Recruitment through psychometric tests and theory of FIRO-B

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[...] THE SELECTION PROCESS The selection process may undergo few or all of the following steps: - Initial screening interview Application form Employment tests Assessment centers Comprehensive interview Background investigation Physical examination Final Employment Decision SELECTION PROCESS - DETAILED VIEW DIFFERENT LEVEL COMPETENCIES TOP LEVEL 1. Vision Mission Planning Administration and control Global adjustment Social intelligence. MIDDLE LEVEL 1. Knowledge of human behavior Diplomacy Good at developing rapport with internal and external customers Communication and presentation skills Dynamic and Energetic. WORKER LEVEL 1. [...]

[...] The fundamental interpersonal dimensions of the FIRO theory Inclusion Control and Affection are defined behaviorally as follows: The interpersonal need for inclusion is the need to establish and maintain a satisfactory relationship with people with respect to interaction and association. Some terms that connote various aspects of a relationship that is primarily positive inclusion are “associate, interact, mingle, communicate, belong, companion, comrade, attend to, interested, encounter.” Negative inclusion is connoted by “exclude, isolate, outsider, outcast, lonely, detached, withdrawn, abandon, ignore.” The interpersonal need for control is the need to establish and maintain a satisfactory relationship with people with respect to control and power. [...]

[...] WHO, WHAT AND WHY OF PSYCHOMETRIC TESTS Who are the parties? The test developer Test developers create tests or other types of methods of assessment. Recognizing that test and the decisions made as a result of their administration can have a significant impact on test taker's lives, a number of professional organizations have published standards of ethical behavior that specifically address aspects of responsible test development and use. The test user The test user has ethical obligations that must be fulfilled even before any test taker is exposed to a test. [...]

[...] It is more so since the company have to recruit employees for diversified activities with different qualifications & experience Are the present sources of recruitment able to cater to the need of the organization: - Reply of No. of Percentage of respondents respondents total respondents *The two felt that the recruitment should be done through advertisements only in national dailies so that better persons could be selected from a wider basket. COMMENTS: - It is not warranted since it will make the basket too big for filling a small number of vacancies caused now & then Role of psychometric tests being used in recruitment selection process. [...]

[...] Psychological tests may differ on a number of variables such as content, format, administration procedures, scoring and interpretation procedures, and psychometric and technical quality. The content of the test will, of course, vary with the focus of the particular test. But even two psychological tests purporting to measure the same construct example, ”personality”-may differ widely in item content because of factors such as the testy developer's definition of personality and the theoretical orientation of the test. The term format pertains to the form, plan, structure, arrangement, and layout of the test items as well as to related considerations such as time limits. [...]