is psychometric testing appropriate and beneficial as a selection … psychometric... ·...

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Is psychometric testing appropriate and beneficial as a selection tool for engineering

graduates?

[Student’s Name]

[Name of Institute]

[Date]

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Acknowledgements

There are a various people whomwho made this project possible and I am extremely grateful to

all of them. First of all, I would like to say thanks to all the stroke survivors who had taken time

to participate in this research. Their contribution to this study is invaluable and also I greatly

appreciated their participation. Thank you to ==== on their support on the every stage of the

research process. I am lucky to have a good family support, so would like to say thanks to my

parents. Lastly, thanks to colleagues who has provided their precious time and their valued

feedback.

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Abstract

Recruitment and selection of young engineers in professional engineering and business firms

traditionally focused on the technical knowledge and competence in engineering disciplines.

However, the diverse and changing role of engineers and their strategic significance in

competitive business world has demanded these engineers to have other mental and

psychological fitness. In this regard various tools are designed to assess the mental and

psychological strength of candidates for job selection. Psychometric tests are strategically

designed tools used to measure the mental capabilities and behavioural styles of individuals. The

aim of this project is to conduct an in depth study into whether or not psychometric testing is

appropriate and beneficial as a selective tool for engineering graduates.

This dissertation used quantitative method to conduct this inquiry. The research approach in this

dissertation was deductive. The research strategy to answer the research question was analysis of

primary data. Primary data in this interview was gathered through interview and survey.

Researcher developed an exclusive questionnaire to collect the data. The sample size in this

dissertation was 50, the participants in the study was the professionals from engineering and

business organisations who are directly involved in the recruitment of graduate engineers in UK.

The data was analyses using appropriate (SPSS) computer programs. This dissertation has found

that found that psychometric tests are equally beneficial for an organisation to recruit the

engineers in a well-directed and effective manner in particular. Therefore, it is recommended to

the companies, especially the companies which are likely to recruit engineers should use this

particular system for their betterment and hiring the most effective and productive employees for

them.

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Table of Content

Chapter 1 Introduction ................................................................................................................ 7

1.1 Background ...................................................................................................................... 7

1.2 Aims and Objectives ........................................................................................................ 9

1.3 Rational and Significance................................................................................................. 9

Chapter 2 Literature Review ..................................................................................................... 11

2.1 Theoretical Foundations of Psychometric Testing at Workplace .................................. 11

2.2 Psychometric Testing ..................................................................................................... 14

2.2.1 Historical development of psychometric testing and its uses as a selection tool.... 16

2.2.2 Types of psychometric tests used as a selection tools for engineers ...................... 18

2.2.3 Methods of constraints to these types of tests ......................................................... 19

2.2.4 Why and how employers use Psychometric tests? ................................................. 21

2.3 The suitability for psychometric testing for engineers ................................................... 23

2.4 Validity and Reliability of Mainstream Means of Recruitment ..................................... 24

2.4.1 Reliability .................................................................................................................. 24

2.4.2 Factors determining unreliability ............................................................................... 25

2.4.3 Validity ....................................................................................................................... 26

2.4.4 Content Validity ........................................................................................................ 26

2.5 Conclusion ...................................................................................................................... 26

Chapter 3 Methodology .............................................................................................................. 28

3.1 Research Method ............................................................................................................ 28

3.2 Research Approach ........................................................................................................ 29

3.3 Research Strategy ........................................................................................................... 29

3.4 Sample ............................................................................................................................ 30

3.5 Data Analysis ................................................................................................................. 30

3.6 Ethical Considerations.................................................................................................... 31

3.7 Validity and Reliability of Research .............................................................................. 31

Chapter 4 Analysis & Discussion .............................................................................................. 32

4.1 Question-1 ...................................................................................................................... 32

4.2 Question-2 ...................................................................................................................... 33

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4.3 Question-3 ...................................................................................................................... 34

4.4 Question-4: ..................................................................................................................... 35

4.5 Questionnaire Analysis .................................................................................................. 36

Questions Analysis: 1-4 ......................................................................................................... 36

Hypothesis Analysis .................................................................................................................. 39

Hypothesis-1 .......................................................................................................................... 39

Hypothesis-2 .......................................................................................................................... 40

Hypothesis-3 .......................................................................................................................... 41

Hypothesis-4 .......................................................................................................................... 42

Hypothesis-5 .......................................................................................................................... 43

Hypothesis-6 .......................................................................................................................... 43

Hypothesis-7 .......................................................................................................................... 44

Hypothesis-8 .......................................................................................................................... 45

Hypothesis-9 .......................................................................................................................... 46

Hypothesis-10 ........................................................................................................................ 47

Hypothesis-11 ........................................................................................................................ 48

Chapter 5 Conclusion ................................................................................................................. 51

Recommendation for the Future Research ................................................................................ 52

References .................................................................................................................................... 53

Appendix ...................................................................................................................................... 60

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Dissertation

Is psychometric testing appropriate and beneficial as a selection tool for engineering

graduates?

Chapter 1 Introduction

1.1 Background

Progress in the difficult task of understanding the behaviour of people in an integrated manner is

nourished by the efforts made by psychology to articulate the different theoretical foundations to

the diversity of application areas through the psychological evaluation (Shea, et al., 2014). For

the scientific progress of psychology is increasingly a reality, Industrial organisation and

engineering institutions strive to harmonize the theoretical explanation and empirical observation

processes, to make them compatible in many cases (Montgomery et al., 2014). The scientific

process depends together the explanatory model and methodology, and therefore the

improvement of instruments that allow the objectification of phenomena, and improvements in

the theoretical interpretation of these phenomena, through the contrast between theory and

observation (Dawkins, et al., 2013).

Evaluation in psychology, in a narrow sense, refers to diagnose, that is, to detect the presence of

a state, knowledge, a pathology, etc., according to the field in which it is being evaluated. In a

broad sense, the term evaluation is not restricted to diagnosis, but a process whose goal is to

identify, label, select, set objectives, intervention, forecasting and re-evaluate whether the

objectives were achieved (Shea, et al., 2014).

Its purpose is especially useful for decision-making. From this point of view then, the

psychological evaluation is not content only to apply some kind of test or instrument in order to

know the current status of a subject or group of subjects regarding some attribute or

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psychological problem, but goes there and it would only be the first step in a process that

involves decision making comprising, in turn, select and set objectives for therapy, select the

techniques and strategies for intervention, continually evaluate to make sure the objectives are

going reaching well as to detect possible problems in their achievement and evaluate to see if the

ultimate goals have been achieved (Dickson et al., 2015).

Thus, the assessment does not represent therefore an end in itself but pursues a practical purpose

and as such is at the service of the discipline: its primary objective is not the explanation but

finding practical intervention measures. The importance of psychological assessment involves a

very important concept that refers to the inferences that can be derived from it, inferences based

on the answers given in the assessment situation (Montgomery et al., 2014). At a minimum, the

assessment process assumes that behaviours can be assessed by means of a specific instrument, it

is an example of the codes of conduct that has evaluated; it represents what the individual has

learned as a result of its interaction with the social environment (Montgomery et al., 2014).

