Why
is
HR
using
psychology
tests
for
recruitment
?
Picture
this
:
You
are
head
of
recruitment
in
HR
and
you
are
swamped
in
CVs
for
a
position
that
needs
to
be
filled
urgently
.
You've
gone
through
the
candidates'
resumes
with
a
fine
tooth
comb
and
interviewed
them
all
.
The
interviews
were
,
they
are
qualified
and
experienced
,
and
they
all
have
the
necessary
team
spirit
.
Their
only
weakness
is
an
unfortunate
tendency
to
overwork
due
to
their
uncontrollable
perfectionism
.
There's
no
doubt
about
it
,
using
the
traditional
selection
process
can
make
it
difficult
to
penetrate
the
candidate's
well
rehearsed
act
to
get
the
job
.
That's
why
companies
are
turning
to
personality
tests
in
order
to
get
a
clearer
picture
of
a
candidates
true
personality
,
values
,
and
attitudes
.
Personality
tests
can
alert
an
employer
about
many
,
potential
clashes
,
or
undesirable
characteristics
and
traits
.
Below
are
a
few
of
the
most
common
types
of
assessment
.
?
Employee
evaluation
:
Psych
or
personality
tests
are
used
as
a
tool
to
accurately
determine
and
evaluate
the
psychological
profiles
of
workers
.
These
instruments
are
employed
to
assess
the
technical
skills
,
personality
,
communication
skills
,
and
intelligence
of
potential
and
current
employees
.
They
all
give
managers
and
HR
even
more
information
about
the
workers
emotional
and
mental
stability
.
?
Career
enhancement
:
Some
psych
tests
have
been
developed
in
order
to
help
high
employee
turnover
,
so
companies
can
hold
on
to
the
most
productive
workers
.
These
tests
can
measure
the
employees
job
satisfaction
and
assess
their
regard
for
the
working
environment
,
arrangements
,
and
requirements
.
A
worker
whose
attitude
and
work
ethic
fits
the
company's
is
more
liable
to
feel
engaged
,
creative
,
and
innovative
?
therefore
,
loyal
and
committed
to
the
job
.
These
are
the
type
of
employees
a
company
should
try
to
retain
as
their
contribution
is
not
only
about
money
,
they
stay
because
they
feel
satisfied
and
challenged
.
?
Hiring
the
right
candidate
:
Hiring
the
wrong
candidate
can
be
and
a
costly
mistake
.
A
well
developed
test
can
on
a
candidate's
suitability
.
Having
the
tools
to
filter
out
the
undesirable
candidates
will
save
a
company
time
and
money
,
allowing
HR
to
spend
more
time
getting
to
know
the
real
gems
in
the
interview
room
.
These
screening
tests
have
a
broad
range
.
?
Job
knowledge
:
These
kind
of
tests
are
most
useful
for
jobs
that
require
specialized
knowledge
or
high
levels
of
expertise
.
?
Integrity
:
These
tests
ask
direct
questions
about
integrity
and
ethics
,
and
can
help
companies
avoid
hiring
dishonest
,
unreliable
,
or
undisciplined
people
.
?
Cognitive
ability
:
These
tests
measure
a
candidate's
general
mental
capacity
.
?
Personality
:
These
tests
offer
insight
into
candidate's
cultural
fit
,
and
whether
their
personality
would
be
suitable
for
the
company's
culture
,
or
a
nightmare
to
be
avoided
.
?
Emotional
intelligence
:
This
kind
of
intelligence
refers
to
how
well
someone
builds
relationships
and
understands
emotions
,
not
only
their
own
,
but
others'
too
.
These
abilities
are
an
important
factor
in
professions
that
involve
frequent
interpersonal
relationships
and
leadership
roles
.
?
Skills
assessment
:
This
kind
of
tests
don't
focus
on
knowledge
or
abstract
personality
traits
.
They
measure
actual
skills
,
for
example
,
soft
skills
?
like
attention
to
detail
;
or
hard
skills
?
like
computer
literacy
.
?
Physical
abilities
:
These
tests
measure
strength
and
stamina
.
These
traits
are
essential
for
many
professions
like
special
forces
.
Let's
check
your
understanding
!
FFA Creed Paragraph 3
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