsia International reminded of suggestions made by various worldwide psychological societies and academics to assess at least 4 types of validity when evaluating tests.6 In the same context then, PsyAsia Internat