For an extensive amount of years psychometric testing has been used for a variety of

applications. Dating back to the early 1890 throughout the First World War, these forms of

ability testing were introduced to separate what was known as mental retardation from mental

illness. Its potential uses developed into more modern approaches, such as the selection between

candidates who are at risk of redundancy, for the identification of training and development

needs, for career suitability, and even for dating suitability. However as time has progressed this

form of testing is mainly used as a selection tool. This is done through the recruitment process of

graduates by a majority of employers specifically surrounding engineering roles (Dawkin et al.,

2013).

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Psychometric tests are strategically designed tools used to measure the mental capabilities and

behavioural styles of individuals. In terms of the recruitment process, psychometric tests are

specifically designed to measure a candidate’s suitability for a role by recording their aptitude or

cognitive abilities alongside their personality characteristics (Vellone et al., 2013).

1.2 Aims and Objectives

The aim of this project is to conduct an in depth study into whether or not psychometric testing is

appropriate and beneficial as a selective tool for engineering graduates. This will be achieved

through the means of:

• Understanding the origins and practicality of psychometric testing for engineering graduates;

• Identifying the key purposes behind the use of psychometric testing from an employer’s

perspective, highlighting its benefits and drawbacks;

• Highlighting the most common forms of psychometric tests engineers have to face through

the recruitment process;

• Analysing other mainstream means of recruitment and the methodologies involved, alongside

its validity/effectiveness;

• Evaluating all findings and arriving at a concise overview of the topic, expressing my

personal opinion of the project, and the influencing factors.

1.3 Rational and Significance

The extensive use of tests or personality assessment tools by practitioners reflects the conviction

for many of them, a significant relationship between personality traits and work performance of

those evaluated. However, until the early 1980s, these links were not confirmed by researchers,

in contrast, the predictive nature of the influence of personality on the performance of an

individual should be considered rather low(Montgomery et al., 2014).

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The concept of individual work performance is particularly studied in human resources

management work, organizational behaviour and organizational / industrial psychology, without

being clearly defined, conceptualized and without producing exploitable empirical results. This

paradox is probably explained by the nature of academic work that has been conducted to date on

the concept of individual work performance. They have largely focused on the criteria for

measuring performance and very little about the conceptual status behind the building (Dickson,

et al., 2015).

It is important to note that organisational behaviour study topics of interest arise at four levels:

Individual, group, organisational and relationship between business and environment. Industrial

and organisational psychology, organisational behaviour and industrial relations are not yet in

our country the level of professional development with other professional specialties by

limitations in training, research and application (Montgomery et al., 2014).

This dissertation will provider a deeper conceptual and practice understanding of the

psychological aspects of human resources management in engineering sector. Particularly it will

divulge the role and effectiveness of psychometric testing in for the organisation in the

recruitment of engineers. The findings of this dissertation will not only clarify existing

misconception but it will also reveals the gaps and limitation in contemporary practice in

engineering sector in relation to psychological aspects of human resources.

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Chapter 2 Literature Review

2.1 Theoretical Foundations of Psychometric Testing at Workplace

According to Teng et al., (2015) organisational and Industrial psychology is a social scientific

discipline which studies human behaviour is in the field of business and social organisations. For

industrial and organisational psychology must understand the application of psychological

knowledge and practices to organisational ground for scientifically understand the behaviour of

the man who works, and to use manpower more efficiently and effectively in line with a

philosophy of human development (Teng et al., 2015).

A body of work shows that personality traits indirectly affect the performance. In particular,

Motowidlo et al. (1997) suggest that a set of intermediate variables, they name the specific

adaptations (characteristic adaptations), modify the influence of personality traits on job

performance. For Motowidlo et al. (1997), specific adaptations result from the interaction of the

learning process and fundamental trends (basic trends) such as physical abilities, the ability to

learn the styles of perception ... and personality. Thus, these individual differences, especially

personality, addressed by the model of the "big five", and cognitive skills, combined with

experiences in learning situations, lead to vary the specific adaptations. Variables related to

cognitive performance would influence mainly in the task, while the personality variables would

rather influence contextual performance. Thus, extraversion, emotional stability, kindness,

righteousness, intellectual openness should mainly influence contextual performance.

As per Dickson, et al., (2015) another discipline whose field of study was significantly intersects

and becomes integrated with the industrial and organisational psychology is organisational

behaviour are subjects of study in this discipline as follows: The personality, perception,

learning, attitudes and values, motivation, decision making, career development,

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communications, group behaviour, leadership, power and politics, conflict and negotiation,

organisational culture, job stress, change and organisational development and others (Dickson, et

al., 2015).

Teng et al., (2015) suggest that organisational behaviour study topics of interest arise at four

levels: Individual, group, organisational and relationship between business and environment.

Industrial and organisational psychology, organisational behaviour and industrial relations are

not yet in our country the level of professional development with other professional specialties

by limitations in training, research and application, but it is obvious that there is a road tour

outstanding professionals with significant work must be recognized and encouraged (Teng et al.,

2015).

According to Wocial and Weaver (2013) dissatisfaction at work can also harm the physical and

mental health. In a 15-year study on aging, it was found that job satisfaction was the most

reliable predictor of longevity. It has also shown that heart disease, ulcers, arthritis,

psychosomatic illnesses, anxiety, worry and tension are related to stress and dissatisfaction at

workWocial and Weaver (2013). Therefore, as per Teng et al., (2015) finding the right kind of

work is the most important decision people will ever make. Industrial psychologists initially help

employee perform this step, since intervene decisively in the selection of candidates. Their first

formal contact with them constitutes the psychological tests and other screening measures; with

these instruments the employer investigates if they are the ideal candidate for the post, and vice

versa.Wocial and Weaver, (2013) suggest that employee and the company agree that there are

such mutual adaptation, the influence is not interrupted that industrial psychology have in

working life. Indeed, progress in the company depends on several criteria, including job

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performance (which will be subject to regular evaluations using methods invented by

psychologists) and score psychological test centres (Wocial, Weaver, 2013).

According to Weissenborn et al., (2015) in some companies, high-level promotions are never

made without the advice of psychologists from the company about the employee's ability to meet

its new responsibilities. The importance of getting along with others is demonstrated in a

psychological study involving thousands of clerks. By exploring because workers are laid off,

the researchers found that only 10% of them lost their jobs due to lack of technical capacity

(Weissenborn et al., 2015).

Vellone, et al., (2013) shows an impressive 90% of people struggles by not knowing how to get

along with co-workers or superiors. The same was noted at the highest levels of the corporate

structure. Conflicts rather than incompetence were the reason for dismissal of the majority of the

executives or when they resign. In a recent survey it found that 76% of those who left or lost

their jobs had interpersonal relationship problems. Only 4% had been the cause unsatisfactory

performance (Vellone et al., 2013).

As per Heiney et al., (2015) today companies spend huge sums and efforts to improve

interpersonal relationships and human qualities of its members; surely, also the reader will

undergo such training. It is necessary to issue a warning: industrial psychology no longer a mere

tool, and like any tool, its usefulness depends on the ability of anyone using it. The data provided

by industrial psychologists will be more harmful than useful unless they use good management

and if employees do not understand properly. Instead, everyone will be better off when applied

properly (Heiney et al., 2015).

