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

By Robert Edenborough

* functional recommendation on evaluation tools together with psychometric trying out and dependent interviews

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

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Many tests in these categories are used to look at behaviour, often of an intellectual or cognitive nature, with greater or lesser degrees of specificity. Thus there are tests of general intelligence, which can be regarded as mental horsepower or the general ability to process information, and more specialized tests of particular ability, eg verbal reasoning. The term ‘aptitude’ is usually reserved for those tests directed at predicting 34 Assessment Methods whether skill in a particular area can be acquired.

A significant but not generally acknowledged strand in modern interviewing can be attributed to Sigmund Freud. He considered that much of what people said could be related to unconscious drives and motives, exploring those as day-to-day occurrences in ‘The psychopathology of everyday life’ (1901). Thus slips of the tongue, the so-called ‘Freudian slips’ or ‘parapraxes’, were described by him as telling signs of would-be behaviours. In terms of counselling and related techniques the work of Carl Rogers is critical.

Under Theory Y, work is seen as potentially fulfilling and something that people want to do well. These ideas can be seen as anticipating the distinction between transactional and transformational leadership. In the former leadership is effected through processes of command and control, with rewards given for conformance and sanctions applied to transgressors. In the latter the leader consults widely with subordinates, seeking to bring about an alignment between their goals and objectives and those of him/herself and the organization represented.

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