Psychological Testing in Talent Acquisition: HR Fraternity Overview

Sujata Chauhan¹

Section:Review Paper, Product Type: Journal-Paper
Vol.9 , Issue.5 , pp.77-85, May-2023

Online published on May 31, 2023

Copyright © Sujata Chauhan . This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
 

View this paper at   Google Scholar | DPI Digital Library

XML View     PDF Download

How to Cite this Paper

Abstract :
The employee evaluation and assessment has always been the core of talent acquisition process. To identify the right fit employee for the right job is always the need of the hour and organisations are experiencing this challenge in the current post COVID pandemic scenario. This paper tends to explore the industry perspective in the employee recruitment and selection proces involving psychometric testing, while highlighting the practices as adopted amidst the new normal and any further avenues/dimension to look upon.

Key-Words / Index Term :
Employee, HR, Selection, Psychological Testing, Talent, Psychological Assessment, HR, Psychometric Testing, Interview, Selection, Employment

References :
[1]. Sartori, R., (2010) “Psychological assessment as a psychotherapy phase: A cognitive behavioral example between idiographic (clinical) approach and nomothetic (psychometric) approach., Rivista di Psicologia Clinica, Vol. 2, 67-79, 2010a.
[2] Sartori, R., (2010) “ Tecniche proiettive instrument psychometric per ’indagine di personality. Approccio idiograficoe approccio nomotetico a confronto, LED, Milano, 2010b.
[3] Sartori, R., (2011) “Face validity in personality tests: Psychometric instruments and projective techniques incomparison”, Quality & Quantity, International Journal of Methodology, Vol. 44, 749-759, 2010c.
[4] Sartori, R., Metodi e tecniche di indagine e intervento in psicologia. Colloquio, intervista, questionario, test, LED, Milano, 2011.
[5] Sartori, R. and Bortolani, E., “Approccio idiografico e approccio nomotetico alla persona: il caso dei test psicologici”, Giornale Italiano di Psicologia, Vol. 1, 107-118, 2006.
[6] Sartori, R. and Ceschi, A., “Uncertainty and its perception: experimental study of the numeric expression of uncertainty in two decisional contexts”, Quality & Quantity, International Journal of Methodology, Vol. 45, 187-198, 2011.
[7] Sartori, R. and Ceschi A., “Assessment and development centers: judgment biases and risks of using idiographic and nomothetic approaches to collecting information on people to be evaluated and trained in organizations”, Quality & Quantity, International Journal of Methodology, DOI 10.1007/s11135-012-9718-z, 2012.
[8] Dattner, Ben, How to Use Psychometric Testing in Hiring, Harvard Business Review, September 12, 201 https://blog.mettl.com/applications-of-psychometric-assessment-tests/, Originally published April 12 2018, Updated December 16 2020, Nishant Muralidharan)
[9] Dahlstrom, W G (1993). Tests: Small samples, large consequences. American Psychologist, volume 48, page 393–399.
[10] Keats, D M & Keats, J A (1988). Human assessment in Australia. In S H Irvine & J W Berry (Eds.), Human abilities in cultural context. Cambridge, UK: Cambridge University Press. Meyer,
[11] G J, Finn, S E, Eyd, L D, Kay, G G, Moreland, K L, Dies, R R, et al. (2001). Psychological testing and psychological assessment: A review of evidence and issues. American Psychologist, 56, 128– 65.
[12] Weiner, I B (2003). Assessment psychology. In D K Freedheim (Ed.), Handbook of Psychology: Vol. 1 History of Psychology (pp. 279–302).
[13] Schultz, D.P. & Schultz, S.E. (1998). Psychology and work today. (7th Ed). New Jersey: Prentice-Hall Inc.
[14] Berry, C.M., Sackett, P.R., and Landers, R.N. (2007), ‘Revisiting Interview-cognitive Ability Relationships: Attending to Specific Range Restriction Mechanisms in Meta-analysis,’ Personnel Psychology, 60, 837–874.
[15] Born, M.P., and Scholarios, D. (2005), ‘Decision Making in Selection,’ in The Blackwell Handbook of Personal Selection, eds. A. Evers, N. Anderson and O. Voskuijl, Malden, MA: Blackwell, pp. 286–290.
[16] Brannick, M., and Levine, E. (2002), Job Analysis: Methods Research, and Applications for Human Resource Management in the New Millennium, London: Sage Publications.
[17] Bratko, D., Chamorro-Premuzic, N.M.A., and Saks, Z. (2006), ‘Personality and School Performance: Incremental Validity of Self- and Peer-ratings over Intelligence,’ Personality and Individual Differences, 41, 131–142.
[18] Budhwar, P.S. (2000), ‘Evaluating Levels of Strategic Integration and Devolvement of Human Resource Management in the UK,’ Personnel Review, 29, 141–157.
[19] Caldwell, R. (2001), ‘Champions, Adaptors, Consultants and Synergists: The New Change Agents in HRM,’ Human Resource Management Journal, 11, 39–52. Campbell, J.P.,
[20] Dunnette, M.D., Lawler, E.E., III, and Weick, K.E. (1970), Managerial Behavior, Performance, and Effectiveness, New York: McGraw-Hill.