Montgomery et al., (2014) argues that in contemporary profession workplace industrial

psychology has even greater significance, not only it affects the working life, but also in other

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spheres of existence: its effects go beyond the scope of the factory and office. It also affects the

behaviour of consumers. Its application is observed in packaging, marketing and advertising of

the articles of a company. Like it or not, advertising is part of society and is an essential element

of the economy of any country. On radio and television, in magazines and in the press, on

billboards and even in the sky, we are constantly bombarded by messages that encourage us to

buy and try a new article. The same kind of psychological methods that avoid bad breath also

serve to political candidates win elections. Psychology has entered the realm of politics to create

images that drive candidates to vote for them (Montgomery et al., 2014).

As per Vander et al., (2014), public opinion polls are very useful because they reveal what

people think of the most diverse issues. Psychologists probing techniques applied in other areas

as well. When traveling on an airplane, our security is in the hands of industrial psychologists

who devised instruments and monitoring devices; it is assumed that the pilot can operate with

great speed and efficiency. At a less specialised level, these professionals have collaborated in

the preparation and arrangement of the controls used in the home. The list of contributions made

by industrial psychology into daily life inside and outside the workplace is very long. This field

is a decisive factor in modern life, regardless of our profession or personality and psychometric

testing is an effective tool to assess human competence for the desired work (Vander et al.,

2014).

2.2 Psychometric Testing

As per Urbina (2014) psychometric testing is considered as ‘the branch of psychology dealing

with measureable factors’ and the ‘occult power of defining the properties of things by mere

contact’ (Chambers Twentieth Century Dictionary). Both explanations are valid however in more

recent cases the latter is considered to be more valid in terms of current practice and uses of such

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tests. Kline (2013) suggests that employers often use psychometric tests as a selection tool

during recruitment. Psychometric tests aim to ‘objectively measure aspects of mental ability or

personality’. They are designed in order to facilitate employers’ methods of choosing the most

liable job candidate or employee promotions (Rust & Golombok, 1999).

As per Millerand Lovler (2015) these forms of testing are only one of the methods used by

employers throughout the selection process. The use of employee background research and

interviews are still in conjunction with psychometric testing in order to ensure suitable

candidates can be given the option to progress their application. After all, psychometric tests

mainly take place once the initial screening process has been conducted.Tyson (2014)shows that

psychometric testing are generally designed to enable an employer to measure attributes such as

intelligence, aptitude and personality. They are conducted to provide a form of insight to a

potential employer on how well they are likely to work with other people, how well one can

handle stress and whether or not able to cope with the intellectual demands of a job.

According to Pisanti et al., (2013) psycho and metric terms mean measure of psychic

phenomena, therefore attempts to measure cognitive abilities and personality traits. A

psychological assessment tool that methodological technique is artificially produced, which

follows the explicit rules or individuals placed under experimental conditions in order to extract

the segment to study the behaviour and allow statistical comparison conductive statistical

classification to qualitative, typological or quantitative characteristics being evaluated.

Depending on what personality satin want to measure, it is to be used as the indicator for

interpretation or measurement (Pisanti et al., 2013).

Urbina (2014) argues that psychometric are the criteria that the applicator will use to judge and

determine if instruments are to be used are appropriate for the situation that is being presented at

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the time. Time is very important for the evaluation of evidence criteria, as this influences the

aspects of work and the hours to be spent, work, study and secondly economics. It is also

important to see to ease of administration and scoring of the instrument; and the adaptation and

knowledge that has to do with the degree of reliability and validity, objectivity and sensitivity of

the instrument (Urbina, 2014).

Another important point as per Kline (2013) is the score or performance of the instrument and

that must be compared with the corresponding group to which it aspires to join. In deciding

whether a psychological tool is a good measurement design, they need to consider the following

criteria: a).Standardisation: to determine the degree of misinterpretations that have been

controlled in order to avoid falling into them. b). Reliability: indicates the relative freedom

variable error. c). Objectivity: denotes the degree to which personal mistakes have been avoided.

d) Validity: extent to which the test measures the phenomena for which it was formed (Kline.

2013).

2.2.1 Historical development of psychometric testing and its uses as a selection tool

Miller and Lovler (2015) argue that to understand the evolution psychological testing is

necessary to know where psychology starts. Psychology begins with Wilhelm Wundt (1832 -

1920), German psychologist considered the father of psychology. Wundt late nineteenth century

created the first laboratory of experimental psychology (1879) where he studied the qualities and

mental processes in isolation using laboratory techniques.

The psychometric model arises from the influence of differential psychology given the need to

make a diagnosis or differentiation given one person to another. American psychologist M.

Cattell (1862 - 1934) introduces the concept of mental test (1890), the main contributions are the

concept of mental test as a measure of different psychologies features such as creating

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assessment techniques sensory, perceptual and motor grouped into two batteries of tests (Miller,

Lovler, 2015).

As per Dalal (2013) Cattell was the first author who gave the name to Battery Test Later in

1857 - 1911 Alfed Binet proposes a psychological evaluation approach where interest are

individual differences; and it said thetests should be simple, that its application be reversed

quickly, independent of the examiner and the results can be noted by other observers, that is

evaluated. Binet was the first to introduce the term mental age that has to do with the

development of intelligence and psychological diagnosis that is nothing other than the report of

the person (Dalal, 2013).

Dalal (2013) argues that the significance of Binet is present today as in 1960 and 1973 led to

psychological assessment tool called Terman Merril. The constitution of the psychological

evaluation starts from 1890 to 1910 in which one begins to refine the concept of psychological

evaluation as a branch of Psychological Science, dedicated to the exploration and analysis of

individuality through measurement skills, personality, values, etc (Dalal, 2013)..

Dalal (2013) shows that the rationalebehaviour is determined by stable intra-psychic attributes,

so the evaluation task is finding the outward manifestations of behaviour that serve as indicators

for the internal status of those not directly measurable attributes; here are the personality traits of

the individual. The psychometric model is based on similar criteria people, but objectively with

measuring instruments, when organisations have a tool to help objectively measure the

characteristics of the person can measure the future behaviour of the person (Dalal, 2013).

Psychometric testing dates back to the early nineteenth century with the earliest forms dating

back as far as 1890, such as American Cattell, and the Frenchmen Binet and Henri, 1895

(Edenborough, 1999). The way in which psychometric testing were to be applied was formally

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introduced in the 1920’s, which shaped the scientific and professional standards. This was

introduced in the UK by the National Institute of Industrial Psychology (NIIP) and as early as

1905 in America by the American Psychological Association (APA), with more progressive

development through 1954 and 1974 (Edenborough, 1999).

2.2.2 Types of psychometric tests used as a selection tools for engineers

According to Dawkins et al., (2013) many companies in the engineering sector, use

psychological tests’ as part of their process of recruitment to evaluate the intelligence and

general abilities, personal characteristics/ attributes of potential employee or candidates applying

for jobs. These assessments are presented usually in the form of electronic or online tests and are

sent often to candidates by email or some companies in the engineering sector undertaken these

test at interview centre. While most tests are multiple choice type answers and do not always

needpreceding knowledge to complete, they do require particular logical thinking methods and

are time limited often (Dawkins et al., 2013).

