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
!
Dupliquer
Créer un défi
Imprimer le PDF
Créez
compléter
Créer un défi
Top Jeux
Compléter
Completar un texto en inglés.
Compléter
Completa la canción
Compléter
refranes
Compléter
partes de una planta