Psychometric Test for ABC Company

Psychometric Test for ABC Company

Psychometric Test for ABC Company

Introduction

Human Resource Management is profoundly a critical tool in finding and training the best employees. HRM is directed mainly at management needs for human resources and that means that it is entrusted with the process of recruiting and selecting the most appropriate people whose competences, attitudes and behavior come along with what management thinks to be suitable and conducive to success. In other words, the fundamental objective of the recruitment and selection process is to get, at minimum cost and time, the number and quality of employees needed (Armstrong, 2006).

Human Resource Management concepts emphasize on recruitment and selection techniques and underline the benefits of interviews, broad evaluation and psychometric testing at employee selection process. The process of recruitment could be inner, outer or could also be online and entails the phases of job analysis, job description and person specification, defining the source of candidates and producing a job announcement (Torrington & Hall, 1998). Paradigms of recruitment policies within healthcare sector and commercial or industrial sectors could offer insights on the way recruitment policies are planned and managerial intentions are delineated (Sparrow, 2007).

The particular report will initially attempt to present a brief overview of the usefulness of recruitment and the methods commonly used. Afterwards, details on the methodology we used will be presented and the result of the recruitment procedure that we chose, following the company's typical recruitment process, will be portrayed. Moreover, the entire process will be analyzed and its strengths and weaknesses will be identified. Finally, the report will conclude.

Literature Review on Recruitment

Recruitment refers to the process of finding the right people for the right job or function. As we said before, the process of recruitment could be inner, outer or could also be online. Internal recruitment is when the firm looks to fill the vacancy from within its existing workforce. Internal candidates have the upper hand to apply for vacancies. This type of recruitment rewards the employees for past performance and gives them an opportunity for career development (Armstrong, 2006).

However, if there are no available candidates within the company the vacancy is about to be filled externally. External recruitment is when the firm looks to fill the vacancy from any suitable applicant outside the firm. In order to attract candidates the firm has to use the most appropriate sources. Advertising is commonly part of the recruitment procedure and can occur through several means such as national press, local press, trade press, specialist journals, job centers, advertisements placed in windows and less commonly through radio and television. Finally, yet important, is the online recruitment, which seems to be growing fast in the last decade. Online recruitment uses internet sites such as the firm's public internet site or other job sites to post its interest in hiring staff. Many HR experts argue that this is the most effective technique as you find the best candidates (Garavan et al, 2001; Murphy, ...