What I gather is that in this place, graduates fail at the interview due to poor communication in English. They can't communicate and put forward good ideas, and many don't have the mental maturity, the independent character to hold a job.

There will always be an influence of the local individual-environment interaction on the efficiency of the work locally to be conducted. Information concerning the local environmental component can only be obtained through individual experience for those that take the local job. Useful information for those that propose a job concerning the individual component of the person that takes the job can only be obtained through observation how the individual that takes the job functions in the new environment. CV's alone are not enough because they provide information about other (perhaps irrelevant) individual-environment interactions from the past. E.g. A football player judged excellent in team A is not necessarily excellent in team B because team A and B represent different player-environment interactions.

Very true, as I also agree with the researchers' findings.

Not only the 'Scrutiny & Selection', even subsequent-training needs (and retention plans) are also outsourced to professional agencies. In India too, more and more such cases can now be found. For the banking sector, IBPS is one. Institute of Banking Personnel Selection (IBPS) looks after such ‘need’ of ‘placement of employees by matching the employee profile with the job profile and identify training needs of individual employees’. [Ref: http://www.ibps.in/html/assessment_centre.htm ]

[Detail profile is also found at: http://en.wikipedia.org/wiki/Institute_of_Banking_Personnel_Selection ].

Hello Miranda,

Thank you very much for being the first to respond to my question - two valid points - English - which is becoming a main problem for the new graduates who are international students in English speaking country.

Well, the other point that I do appreciate you have brought in is the maturity and the character - indeed, one of the tasks of the university was to build the character of the students to serve the society - that is my belief - but, it seems this is fading away !

Thanks and regards

Theodora Issa

Hello Ahed,

Thank you for your contribution - appreciated.

Indeed, that is what I was thinking - we might miss out on those who might be creative! it seems to me this is the case of 'chicken and egg' which one comes first... it should be a combination of both - though HR might be busy - and the cost might be more - but the situation will be fairer!

Thanks and regards

Theodora Issa

Sometimes interview is not a reflection of realit because some people got confused if they feel that they aRE IN EXAM

Marcel,

Thank you for your response - highly appreciated. Indeed, it should be a combination of both - and there should not be a place for complacency in this one for HR - or thinking of cost only - we need to look beyond cost!

Thanks and regards

Theodora Issa

As the authors have cited, conducting psychometric tests at the start can help them make good hires. according to the legacy approach candidates with good academic records and vocabulary skills get through the recruitment process. But the real test comes in when they are put up to handle a situation, which needs a different ability of thinking and good psychological skills. Hence various techniques of analyzing the applicants such as Psychometric, Differential Thinking, General Ability and Situation reaction test may be followed for a effective catch.

Hello Hatem,

Thank you for your contribution - indeed - so, would you suggest that students be trained on how to be interviewed! taking out the fear from their hearts!

Thanks and regards

Theodora Issa

Dear Theodora,

I believe, existence of an interactive form either in technical issue or in moral ground is necessary. I think if someone has background of these factors so he or she is ready and fostering his or her knowledge will occur during working.

But unfortunately some organizations do not pay attention fundamental requirement and they just consider something else (lower salary, gender, recommendation of other person and etc) and ignore quality.

Hello Sasirekha,

Thank you for your contribution - appreciated... well, when I used to work in the financial industry - we used to have probationary period - and during this period, the new employee would be trained, given tasks, while mentored - and then come the end of the probation period, this employee would be again taken through a process where the individual responsible on this employee would provide a report - and that would allow the HR to make a decision... for confirmation or (God forbid) termination.

I wonder if this continues to be the case in some industries.

Thanks and regards

Theodora Issa

Theodorsa Issa,

This is an interesting question.The online recruitment system provides numerous benefits compared to assessments. Candidates could take assessments remotely from anywhere in the world at any time. This made it easier and quicker for the candidate.Employers and candidates can benifit from this. The system gives significant scope for expansion and provides a platform for development.Mostly industries are accepting it as it provdes transperency among the industry spectrum.The system can be evaluated after gaining experience.