As a whole, psychological testing is divided into four primary types: clinical interview,

assessment of intellectual functioning (IQ), personality assessment and behaviour assessments

(Framingham, 2013). However, focusing on the various forms of psychometric and aptitude tests

used for graduates in engineering, these usually fall into one of the following categories:

personality testing, numerical reasoning testing, verbal reasoning tests, abstract reasoning tests,

and finally, optional mechanical reasoning tests and spatial reasoning tests (The Institute of

Psychometric Coaching, 2013). Each test consists of an individual purpose and is intended to

challenge the user inversely, depending on which test is being conducted (The Institute of

Psychometric Coaching, 2013).

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A personality test aims to measure behaviour styles, attitudes and personality characteristics

which will be considered in relevance to the ideology of an individual having to perform

alongside others in a work place. There are various forms of personality tests such as Myers

Briggs Type Indicator (MBTI) and a numerous amount of tests based on the ‘Five Factor Model’

of personality such as the ‘Revised NEO Personality Inventory’ (The Institute of Psychometric

Coaching, 2013).

2.2.3 Methods of constraints to these types of tests

With regards to psychometric testing there have been many studies that have criticised the

validity of its results; Gross (2015) states test scores, in a general sense, are quantitative

descriptions of some aspect or aspects of human behaviour. Behaviour that is exhibited under

prescribed conditions may be quantified in a variety of ways. The example he gives explains a

public speaker being evaluated on the tone, the loudness and the average pitch level of his voice,

and concludes that there could be other dimensions of the speaker’s performance that can be

isolated for quantification (Gross, 2015).

As per Miller and Lovler (2015) it is also crucial that the tests used for selection, should be

completely free from racial bias, before the 70s it was considered extremely hard to scrutinize

any evidence suggesting this, however as the tests evolved and time progressed, racial

discrimination became more apparent and lead to becoming illegal, reinforced by ‘The 1976

Race Relations Act.’ Similarly to that ‘The Sex Discrimination Act of 1986’ followed attempting

to disallow most cases of sex discrimination which resulted in inappropriate uses of

psychometric tests. This was solely due to the vast amounts of allegations prior to that period of

time (Wainer, Braun, 2013).

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Just as in the physical sciences the development of tools derived from the theory in which they

are immersed and technology to measure their objects of study, psychological assessment

instruments respond to a measure theory; and Pisanti et al., (2013) says, psychological

measurement instruments need to demonstrate their usefulness and scientific validity. In

psychology, psychometric is ensuring measurement instruments developed with scientific

guarantees have to use. As per Gross (2015) psychometrics is the set of methods, techniques and

theories involved in the measurement of psychological variables; study the metric properties due

to psychological measurements and establishes the basis for such measurements are carried out

properly. The aim of psychometrics is to provide models to transform the facts on data in order

to assign numerical values to the subject, based on their responses values (Gross, 2015).

Psychometrics is a relatively very young branch of psychology; It originates with Spearman's

early work from 1904 to 1913 (Muñiz et al., 2001), which aimed to find a statistical model that

fundamentals the test scores and allow the estimation of measurement errors associated with any

process measurement. This model is known as the classical linear model of Spearman, and is

currently still lingers in the classical test theory, and is expressed as:

X = V + e

Where X is the empirical score of a subject, V is the true score and e is the error term. Hence it

follows that a subject's score on a test is equal to the true score, which can never be known, most

measurement error; the more reliable the test and thus lower the error, the empirical score will

get closer to the true score (Muñiz et al., 2001).

McDonald (2013) recognize that all psychological measure, like actions of science contain an

error term, was a breakthrough for the psychological evaluation, because then begins to consider

that not enough human judgment to determine the psychological attributes, and psychological

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assessment instruments should try, as instruments of physical science, measure accurately.

Kaplan and Saccuzzo (2012) recognizes the need to first establish and then to measure the

reliability and validity of psychological instruments and technical recommendations for the

development of tests to use, issues ignored so far. So in order to consider appropriate and

scientific instruments of all sciences must have two prerequisites and psychology is no

exception: reliability and validity (McDonald, 2013).

2.2.4 Why and how employers use Psychometric tests?

According to Kaplan and Saccuzzo (2012) in the business world, the tests are used in particular

in the area of human resources. Psychologists use test and measurement procedures to evaluate

any knowledge or skills that need to be evaluated an employee, a candidate to be used to make

decisions on promotions, transfers, and eligibility for further training. Job performance is an

extremely fundamental indicator, which can theoretically be predicted and is believed to have

valid results through the use of cognitive ability tests.Psychometric testingis considered to be

over 14 times more predictive of job performance than the average selection interview (Kaplan,

Saccuzzo, 2012).

As per Urbina (2014) currently, industrial psychology, specialising in the areas of personnel,

consumers, human and organisational engineering, covering everything that refers to the world

of work. No matter where it is used, the industrial psychologist is interested in solving human

problems created by industrial civilisation. Overall, the industrial psychologist applies its

expertise in the following areas: selection, placement and training of employees, worker

efficiency and organisation management, however, as per Kaplan and Saccuzzo (2012) actually

the work of psychologist Labor restrict organisations to selection, placement and training of

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personnel, and specifically to the application and interpretation of tests, tests, questionnaires and

psychological inventories

Figure 1: Test partnership. 2014. Psychometric Tests. [ONLINE]

Also the use of psychometric tests have proven effects on organisational performance, this is

mainly concluded on research surrounding; increased employee retention, reduced cost per hire,

decreased employee turnover, decreased absenteeism and higher levels of employee

engagement/motivation (McDaniel, 1986). Another reason as to why employers are more

commonly taking advantage of the uses of psychometric testing is due to the simple fact of

convenience. Due to the uses of the internet online psychometric tests can be sent to candidates

with a literal click of a button, therefore making this form of selection processing, infinitely less

time intensive. Psychometric tests are also considered to increase the fairness and objectivity of

the selection process helping organisations avoid legal disputes over unfair selection decisions

(Ghiselli, et al., 1966; Jensen, 1980; Thorndike, 1986)

2.3 The suitability for psychometric testing for engineers

When it comes to the suitability of psychometric testing for engineering graduates, a majority of

the current literature available gives a strong argument for the uses of these forms of testing

throughout the process of recruitment for engineers. The situa

Well-constructed psychometric assessments are shown to be among the most accurate and fair

ways of assessing people in the workplace (Saville, 1991).

Figure 2: Test partnership. 2014.

Also whilst conducting more in depth research into the study, the main focus on the validity of

psychometric testing and suitability of them in comparison to job performance was mainly going

to be found through past quantitative data. A study covers

the ‘Occupational Personality Questionnaire (OPQ)’ in the measurement of job competencies

across time and in separate organisations in the UK, including roles of engineering graduates.

The results from the study confirm that th

of ability) in a consistent and predictable fashion across different organisations and over time,

The suitability for psychometric testing for engineers



throughout the process of recruitment for engineers. The situation is claimed to be equally clear:

constructed psychometric assessments are shown to be among the most accurate and fair

ways of assessing people in the workplace (Saville, 1991).

