The Scientific Approach to Recruitment
When it 0 to selecting candidates through interview, more often than not the decision is made within the first five minutes of a meeting. Yet employers like to 21 themselves that they are being exceptionally thorough in their selection processes. In today’s competitive market place, the 22 of staff in many organizations is fundamental to the company’s success and, as a result , recruiters use all means at their disposal to 23 the best in the field.
One method in particular that has 24 in popularity is testing , either psychometric testing, which attempts to define psychological characteristics , or ability￡aptitude testing 25 an organization with an extra way of establishing a candidate’s suitability for a role. It 26 companies to add value by identifying key elements of a position and then testing candidates to ascertain their ability against those identified elements.
The employment of psychometric or ability testing as one 27 of the recruitment process may have some merit, but in reality there is no real 28, scientific or otherwise, of the potential future performance of any inpidual. The answer to this problem is experience in interview techniques and strong definition of the elements of each position to be 29 as the whole recruitment process is based on few real certainties, the instinctive decisions that many employers make, based on a CT and the first five minutes of a meeting, are probably no less valid than any other tool employed in the 30 of recruitment.
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