Need of Psychometrics for Recruitment and Selection in Organizations: A Qualitative Perspective from a Developing Country
DOI:
https://doi.org/10.52053/jpap.v3i1.96Keywords:
Cognitive Mental Ability, Decision Making, Personality Assessment, Personnel Selection, Recruitment and Selection PracticesAbstract
The ultimate goal of any organization is to improve their efficacy and performance which is achievable through people. Within organizations, Human Resource Management (HRM) is a key factor for recruitment and selection of employees; hence organizations are in competition for acquiring qualified and highly skilled personnel. By applying a qualitative approach, this study explored the current practices of personnel recruitment and selection with reference to psychometric testing in Pakistan in a sample of (N = 6) senior Human Resource managers by using semi-structured interview protocol. Two central themes emerged after the content analysis of the transcribed data such as recruitment and selection practices and the challenges behind effective decision making. Findings indicated that 34% organizations stated the use of both, psychological test and interview methods for selection purposes whereas 67% organizations have been using personality tests as part of their selection processes. Almost 50% organizations have reported some lacks in their personnel selection decision such as difficulty in the assessment of employee’s attitude and poor decisiveness skills among team members. The current research has expanded the limits of existing literature in this realm, in addition, themes could be applied for indigenous tool development.
References
Ambreen, S., & Ajmal, M. (2014). Wechsler Intelligence Scale for Children-fourth edition (WISC-IV): Adaptation, Translation, and Standardization in Pakistan. PhD Dissertation (Unpublished). National Institute of Psychology: Quaid-e-Azam University, Islamabad.
Arthur Jr., W. A., Bell, S. T., Villado, A. J., & Doverspike, D. (2006). The use of person-organization fit in employment decision making: An assessment of its criterion-related validity. Journal of Applied Psychology, 91, 786-801. DOI: https://doi.org/10.1037/0021-9010.91.4.786
Bartram, D. (2004). Assessment in organizations. Applied Psychology, 53(2), 237-259. DOI: https://doi.org/10.1111/j.1464-0597.2004.00170.x
Carroll, J. B. (1993). Human Cognitive Abilities: A Survey of Factor-analytic Studies. Cambridge DOI: https://doi.org/10.1017/CBO9780511571312
England: Cambridge University Press.
Chaudhry, M. I., & Khalid, S. (2019). Development of a Group Nonverbal Intelligence Test for Youth. PhD Dissertation. Department of Psychology, Preston University Kohat.
Conway, J. M., Jako, R. A., & Goodman, D. F. (1995). A meta-analysis of interrater and internal consistency reliability of selection interviews. Journal of Applied Psychology, 80, 565-579. DOI: https://doi.org/10.1037/0021-9010.80.5.565
Dessler, G. (2007). Human Resource Management, (10th ed.). Pearson Education, Inc., Upper Saddle.
Diab, D. L., Pui, S., Yankelevich, M., & Highhouse, S. (2011). Lay perceptions of selection decision aids and US and non-US samples. International Journal of Selection and Assessment, 19(2), 209–216. DOI: https://doi.org/10.1111/j.1468-2389.2011.00548.x
Driskell, J. E., & Olmstead, B. (1989). Psychology and the military research applications and trends. American Psychologist, 44(1), 43-54. DOI: https://doi.org/10.1037/0003-066X.44.1.43
Highhouse, S. (2008). Stubborn reliance on intuition and subjectivity in employee selection. Industrial and Organizational Psychology, 1(3), 333–342. DOI: https://doi.org/10.1111/j.1754-9434.2008.00058.x
Highhouse, S., Doverspike, D., & Guion, R.M. (2016). Essentials of Personnel Assessment & Selection. Routledge: London. DOI: https://doi.org/10.4324/9781315690667
Hsieh, H. F., & Shannon, S. E. (2005). Three approaches to qualitative content analysis. Qualitative Health Research, 15(9), 1277-1288. DOI: https://doi.org/10.1177/1049732305276687
Hsu, Y. and Leat, M. (2000). A study of HRM and recruitment and selection policies and practices in Taiwan”, International Journal of Human Resource Management, 1(2), 413-35. DOI: https://doi.org/10.1080/095851900339936
Hunter, J. E., & Schmidt, F. L. (1996). Intelligence and job performance: Economic and social implications. Psychology, Public Policy, and Law, 2, 447–72. DOI: https://doi.org/10.1037/1076-8971.2.3-4.447
Hussain, S. S., & Ajmal, M. (2001). Development, Validation and Standardization of a Group Verbal Intelligence Test in Urdu for Adolescents. PhD Dissertation (Unpublished). National Institute of Psychology: Quaid-e-Azam University, Islamabad.