Test partnership. 2014. Psychometric Tests [ONLINE]

so whilst conducting more in depth research into the study, the main focus on the validity of

and suitability of them in comparison to job performance was mainly going

to be found through past quantitative data. A study covers the demonstration of the validity of



The results from the study confirm that the OPQ predicts job success (over and above measures


23



tion is claimed to be equally clear:

constructed psychometric assessments are shown to be among the most accurate and fair

so whilst conducting more in depth research into the study, the main focus on the validity of

and suitability of them in comparison to job performance was mainly going

nstration of the validity of



e OPQ predicts job success (over and above measures


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and demonstrates that this relationship is not merely a reflection of chance effects in the data

(Saville et al., 1996).

2.4 Validity and Reliability of Mainstream Means of Recruitment

Aamodt (2015) argues that for organisation besides knowing what tests are most commonly used

but there is also need also need to know what are the best evidence what does a good test?

Beyond the simple logic there are technical criteria used by professionals when evaluating to

estimate the strength of psychometric instruments. Psychometrics and psychological

measurement science studies the reliability and validity of the tests.

2.4.1 Reliability

Aamodt (2015) suggest that a good test is reliable, that is consistent and accurate. Psychological

tests are reliable in varying degrees. In the domain of behavioural measurements, the variability

is much higher given the characteristics of the epistemic object and measuring instruments used.

The differences in the performance of a subject several times can be caused by several reasons:

different motivation in the various situations in which it was evaluated different levels of fatigue

or anxiety, be more or less familiar with the contents of the test, etc (Kausler, 2012).

Therefore, as per Coaley (2014) the scores of a person will not be perfectly consistent from one

occasion to the next and say that the measurement contains a certain amount of error. It is the

score get a person in a test includes the actual score of the person and a margin of error that may

increase or decrease such true score. Kausler (2012) shows that this measurement error, random

and unpredictable, is distinguished from systematic errors also affect the performance evaluated

by a test, but more consistently than random. As per Matthews et al., 2015) systematic errors can

a) affect all observations equally and be a constant error, or b) affect certain types of

observations differently than others and be a bias. The random error, for its part, is very difficult

25

to predict and control because it is related to random factors that can come from both technical

aspects of psychological measurement and the natural variation of human behaviour (Severed

Kohan, 1999)

2.4.2 Factors determining unreliability

According to Fillenbaum (2013) while many are the reasons why the scores for evaluated may

not be reliable, we synthesize only a few sources of error whose knowledge will be useful to

understand the process of adaptation of tests. a) To build or adapt a test: young engineers should

pay attention to the selection of items and to the formulation of slogans, but primarily due care

sampling of content to avoid being biased or insufficient. Another important source of error is

the effects of divination, that is, the tests are more reliable as the number of alternative answers

(Kausler, 2012).

Keefer et al., (2013) found that when administering a test it’s important to evaluate all subjects

under the same conditions, trying to control possible environmental interference such as noise,

lighting or comfort of the place. The slogans should be standardized from building up in the test

administration, especially with regard to the control of time for realisation. Another point to

consider is the random influences that can affect motivation and attentive evaluated such as

personal concerns, transient physical conditions, etc. Also when evaluating a test: it must support

the evaluation criteria, assessorcannot change the criteria for correction, for example after a

number of qualified evaluated, based on a subjective judgment of the evaluator. There are several

types of procedures for evaluating the reliability of an instrument that should only be mentioned

in this case (Keefer et al., 2013).

26

2.4.3 Validity

As per Gross (2015) it refers to a test that measures and cannot be expressed in general but that

should be included the particular use for which it plans to use the instrument. All procedures

used to determine the validity interested in the relationship between performance on tests and

other factors observed regardless of the nature of the conduct in question. Wainer and

Braun2013) shows that historically, one of the first uses of the tests was to evaluate what

individuals had learned in specific content areas and therefore the content of those categories of

tests in the area who wanted to try compared. Then the focus was on the prediction and there are

currently two trends toward strengthening the theoretical orientation and the other to a close link

between theory and empirical verification through psychological and experimental testing of

hypotheses (Kausler, 2012).

2.4.4 Content Validity

As per Kaplan and Saccuzzo (2012) the validation procedures for content description comprising

the systematic examination of the contents of the test to determine whether it covers a

representative sample of the area to be measured behaviour. The area of conduct must be

examined systematically analyzed to ensure that the reagents cover all material respects and in

the right proportion. Should take into account not over-generalising or include irrelevant factors

in the results.

2.5 Conclusion

The use of psychometric testing in the workplace is the answer to the dream of the eighteenth

century, which envisioned a time when the territory and its inhabitants would be transparent for

knowledge: everything could be known, recorded, listed and documented. Psychological testing,

psychometrics product, apply in different contexts of contemporary society and require certain

27

ritualised actions of which depends on its validity and reliability. Its main purpose is to evaluate

the behaviour, mental abilities and other personal characteristics in order to help in trials,

predictions and decisions of individuals.

This review of literature has divulged that currently throughout the UK and a majority of

predominant established countries across the globe, the use of psychometric testing as a tool for

recruitment is becoming more and more common. Although validity has been argued and the

constraints surrounding the tests, the majority of the research conducted highlighted a statistical

evaluation of psychometric testing benefits, and how, due to the precise evolution of the

characteristics, these means of testing as a selection tool for recruitment have been found to be

more and more efficient.

The review of the current methods and practical applications of psychometric testing has

provided an extremely beneficial insight into the aspects, influencing recruitment in the

engineering industry. The key background research conducted has provided a foundation of the

context of this project, allowing the individual components of whether or not psychometric

testing has sufficient benefits when used as a selection tool for graduates; thus, it we can then

critically assess this point at a later date. The brief drawbacks and suitability of these forms of

testing are also included within this report, mainly to provide a quick overview of the topic,

giving a sufficient background of the general arguments for and against psychometric testing for

the selection of engineering graduates, which will be further developed within the final project

report.

28

Chapter 3 Methodology

3.1 Research Method

This dissertation has used quantitative method to conduct an in depth study into whether or not

psychometric testing is appropriate and beneficial as a selective tool for engineering graduates.

Quantitative method seeks to gather quantifiable and observable data. This kind of research seeks

to describe, explain or predict outcomes on the basis of observation and analysis of events and

facts. Quantitative research provides more objective, precise and accurate answer to an

investigated phenomenon. The rational of choosing this quantitativemethod is based on the fact

that in the quantitative research techniques and instruments in principle the reliability and

validity are ensured for collecting data. This method enables the researchers to presents the

findings in descriptive forms such as figures and table, statistical analysis of research links

between the factors or variables (Creswell, 2013).

The significant distinction between the quantitative and qualitative methods is fixated on how

they see the way of reality. The quantitative scholars accept in a solitary reality that can be

measured dependably and legitimately utilizing exploratory standards, while qualitative method

have faith in numerous built substances that produce diverse implications for various people, and

whose elucidations rely on upon the specialist's lens (Flick, 2013).

It is the relationship between the specialist and the member that describes the controls. In

quantitative study it’sbelieved that scientists ought to discrete themselves from the members

while qualitative analysts know that the relationship between the member and specialist is

imperative in the comprehension of the recognizable occasion. What's more, quantitative

researcher trusts that study should be biasedfree; while the qualitative specialist comprehends

29

that the study is impacted, all things considered, by the values of the analyst(Salaberry,

Comajoan, 2013).