Thanks and regards

Sukla

Some use Facebook or RG based on observed interaction to recruit, no?

Hello Mahsa,

Thank you for that - indeed, you just hit the nail on its head...

Regards

Theodora Issa

Hello Ahed,

Thank you for your entry - and compliments -:)

Well, I believe these individuals need to be trained on the arts of interviewing others - and in some cases there will be a psychologist among the team of interviewers... this will happen only in big organizations.

Thanks and regards

Theodora Issa

Hello Lala,

Thank you for that - indeed, I had the chance to have a phone-interview once - it was a bit scary... as I felt they only listen to my voice rather read my body language... Well, skype might be a good idea...

Indeed, the systems need to be reviewed and revised all the time... to ensure quality control.

Thanks and regards

Theodora Issa

Hello Marcel,

Some organisations already use facebook - and this is one of the advises that I give my student, that they need to be careful what they post on facebook, as companies and recruiters are really checking the facebook account...

Regards

Theodora Issa

Hello C.K. Low,

Thank you for your contribution - indeed... skype - well, it might cut cost - but companies need to keep in their mind that they are investing heavily - in employing this or that - and they need to look beyond cost! into having a good employee.

Thanks and regards

Theodora Issa

Dear Theodora

Emotional intelligence is one of the factors most currently exploited. No use in the development of major technologies, or replace the human potential for them - always needs people to lead them. As we create intelligent machines, they will never replace the warmth, respect, interpersonal interaction, relaxed conversation, to relax , and the coffee after lunch . We must learn to respect the differences and the difficulties that some people have. But this does not mean that these people are not or cannot be excellent trained professionals, just if this is to have an overview of what the market is demanding and how we can use this hand labor is available.

Many people have also found that using your own webpage provides greater exposure to potential employers, and by assuming this procedure, demonstrate the level of skills they possess. As we move forward over the coming years we can expect the searches on the Internet - both for employers and for employees - become more frequent element in the recruitment process. Well defined as to this vital area and circulate it to all members of the company.

There is a need to enhance human potential, since there is a major lack of professionals. Organizations realize every day that are made not only machines, but mainly by people

Dear Theodora, it is very hopeful for me to read about interviews for hiring people...That means that people are still working and not be unemployed like here in Greece. Good!

Hello Bassam,

Thank you for your contribution. I totally agree, there would be those who are very smart - but HATE exams or tests in any type or shape or form...

But, they are a good tool - but should not only be used alone ...

Regards

Theodora Issa

Hello Demetris,

Thank you for the contribution - well, that is indeed, very sad, and I do hope very soon things will be back to normal... there are signs to that...! hopefully.

Thanks and regards

Theodora Issa

I just recently reviewed another article discussing the statistical discrimination and employers' recruitment by Bonoli & Hinrichs (2012) First off, I tend toget turned off when scholars are not referring to peer reviewed articles. This Harvard Business Reviewed article by Bateson, Wirtz, Burke and Vaughn is nothing more than an opinion. When reading Bonoli & Hinrichs' article they actually describe recruitment strategies, then analyzed their predictions and provided conclusions to their research..

Article Statistical discrimination and employers’ recruitment: Pract...

Hello Jeff,

Thank you very much for passing this important information - surely will look into this... much appreciated.

Thanks and regards

Theodora Issa

Good afternoon, Theodora.

I think that is unconditional, psychometric tests can be an additional selection criterion when hiring. But the person passing test not once by long job search can already answer not according to the representations and emotions, and to give expected and "correct" answers. Therefore it is required to estimate and other criteria in total with tests.

S.V.

Hello Svetlana,

Thank you for your contribution - I agree!

Thanks and regards

Theodora Issa

Hi Theodora

If your question is about efficiency, there is only a possible answer: Yes. If we speak instead about effectivity, the answer could not be so clear.

The rationale of any hiring process is clear: You put first all the instrument that can be used in a collective way. As the process advances, you'll find that the efficiency is decreasing until the moment that you arrive to the most inefficient resource: The individual interview: 1 to 1. Impossible to be more inefficient.

