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Use of Psychometric Tests in the Process of Recruitment in Human Resource Management

With industrial revolution, the structure of today's organization has changed and it calls for dynamic changes in processes. Highly specialized workforce and skilled nature of work has put increased demands on finding appropriate talent. Finding suitable candidates have always been one of the challenges for employers and many different approaches have been taken to attract, screen, train and retain skillful employees. One of the recent developments in recruitment of qualified candidates is psychometrics.Psychological testing systems identify desired qualities and try to screen candidates through psychometric tests. Such testing systems have existed for centuries in various forms and have been used with various degrees of success.Literature on the use of psychometrics for recruitment has been scarce at its best and fails to address major developments in the field. Current study is aimed to add to the body of literature focusing on the applications of psychometrics in recruitment. A particular emphasis is put on the construction of psychometrics and its correlation with job performance predictability. Through an extensive literature review it is found that study of such a nature has not done previously. Study is executed by adopting qualitative research method, using a semi-structured, open-ended questionnaire interviewing three highly specialized psychometric professionals in two companies across two continents. The findings are subsequently examined using grounded theory.Categories were earmarked with relevant coding, helpful in the analysis of interview records. It has been concluded that psychometrics as a field has huge potential and its performance in recruitment spheres is promising. Its mainstream adoption however is a gradual process and its theoretical assumptions and practical demonstrations are areas that need much research before it can be relied on as independent recruitment tool. Moreover in its present form it can be used as a recruitment aid at its best and using it as an autonomous and decisive instrument is discouraged.