3.2 Research Approach

The research approach decided for this thesis is deductive, According to Creswell (2013),

deductive thinking happens when a researcher works from the more broad data to the more

particular. The advantage of deductive approach is that researcher can investigate immediately

what the persuasiveness of a particular frame. This can qualitatively by looking at focus groups

how one reacts to draw up a specific frame or a questionnaire and to submit it to a larger group.

On the other hand the advantage of inductive research is that researcher goes in a pretty open

mind. Researchers try to explore various expressions and compare to distill the frame from the

texts (and images) (Bryman, 2012).

The disadvantage of inductive research is that it is time-consuming because researcher must first

create a corpus and then have to analyze very carefully. By looking at the story structures, words

and images of the corpus there will float above a number of frames. Quantitative research cannot

count how many times something happens, but researcher try to form a complete picture of the

frames out there (Salaberry, Comajoan, 2013).

3.3 Research Strategy

This dissertation has relied on the primary data to answer the research question and achieve the

objectives of this world. Primary data for this study was gathered through an online survey. In

order to conduct the survey researcher developed a specific questionnaire.The questionnaire is

common research method useful information obtaining certain people. The persons who provide

this information are called respondents. Usually, the researcher takes a selection of a particular

30

group so that it is representative of the entire group. In this way, the researcher can Claims

generalized lack honour, which statements can be made about a larger group(Creswell, 2013).

The use of questionnaires can take place in two ways in research, in a survey and an interview.

The differences are not always clear, but it the following can be said about it here in each case.

An interview always involves an oral form, but a survey can be either written or oral shape to be

removed. In the event that people get a questionnaire sent or distributed with the request to return

this writing, there is a written survey. When questions of a questionnaire by research assistant

asked and the answers are written down, is existence of an oral survey. In this study

questionnaire was used to collected data through an online survey (Flick, 2013).

3.4 Sample

In order to collect the data, the population in this study comprises of professionals in London.

The sample population was selected randomly from the data basis of professionals. The only

sampling criteria were the professional involvement of participant in the recruitment and

selection of young graduate Engineers in London. Researcherinitially developed a database of

1200 such professionals and they were sent an introductory letter to participate in this study. The

letter explicitly stated the aim, objective and scope of this study. However, finally researcher

could only manage to obtain consent from 50 representatives from engineering and

manufacturing firms who are involve in recruitment and selection of young engineers in London.

Hence sample size in the study was 50.

3.5 Data Analysis

The quantitative data obtained from the questionnaire is analysed using appropriate computer

programme to assess gaming experience of user on the basis of their feedback. The result of the

analysis is presented with graph and table.

31

3.6 Ethical Considerations

Since this dissertation involved human population to conduct the survey, hence there various

some essential and critical ethical aspects that demanded special consideration. The major ethical

issues in this work was ensuring that this dissertation does not negatively affects the participants

in any manner. Hence, all of the participants were briefed on the objective and purpose of this

study and they were assured of the fact that their personal and professional identities will not be

divulged while presenting the results of this dissertation.

3.7 Validity and Reliability of Research

Validity and reliability of data collection and findings are the critical to determine the quality of

any academic work. To ensure that this dissertation produce the valid results, researcher strictly

limited this dissertation to the professionals who are directly involved in the recruitment of

graduate engineers in UK, hence their perspective are extremely valid. In order ensure that the

results are reliable, researcher used authentic computer programs for data analysis.

32

Chapter 4 Analysis & Discussion

This particular chapter of the report will be comprises of Analysis and Discussion. As per the

methodology, the data collection technique in this particular dissertation is Primary and

Quantitative, as the data will be collected directly from the structured interviews and close ended

questionnaire, from which the respondents are likely to tick mark on a specific answer from the

Likert Scaling. This particular chapter of analysis & discussion has been divided into two

different sections, which are interview section and questionnaire analysis section. There are a

total of five Human Resources Professionals who have been approached for the Interview

purpose. Four different questions have been asked with each of them and their results are as

follows

4.1 Question-1: How Difficult is to Recruit Employees especially the employees related to

the Engineering Background?

The first question which we have asked from the interviewers is regarding the level of difficulty

as far as hiring the employees pertaining to the Engineering background. Mentioned below is the

result revealed from the same analysis

33

From the aforementioned table, it is clear that 60% of the individuals think that hiring of the

employees, especially related to the engineering field is very difficult; while 20% each rated the

hiring process not difficult and same as other recruitment process.

4.2 Question-2: Is it necessary to use different types of testing for recruitment purpose,

especially the engineering students?

The second question that has been asked with the individuals is related to necessity of different

tests for the recruitment purpose, especially associated with the Engineering Students. Mentioned

below is the result extracted from the same result

0

0.5

1

1.5

2

2.5

3

3.5

Very Difficult Not Difficult Same as the recruitment of other

employees

Mix thoughts have been found in this particular aspect related to this particular question, as 40%

each of the respondents have revealed it is necessary/not necessary to use any type of testing in

recruiting the employees, especially for the employees who

4.3 Question-3: What type of Testing you used for the Recruitment Process?

This particular question is related with the testing that should have been used to complete the

recruitment process in particular, and the result of th

2

1



recruiting the employees, especially for the employees who have engineering background.

: What type of Testing you used for the Recruitment Process?


recruitment process in particular, and the result of the same is as follows

2

34



have engineering background.

: What type of Testing you used for the Recruitment Process?


Yes

No

No Idea

35

From the aforementioned table, it is found that psychometric test is one of the most dominating

and effective tests that used by the companies for the recruitment process. 60% of the

interviewers have revealed that psychometric tests are the one that will be highly effective, as it

can help them to recruit the best employees. Apart from that verbal and numerical reasoning tests

are also effective.

4.4 Question-4: Is Psychometric Tests equally beneficial for recruiting the employees related

to the field of Engineering?

1

13

Verbal Reasoning Tests

Numerical Reasoning Tests

Psychometric Test

36

4 out of 5 respondents have revealed that psychometric testing is effective as far as

recruiting the employees related to the field of Engineering.

4.5 Questionnaire Analysis

This particular part of the analysis is related to the questionnaire analysis. There are a total of 15

questions which have been included in the same analysis, out of which four questions are the

demographic based questions, and remaining questions will need a hypothesis to complete the

SPSS analysis. There are a total of 50 respondents have been selected for the same analysis.

Questions Analysis: 1-4

The first question is all about getting an idea about the gender who has participated in the

analysis. Mentioned below is the result

0

0.5

1

1.5

2

2.5

3

3.5

4

4.5

Yes No

There are a total of 27 males have been participated in the analysis, while remaining 23 are

females that proportionated to a level of 46% of the total respondents. The second demographic

question is about the age factor of the

follows

23

13



question is about the age factor of the employees, and the result of the same analysis is as

27

8

21

8

37



employees, and the result of the same analysis is as

Males

Females

21-30

31-40

41-50

51-60

38

From the aforementioned chart, it is clear that 42% of the individuals pertaining to the age group

of 31-40 years, while 26% of them related to the age group of 41-50 Years. 16% each of the

respondents related to the age groups 21-30 and 51-60 years respectively. The third question

which has been asked from the respondents is related to the education, and the result is as

follows

Most of the individuals (70%) of the respondents are having an education of Masters, while 24%

and 6% have Bachelors and Doctorate Degree. The last demographic question is related with the

position factor, and the below mentioned graph is showing the same

12

35

3

0 5 10 15 20 25 30 35 40

Bachelors

Masters

Docterate

38 out of 50 respondents are the managers, which is a positi

and effective result related to the same analysis.

