The multimillion dollar psychological testing industry has been criticized for u
ID: 360165 • Letter: T
Question
The multimillion dollar psychological testing industry has been criticized for unreliability. And recent studies reveal a very low correlation between good test result and effective performance at work. Given these problems what might be a better way for employers to screen job applicants? The multimillion dollar psychological testing industry has been criticized for unreliability. And recent studies reveal a very low correlation between good test result and effective performance at work. Given these problems what might be a better way for employers to screen job applicants?Explanation / Answer
The multimillion dollar psychological testing industry has been criticized for unreliability. And recent studies reveal a very low correlation between the good test result and effective performance at work. Given these problems, there are many better solutions than the personality tests and intelligence tests. To find the basic knowledge of a candidate, a telephonic screening would help. After narrowing down the list of applicants by years of experience or desirable expertise, the candidates those who are shortlisted can be screened through phone screening. It gives an idea about the communication skills, knowledge and overall picture of a person. Even scenario analysis can be done by providing a situation and asking to solve the problems. Nowadays, the initial 2 to 3 rounds of technical rounds are also done through video conferencing or telephonic interview. The efficiency can be judged with promptness, innovative approach, even it saves time and energy of the employees as well as candidates.one does not have to travel to give an interview. Based on the resume and telephonic interview, the non-deserving candidates can be removed from the list. Then only with the shortlisted candidates can be called to the office for a personal interview. An assignment can also work to check the expertise, again it should be out of box question or a scenario analysis so that the candidate does not get a chance to google it or copy it from other sources.