Now, let's speak about effectivity: Supposedly, psychometric tests are auxiliary tools but...the recruiter can have a bad time deciding against a psychometric tests, especially if the results of the test are negative.

Let's suppose that, after a negative result, we keep going and make an individual interview. If not, it is clear that the test decided -not an auxiliary tool at all but a deciding one- and if we receive a good impression, we always can say: What if I'm wrong and the test was right...someone could ask me why I hired this candidate when the results of the tests were negative.

The most common outcome could be the elimination of the candidate and, again, the test should not be an auxiliary tool but a deciding one. Now, the question should be: Are the psychometric test prepared to be the decisive piece in the hiring process?

If our answer is positive, Ok, go on. If not, we could have good reasons to say that they are a very efficient tool -unless we speak about tests individually administered- but the effectiveness should be questionnable.

Hello Jose,

Thank you for your contribution and the explanation provided... well, the recent management theories are trying to think differently about efficient and effective - adding to this responsible, and accountable! so, this might change the equation.

Looking for more responses

Regards

Theodora Issa

The old master, Peter Drucker, said that there is nothing more useless than doing efficiently something that should not have to be done.

However, he was wrong: There is something still more useless: Doing something that has not to be done and, furthermore, doing it inefficiently.

Hello Jose,

Thanks for that - and thank you for reminding us of Drucker...

Regards

Theodora Issa

So long as they do not colour the interviewers' view point or pre-empt their decisions they are welcome. else it is better we use them after the short-listing only for the short listed persons alone. The instruments are certainly are not decision making/elimination tools, instead they are only supplementary processes. It becomes useful in cases where the interviewers are untrained and tenured gut feel based persons(which predominant these days).

The question is quite relevant and I will provide an opinion that is in line with most answers given by science in these days and age : it depends.

On what does it depends? Well, mainly on the psychometric test. The categorization "psychometric tests" is too large to be the target of a generalized inquiry such as if they [all the tests] make for a more efficient hiring process. Generally speaking, they all have the potential to give more information about a prospect. Their inception usually happen on the premises that they will measure certain characteristics that could be more or less favorable for the hiring organization. As we can see with the P-E fit theories, most of these approaches are, at the very least, quite intuitive. Obviously, however, some scales are better than other; they are not all created equal and therefore do not always bring something good to the hiring process.

A second issue is the adequacy of the tool [test used] and, maybe more importantly, the motivations for using it. There is a current trend that has brought about the new "high performance HR practices" paradigm which did not deliver nearly what was expected of it in terms of results for the organizations (Godard, 2004). It is an easy trap to fall in, for the manager and the HR specialist, to implement psychometric tests in the hiring process to follow the "flavor of the month" trend. New and complex, no matter how good it seems, isn't always better. Such tests need to be justified and follow closely on the specific competencies needs of the organisation.

In the same vein, there are a handful of new theories that have become seen as revolutionary in organizations as of the last 15 years or so, One on those, as already mentioned in another comment, is the construct of emotional intelligence. There has been a slew of publications that have promoted the importance of such an intelligence in the leadership process. The principles are very intuitive again : better perception, management , and utilization of emotions leads to better leadership. Maybe. However, some authors have put forward numbers such as 90% of leadership could be explained by emotional intelligence. The truth is that it is most likely way lower than that. A meta-analysis by Harms and al. (2010) talks about low to moderate relations between the different types of leadership and EI. It would seem that there are different ways to achieve an effective form of leadership of which EI is a tool like another. The MSCEIT, the most popular scale to measure EI (Mayer and al., 1997) is still challenged in its validity. Worst, however, the scale is distributed by a private firm that controls and monetizes the test strictly, like it is the case for the vast majority of the available corporate psychometric tools available. In this view, one must be cautious and approach some of these test with a grain of salt when the objectivity and the demonstration of the validity is in play. Emotional intelligence is just an example to illustrate the tendency.