Hypothesis Analysis

There are eleven (11) different questions which have been included in this particular

analysis, as so 11 different hypotheses which will be included in this

analysis.

Hypothesis-1

H0: Recruitment Process is NOT

H1: Recruitment Process is essential for an organisation to recruit productive employees

In order to analyse the result in a productive and effective manner, it is essential to apply a

perfect test. There are a total of 50 respondents have been selected for the same thesis, and the

tests that should have been applied on the same aspect is T

The main reason to apply this particular test is that the number of samples is higher than the level

of 50, and it is essential to apply this particular test. The implicated T

0

5

10

15

20

25

30

35

40

Supervisor

8

38 out of 50 respondents are the managers, which is a positive sign to yield meaningful

and effective result related to the same analysis.


analysis, as so 11 different hypotheses which will be included in this particular section of the

NOT essential for an organisation to recruit productive employees


result in a productive and effective manner, it is essential to apply a


tests that should have been applied on the same aspect is T-Test for analysing the Hy


of 50, and it is essential to apply this particular test. The implicated T-Test is as follows

Manager Director

38

4

39

ve sign to yield meaningful


particular section of the

essential for an organisation to recruit productive employees


result in a productive and effective manner, it is essential to apply a


Test for analysing the Hypothesis.


Test is as follows

40

t-Test: Means

1 0

Mean 0.530612 0.469388

Variance 0.254252 0.254252

Observations 49 49

Pearson Correlation -1

Hypothesized Mean Difference 0

df 48

t Stat 0.424973

P(T<=t) one-tail 0.336378

t Critical one-tail 1.677224

P(T<=t) two-tail 0.672755

t Critical two-tail 2.010635

From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a

level of 0.42, which is higher than the level of 0.05. It means that null hypothesis should be

rejected, and alternative hypothesis should be selected. Accepting the alternative hypothesis is

revealing that recruitment Process is essential for an organisation to recruit productive

employees.

Hypothesis-2

H0: Recruitment Process DOESNOT vary from fields to fields

H2: Recruitment Process vary from fields to fields

The implicated T-Test is as follows

t-Test: Means

1 0

Mean 0.54652 0.4798

Variance 0.254252 0.254252

Observations 49 49



41

df 48

t Stat 0.454973







rejected, and alternative hypothesis should be selected. Accepting the alternative hypothesis is

revealing that recruitment Process varies from fields to fields.

Hypothesis-3

H0: Recruitment Process DOESNOT affect the performance of the employees

H3: Recruitment Process affects the performance of the employees


t-Test: Means

1 0

Mean 0.52 0.48

Variance 0.26478 0.264252

Observations 49 49



df 48

t Stat 0.04526





42


level of 0.045, which is lower than the level of 0.05. It means that null hypothesis should be

accepted, and alternative hypothesis should be rejected. Accepting the null hypothesis is

revealing that recruitment Process DOESNOT affect the performance of the employees.

Hypothesis-4

H0: Recruitment Process DOESNOT require Rigorous Testing

H4: Recruitment Process DOES require Rigorous Testing


t-Test: Means

1 0

Mean 0.51 0.49

Variance 0.12478 0.264252

Observations 49 49



df 48

t Stat 0.03526






level of 0.035, which is lower than the level of 0.05. It means that null hypothesis should be

accepted, and alternative hypothesis should be rejected. Accepting the null hypothesis is

revealing that recruitment Process DOESNOT require Rigorous Testing. However, it may

change accordingly with different companies.

43

Hypothesis-5

H0: Psychometric Testing of Recruitment is NOT effective for the companies to recruit

candidates

H5: Psychometric Testing of Recruitment is effective for the companies to recruit candidates


t-Test: Means

1 0

Mean 0.57 0.43

Variance 0.23478 0.215252

Observations 49 49



df 48

t Stat 0.3526







rejected, and alternative hypothesis should be accepted. Accepting the alternative hypothesis is

revealing that Psychometric Testing of Recruitment is effective for the companies to recruit

candidates.

Hypothesis-6

H0: All the employed people should NOT undergone with psychometric recruitment process

H6: All the employed people shouldundergone with psychometric recruitment process

44


t-Test: Means

1 0

Mean 0.49 0.51

Variance 0.24478 0.225252

Observations 49 49



df 48

t Stat 0.4126








revealing that all the employed people shouldundergo with psychometric recruitment process.

Hypothesis-7

H0: Psychometric Testing of Recruitment NOT yield similar result for recruiting the Engineers

H7: Psychometric Testing of Recruitment yields similar result for recruiting the Engineers

45


t-Test: Means

1 0

Mean 0.54 0.46

Variance 0.25478 0.225252

Observations 49 49



df 48

t Stat 0.4626








revealing that Psychometric Testing of Recruitment yields similar result for recruiting the

Engineers.

Hypothesis-8

H0: Psychometric Testing of Recruitment have not brought new invention in the field of Human

Resources

H8: Psychometric Testing of Recruitment have brought new invention in the field of Human

Resources


t-Test: Means

46

1 0

Mean 0.61 0.39

Variance 0.35478 0.215252

Observations 49 49



df 48

t Stat 0.5126








revealing that Psychometric Testing of Recruitment have brought new invention in the field of

Human Resources.

Hypothesis-9

H0: Psychometric Testing of Recruitment have not experienced perfect result in the companies

in terms of recruiting engineers

H9: Psychometric Testing of Recruitment have experienced perfect result in the companies in

terms of recruiting engineers


t-Test: Means

1 0

Mean 0.59 0.41

Variance 0.36478 0.215252

Observations 49 49

47



df 48

t Stat 0.3926








revealing that Psychometric Testing of Recruitment have experienced perfect result in the

companies in terms of recruiting engineers.

Hypothesis-10

H0: Psychometric Testing of Recruitment Do not has the same capability of recruiting engineers

like other available tests

H10: Psychometric Testing of Recruitment has the same capability of recruiting engineers like

other available tests


t-Test: Means

1 0

Mean 0.59 0.41

Variance 0.36478 0.215252

Observations 49 49


48


df 48

t Stat 0.4026








revealing that Psychometric Testing of Recruitment has the same capability of recruiting

engineers like other available tests, in fact it can yield more effective results than any other form

of recruitment.

Hypothesis-11

H0: Psychometric Testing of Recruitment cannot enables the HR department to have a better

communication process in terms of engineers recruitment with the management

H10: Psychometric Testing of Recruitment can enable the HR department to have a better

communication process in terms of engineers’ recruitment with the management


t-Test: Means

1 0

Mean 0.65 0.35

Variance 0.34478 0.225252

Observations 49 49

49



df 48

t Stat 0.4926








revealing that Psychometric Testing of Recruitment can enable the HR department to have a

better communication process in terms of engineers recruitment with the management.

From the aforementioned analysis, it is found that Hypothesis-1 and Hypothesi-3 are somewhat

and expected to have the same result in particular. The first hypothesis is revealing that

recruitment process is essential and highly effective for the organisations as far as recruiting the

employees in a perfect manner. However, in the first hypothesis revealed that recruitment

process is essential for the companies to hire the most effective and productive employees, but it

might not be effective for the employees to increase their performance, because recruitment

processes are not made to appeal to the employees.

