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February 17, 2007 04:32 AM 1 |
Total Posts: 28
Join Date: February 14, 2007
Rank: Executive
Post Date: January 27, 2012
Posts: 28
Location: United States
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Psychometric Testing in Recruitment
What is the reliability of psychometric testing in the process of recruitment. How is it evaluated in the recruitment process ?
Regards
Debbie
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February 18, 2007 10:162 |
Danish
Total Posts: 39
Join Date: February 14, 2007
Rank: Executive
Post Date: February 18, 2007
Points: 195
Location: United States
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Re: Psychometric Testing in Recruitment
Question of reliabilty does not come at the time of recruitment. It is a step in test standardisation.
Test standardisation has following components: 1. Item specification/collection, 2. Mode of test administration, 3. Item analysis and item selection, 4. Reliabilty estimation, 5.Validity estimation and 6.Norm estimation.
These are technical information about any test which help a user to decide whether or not to use the test.
Regards DaNiSh
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February 18, 2007 10:203 |
lieu
Total Posts: 38
Join Date: February 14, 2007
Rank: Executive
Post Date: February 18, 2007
Points: 190
Location: United States
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Re: Psychometric Testing in Recruitment
Hi debbie,
The following coefficients are from the publication "Testing and Assessment: an Employer's Guide to Good Practices", Employment and Training Administration, U.S. Department of Labor, 1999,
Reliability coefficients 0.90 and above, excellent 0.80 - 0.89 good 0.70 - 0.79 adequate 0.69 or less, may have limited applicability.
Validity coefficient value interpretation 0.35 and above, very beneficial 0.21 - 0.35 likely to be useful 0.11 - 0.20 depends on circumstances 0.10 or below, unlikely to be useful
Does this help? Psychometric Tests are best used for development puropse. If you want to use them for recruitment then it is better to use the same in conjuction with interview or other data. Regarding Psychometric Instruments...will try to answer your questions...
1) Can these tests be used for recruitment and selection purposes?
Well, According to me, Psychometrc Tests are best used for Development purpose, but if you want to use the same for Recruitment or selection then these instruments are best used as an additional tool to a battery of processes. Maybe, a support for the interview etc.
2) At what all levels ranging from technical executives and middle management to senior management ?
All levels but interpreted accordingly....for that level or future.. lieu
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February 19, 2007 09:064 |
tesmian
Total Posts: 63
Join Date: February 14, 2007
Rank: Manager
Post Date: February 19, 2007
Points: 315
Location: United States
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Re: Psychometric Testing in Recruitment
Psychometric assessment provides employers with an objective and unbiased measure of all things that underlies an individuals performance and fit to a role and organizational culture that can not be assessed accurately by other means. If used in conjunction with traditional recruitment methods of assessment such as resume screening, interviews, skill testing and reference checking, psychometric assessment provides important information that can be particularly helpful in making right hiring decision. Regards tesmian
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January 27, 2012 03:265 |
vijayhrdm
Total Posts: 6
Join Date: February 14, 2007
Rank: Beginner
Post Date: January 27, 2012
Points: 30
Location: United States
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Re: Psychometric Testing in Recruitment
please visit www.thepsychometricworld.com for detailed information on different psychometric tests and subscribe for a FREE online psychometric test administration account (only for Companies, Institutes, Trainers and Consultants)
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