There are good tests, there are good reasons to use them and there are many reasons for just the contrary. An organization must weigh many factors before going that road and ensure the relevance of the utilization of such a tool. Also, let's not forget that the job market has never been this fluid before. More and more potential employees will encounter psychometric testing in their hiring processes and will grow accustomed to them which could, in the longer term, reduce the reliability of some of these tests.

Hello Prabakar Kamath

Thank you for your contribution... Yes, as far as they can COMBINE them with other sorts of methods.

Thanks and regards

Theodora Issa

Hello Sebastian,

Thank you very much for the great explanation.

Thanks and regards

Theodora Issa

Dear All,

I have only one question: What is the reliability of psychometric test?

Psychometric testing in the interview process could be considered as the traditional Bride Examination in the Indian Culture. It might reveal how and what the individual perceives its own self as or the way in which the poor soul is been conditioned. No doubt that this might prove little helpful in understanding the inner-self of the candidate, it in no way can make the hiring process efficient as there is much more to it than psychic of the interviewee. And more importantly, isn't it futile to make an effort to get a glimpse of a sensing, breathing, living being while assessing it for its use as a resource – a tiny part to be fit in the jigsaw to make the clock tick…!?! However for the Senior Management Level positions, it might go a long way if devised, administered and interpreted effectively.

Not always. If you have a large number of candidates, the use of psychometric tests can speed up and simplify the process. That if you have a good job description and profile of the skills and attitudes appropriate to their performance, allowing an accurate choice of appropriate tests. A screening is performed to leave only a small group of candidates. About this group can conduct a more in-depth study. With only a few candidates may be more effective and efficient to go directly to the interview and naturalistic observation.

This kind of test is costly and time consuming if you are expecting realistic results. Consider that different jobs have different requirements. And, one test cannot fit all, so that idea skews your results immediately. A standard online psychological test is ridiculous, how can you get reliable results when people have strengths and skill sets that vary? An applicant’s critical thinking on an exam may not be as impressive as they perform a real job task. With that in mind, this kind of test can hardly get past a subjective view. Try to recall a time when you had test anxiety in college, do you think it could be worse for someone who is well qualified but desperate for employment?

In my opinion the referenced article has no sense of professionalism. First of all, Psychologists must certify they are competent and trained to use a psychometric test prior to implementation, and the test must fit the intended purpose. There is an ethical obligation for employers to ensure a test is not misused and the interpretation has defined limitations. For ethical reasons, a third party must not oversee or review any exam of this type. Prior to any test written informed consent should be gained from the job applicant. Also, a written definition of who has the right to review the resulting content must be provided to the applicant. Reported results should fit the purpose and target the objectives of the assessment. Defined limitations of the assessment must be presented with the report. The written context of results should be understandable by a lay audience who are authorized to review the final report.

What I gained from the article is a “Dependability/Safety” test supports their idea of psychological testing, and a situational judgment test “shows promise” to support this same idea. The no-brainer is that hiring staff need to interview applicants in-person or live, by a process where we use our instinctual impressions instead of a canned psychometric questionnaire. The job reviewers know the position requirements, and can sense the fit with staff. Hopefully, before an interview they have already reviewed education and experience compatibility.

Yes, there may be too many applicants to manually wade through. And what if the starting salary is low for the best applicants? An applicant with a better fit can be properly compensated and grow within the company.

Set the job requirements higher for education and/or experience, indicate a college transcript is required. Doing this will pare the final reviews and you can further pare them by performing pre-background checks of your top 10-25. Ask for college transcripts and offer to pay the roughly $20 fee for your final reviews. The applicant can have their institution fax them directly to the hiring authority for assessment.

I don’t disagree with giving an assessment for job compatibility, and only if properly performed, a psychometric test may be important for sensitive positions. A company where security and legal responsibility could be a reasonable risk may have a need of psychometric testing.

Agree with Ms Howell assessment. Psychometric testing prior to interviews of course can play a role in specialized fields (e.g., espionage, law enforcement, aircraft pilots, submarine duty, etc) but has no practical benefit for the vast majority of occupations.