The second hypothesis revealed that the recruitment process always vary from fields to fields, as

it is totally different in the recruiting the employees of any other field as comparison to recruit

the employees of Engineering.

Fourth, Fifth and sixth Hypotheses have revealed that recruitment process are rigorous.

However, it is associated with the requirement of the companies in particular. The fifth

50

hypothesis is likely to find out the implication of psychometric testing of recruitment as far as

recruiting the employees in a perfect manner. From the analysis, it is found that most of the

employees are completely agreed with the fact that psychometric testing is a powerful tool that

used by the companies to recruit the employees for different fields, and it yields similar result in

hiring engineers (Sahu, 2010). Psychometric testing has some powerful tests that can enable an

organisation to hire the best engineers who have sufficient knowledge about their work, and can

be highly productive for the organisation.

Human Resources Management is an emerging field, which has now strengthened its roots in

different parts of the world, and in different companies of the world (Lewis and Crozier, 2012).

Apart from hiring and firing of employees, they are also entitled to make effective process and

policies through which employees can be recruited, and the same is applicable (Rosenberger,

1981). The 8th hypothesis is likely to examine the same thing which is about the new invention

added by the HR department in terms of recruiting the employees in a perfect manner. Due to the

arrival of the psychometric testing, there is a new invention has come into consideration in the

Human Resources Department which is highly effective in terms of increasing their recruitment

and communication process in a perfect and organised manner. In short, the analysis reveals that

psychometric testing is highly effective in terms of recruiting engineers as well, as it is important

in recruiting other employees.

51

Chapter 5 Conclusion

Employees are the backbone of an organisation, and no organisation can sustain in the market

with managing their employees in a positive and effective manner (Brown, 2014). The

organisations which have the ability to manage their employees in a perfect manner are

comparatively effective and productive than that of the employees which are unable to initiate

the same (Burkhart, Schmidt and Hogan, 2011). Human Resources Management (HRM)

department is the most effective department that has a direct linkage with the recruitment and

managing the employees of a company in a perfect manner (Carter, 2003).

Making of policies related to the employee’s recruitment and management is highly significant

for the sake of a company, and the companies which are able to make and devise powerful

strategies are comparatively effective and sounder than the companies which are not in the

favour of delivering the same thing (Edenborough, 2005). There are certain tests that have had

taken into consideration for the purpose of recruiting the employees accordingly, and among

them there is a name of psychometric test is one of them. Psychometric Tests is basically a

combination of both Verbal and Non-Verbal Tests that specifically designed to analyse the

psychological level of an employee. This particular test also has the ability to ascertain the

growth of the companies in a perfect manner.

This particular thesis is more likely to analyse the importance and effectiveness to use the

psychometric tests in recruiting the engineers for an organisation. Quantitative analysis has been

taken into consideration for the analysis that include both interview and questionnaire analysis.

Around 15 questions have been included in the questionnaire analysis based on the Likert

Scaling. From the entire analysis of the questionnaire, it is found that psychometric testing

52

process is one of the most effective and widely used processes which are currently in use by the

companies in all over the world, and such tests are specifically designed to analyse the

psychological belongings of the employees with the practicality. From this entire analysis, it is

found that psychometric tests are equally beneficial for an organisation to recruit the engineers in

a well-directed and effective manner in particular. Therefore, it is recommended to the

companies, especially the companies which are likely to recruit engineers should use this

particular system for their betterment and hiring the most effective and productive employees for

them.

Recommendation for the Future Research

This entire research has emphasised over the Quantitative measure to complete the analysis.

However, it will be highly effective, if both quantitative and qualitative measures will be taken

into account for the same research, in which the content and examples of different companies

would have been included who already used psychometric testing for their core development and

effectiveness in the given market.

53

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Appendix

Questionnaire

The Questionnaire is as follows.

Organization Name: ________________________________________________________ Date: ____________

Gender: Male Female Employment Status: Permanent Contractual Temporary

Position: Director Manager Supervisor Assistant Experience in year(s): 1 2 3 4 5 6+

Shift: Morning Afternoon Evening Night Education: Masters Bachelor Doctorate

Age in years: 21-30 31-40 41-50 51-60 Marital Status: Unmarried Married Divorced

Please indicate your level of satisfaction with each of the following statements by putting tick mark (��) appropriately:

“ARE YOU SATISFIED WITH THE”

Completely Satisfied Somewhat

Satisfied

Neither Agree Nor

Disagree

Fact that recruitment process are essential for an organization to recruit productive employees

Fact that recruitment process vary from fields to fields

Fact that recruitment process has affected the performance of the Employees

Fact that Recruitment Process requires Rigorous Testing

Fact that Psychometric Testing of Recruitment will be effective for the companies to recruit

candidates

Fact that all the employed people should be undergone with this process

Fact that Psychometric Testing of Recruitment yields similar result for recruiting the Engineers

Fact that Psychometric Testing of Recruitment have bring new invention in the field of Human

Resources

Fact that Psychometric Testing of Recruitment experienced perfect result in the companies in

terms of recruiting engineers

Fact that Psychometric Testing of Recruitment has the same capability of recruiting engineers like

other available tests

Fact that Psychometric Testing of Recruitment enable the HR department to have a better

communication process in terms of engineers recruitment with the management

Please indicate your level of agreement with each of the following statements by putting tick mark ( ��) appropriately:

Questionnaire

The Questionnaire is as follows.

Organization Name: ________________________________________________________ Date: ____________

Gender: Male Female Employment Status: Permanent Contractual Temporary

Position: Director Manager Supervisor Assistant Experience in year(s): 1 2 3 4 5 6+

Shift: Morning Afternoon Evening Night Education: Masters Bachelor Doctorate

Age in years: 21-30 31-40 41-50 51-60 Marital Status: Unmarried Married Divorced

61

Please indicate your level of satisfaction with each of the following statements by putting tick mark (��) appropriately:

“ARE YOU SATISFIED WITH THE”

Completely

Satisfied

Somewhat

Satisfied

Neither

Agree Nor

Disagree

Somewhat

Dissatisfied

Completely

Dissatisfied

Fact that recruitment process are essential for an organization to

recruit productive employees

Fact that recruitment process vary from fields to fields

Fact that recruitment process has affected the performance of

the Employees

Fact that Recruitment Process requires Rigorous Testing

Fact that Psychometric Testing of Recruitment will be effective

for the companies to recruit candidates

Fact that all the employed people should be undergone with this

process

Fact that Psychometric Testing of Recruitment yields similar

result for recruiting the Engineers

Fact that Psychometric Testing of Recruitment have bring new

invention in the field of Human Resources

Fact that Psychometric Testing of Recruitment experienced

perfect result in the companies in terms of recruiting engineers

Fact that Psychometric Testing of Recruitment has the same

capability of recruiting engineers like other available tests

Fact that Psychometric Testing of Recruitment enable the HR

department to have a better communication process in terms of

engineers recruitment with the management

Please indicate your level of agreement with each of the following statements by putting tick mark ( ��) appropriately:

is psychometric testing appropriate and beneficial as a selection … psychometric... ·...

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