The Right Person for the Job: Using Occupational Testing to Improve Recruitment and Selection
A study was conducted to determine the extent to which psychometric testing (the measurement of various aspects of human behavior, such as ability, personality, or interests, using psychological tests) is used in the recruitment practices of small businesses. The project also developed a course consisting of five modular units covering the process of selection and recruitment and marketed the course to small businesses and colleges. Data were gathered through a survey developed for the project and mailed to 1,980 organizations employing more than 10 people in the London, England, area; 183 usable questionnaires were returned. The survey found that interviewing was the selection method most often used. Testing was not widely used: about 30 percent of respondents used ability or personality tests, whereas 58 percent used performance tests. Twenty-five percent of respondents wanted to improve their recruiting techniques, but lack of resources or institutional barriers prevent them. Companies expressed a demand for three services offered by the project: training in recruitment skills, training in all aspects of testing, and consultancy with individual companies. Recommendations were made in the areas of needs assessment, marketing, consultancy, and developing pilot courses for businesses. (Appendixes include a list of project steering committee members, the survey letter and questionnaire, course materials, press coverage, test standards guidelines, terminology, and useful names and addresses. A 12-item bibliography and a glossary are also included.) (KC)
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