“Fitting square pegs into square holes and round pegs into round holes.” (Lorna McKinnon, freelance journalist)
The history of test development goes back to 400 BC when Hippocrates attempted to define four basic temperament types: sanguine, melancholic, choleric, phlegmatic. But his method and numerous other attempts were hardly scientific. “The first attempt to scientifically measure the differences between individual mental abilities was made by Sir Francis Galton in the 19th Century […] he devised a system which would allow an individual's abilities to be compared to those of others - an idea on which we rely heavily today.” (Healy)
In the 1950’s Prof. Alec Rodger created the definition ‘fitting the man to the job’ nowadays more known as ‘fitting the person to the job’ which exactly describes the concern of a psychometric test. These tests are more and more in use for the selection process in companies.
Consequently, in this essay advantages as well as disadvantages of psychometric tests will be discussed. Therefore, there will be a critical analysis whether psychometric tests are an effective method of matching people to the job.
Inhaltsverzeichnis (Table of Contents)
- Introduction
- Psychometric tests
- General facts
- Advantages
- Disadvantages
- Conclusion
- Appendixes
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This essay critically analyzes the effectiveness of psychometric tests in matching individuals to jobs. It explores the historical development of these tests, delves into the different types of psychometric tests, and examines their advantages and disadvantages in the context of personnel selection.
- Historical context and evolution of psychometric testing
- Types of psychometric tests (intelligence, personality, and interest tests)
- Advantages of psychometric tests in personnel selection
- Disadvantages of psychometric tests in personnel selection
- The role of objectivity and fairness in psychometric testing
Zusammenfassung der Kapitel (Chapter Summaries)
Introduction
The introduction traces the history of psychometric testing, highlighting the shift from subjective methods to more scientific approaches. It introduces the concept of "fitting the person to the job," which is central to the use of psychometric tests in modern recruitment processes.
Psychometric tests
General facts
This section defines psychometric tests as standardized assessments of human behavior. It provides a detailed overview of three main types: intelligence tests, personality questionnaires, and interest tests. It explains how these tests are designed and how their results are interpreted.
Advantages
This section focuses on the advantages of psychometric tests in personnel selection, emphasizing their objectivity and fairness. It argues that these tests provide a more impartial assessment of a candidate's skills and abilities than traditional interviews.
Schlüsselwörter (Keywords)
The key terms and concepts discussed in this essay include psychometric tests, personnel selection, intelligence tests, personality questionnaires, interest tests, objectivity, fairness, validity, reliability, and discrimination.
- Quote paper
- Marieluise Bruch (Author), 2005, Psychometric tests - An effective method of matching people to jobs?, Munich, GRIN Verlag, https://www.grin.com/document/45093
