Download Assessment Methods in Recruitment, Selection & Performance: by Robert Edenborough PDF

By Robert Edenborough

ISBN-10: 0749442948

ISBN-13: 9780749442941

* useful suggestion on evaluation equipment together with psychometric trying out and based interviews

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Extra info for Assessment Methods in Recruitment, Selection & Performance: A Managers Guide to Psychometric Testing, Interviews and Assessment Centres

Sample text

For example, a person showing a need to be controlled (FIRO-B) will not respond well by being given an entirely free hand. Many personality questionnaires have been designed on the basis of a psychological theory of personality. For example, the Myers Briggs Type Indicator (MBTI) (see Myers et al, 1998) is based upon the theory of psychological types expounded by Jung. According to this theory, people’s 32 Assessment Methods responses to the world, ie their personality, reflect among other things the way in which judgements are made, whether rational or emotional, and the way in which information is perceived.

Officers would observe and rate performance according to preset criteria. Such tasks were seen as fairly direct simulations of what young officers, say those leading an infantry platoon, would be required to do in practice. In fact, as Anastasi (1961) pointed out, the use of simulation exercises pre-dated those initiatives with the work of Hartshorne, May and others in the 1920s and 1930s in educational settings (Hartshorne and May, 1930; Hartshorne, May and Shuttleworth, 1929). Civilian applications The method was taken up in the British Civil Service in the 1940s for its fasttrack administrative class entrants.

A survey conducted in 1988 in the UK (Bevan and Fryatt, 1988) suggested that, although the bulk of the use of trainability tests lay in manual occupations, there were some applications in managerial fields. Such tests began to be developed in the 1970s in relation to roles as wide apart as dentists, operators of heavy equipment in forestry and shipbuilding apprentices. ) They have, perhaps, become separated from other forms of aptitude test because of their very close identification with very specific roles, even down to an individual factory, say, employing unique machine configurations.

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Assessment Methods in Recruitment, Selection & Performance: A Managers Guide to Psychometric Testing, Interviews and Assessment Centres by Robert Edenborough


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