Gamage, A. S. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52 DOI: https://doi.org/10.4038/suslj.v13i1.7668
Gardezi, A. H., & Ajmal, M. (2001). Development and Standardization of an Indigenous Non-verbal Test of Intelligence. PhD Dissertation (Unpublished). National Institute of Psychology: Quaid-e-Azam University, Islamabad.
Judge, T. A., Higgins, C. A., & Cable, D. M. (2000). The employment interview: A review of recent research and recommendations for future research. Human Resource Management Review, 10, 383-406. DOI: https://doi.org/10.1016/S1053-4822(00)00033-4
Lubinski, D. (1996). Applied individual differences research and its quantitative methods. Psychology, Public Policy, and Law, 2(2), 187–203. https://doi.org/10.1037/1076-8971.2.2.187 DOI: https://doi.org/10.1037/1076-8971.2.2.187
Ones, D.S., Dilchert, S., Viswesvaran, C., & Judge, T.A. (2007). In support of personality assessment in organizational settings. Personnel Psychology, 60, 995-1027. DOI: https://doi.org/10.1111/j.1744-6570.2007.00099.x
Ones, D. S., Dilchert, S., Viswesvaran, C., & Salgado, J. F. (2010). Cognitive abilities. In J. L. Farr & N. T. Tippins (Eds.), Handbook of employee selection (pp. 255–275). Routledge/Taylor & Francis Group.
Sadiq, M., & Khan, M. J. (2011). Development and Validation of an Indigenous Intelligence Test. PhD Dissertation (Unpublished). University of Peshawar: Khyber Pakhtunkhwa.
Schmidt, F.L., & Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262–274. DOI: https://doi.org/10.1037/0033-2909.124.2.262
Schneider, W., & McGrew, K. S. (2012). The Cattell-Horn-Carroll Model of Intelligence. D. Flanagan, P. Harrison (Eds.), Contemporary Intellectual Assessment: Theories, Tests, and Issues (3rd ed.). Guilford: NY, pp. 99-144.
Singh, J. V. (2001). McKinsey's Managing Director Rajat Gupta on leading a knowledge-based global consulting organization. Academy of Management Perspectives, 15(2), 34-44. DOI: https://doi.org/10.5465/ame.2001.4614868
Spearman, C. (1927). The abilities of man. London, UK: Macmillan.
Rowley, C., & Benson, J. (2002). Convergence and divergence in Asian human resource management. California Management Review, 44(2), 90-109. DOI: https://doi.org/10.2307/41166124
Downloads
Published
How to Cite
Issue
Section
Categories
License
Copyright (c) 2022 sherin gul, Dr. Saima Ghazal
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
Creative Commons Attribution-Non Commercial 4.0 International (CC BY-NC 4.0) License: This article is distributed under the terms of the Creative Commons Attribution-Non Commercial 4.0 International License (https://www.creativecommons.org/licenses/by-nc/4.0/) which permits non-Commercial use, reproduction
and distribution of the work without further permission provided the original work is attributed as specified on the Journal website at (https://iprpk.com/ojs/index.php/jpap)
