Introduction
In the world of today, organisations are more pitch towards employing competent, effective and efficient people who would add value to its ca employment. To fulfil this, they adopt the use of certain recruitment and selection methods which would table service them in trimming the number of applicants and further help in lowering the number of candidates in order to get the anguish, potential recruits in the final stages of the process. Numerous selection tools or methods are usually employed in the process. Some of these allow the use of tests, interviews, assessment centres, among others. Though not all proven as efficient tools, most companies tend to adopt the use of all selection methods to ensure that they get the best workforce only after this process will an individualistic undertake work in the company.
This piece aims at reviewing the effectiveness of the fitting of psychometric tests in the selection process in organisations essentially from the viewpoints of two authors- Edenborough (2005), Assessment Methods in recruitment, Selection and Performance: A managers guide to psychometric testing, Interviews and Assessment Centres and Newell (1993) cited in Bach (2005): Managing Human Resources Personnel Management in Transition.
In this write-up, I shall analyse the views of Edenborough and then those of Bach before critically analysing their views (comparing and contrasting) and finally concluding the article.
LITERATURE REVIEW
AUTHOR 1: ROBERT EDENBOROUGH (2005)
Edenborough (2005) views Psychometric tests as instruments used in gaining understanding of an individual and predicting an individuals behaviour and thinking and providing a basis for future day actions. To Reber (2005) as cited in Edenborough (2005), psychometric test is seen as pertaining psychical testing in any of its facets including an assessment of personality, evaluation of intelligence service and determining attitudes. In other...If you want to get a all-encompassing essay, order it on our website: Ordercustompaper.com
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