Psychometric Test Essay

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

I am very interested in the School Psychology program at the University of Wisconsin-Milwaukee. I have a strong educational background and a number of professional and educational experiences, which I feel have prepared me for this program. I enjoy working with children and developing strong rapport with parents and co-workers. I learned about the graduate program with great interest because I would like to offer my skills in the area of psychology to meet students’ psychological needs.

In this paper I discuss the creation, distribution, and results of a psychological test. The test consisted of knowledge and self-report sections, which tested the construct of “The AZA and Zoos”. According to their website, The Association of Zoos and aquariums (AZA), is an independent, non-profit organization that grants an optional accreditation to zoos, aquariums, and wildlife sanctuaries. Institutions that meet their strict standards for animal welfare and care after a series of inspections and interviews are granted a five-year accreditation. In addition to their standards for animal care, they are also invested in conservation of species, and education of the general public (AZA, 2016). The knowledge portion evaluated general knowledge of the AZA policies and procedures, while the self-report evaluated overall opinion on Zoos. An example item for the knowledge portion was item three “An AZA accreditation is not necessary to operate a zoo “. An example item for the self-report portion was item 32 “I think zoos are a positive enrichment activity for children “. The intended survey population for this survey was the general population.

He was used to live in his brother’s shadow, but when the boat accident happened to them, he was the only one to survive. As he was always indentifying himself the less important one, he considered it was wrong that he was the one who would still have a life. As a result of nervous breakdown, he tried to kill himself with cutting his wrists in the bathroom, fortunately his father found out and save him. Then he went to the psychiatric for four months. When he comes back, there are still issues he needs to deal with.

As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.

Most of the problems with standardized tests come from the fact that the performance on one test usually determines graduation, or admission to university, or job promotion. Thus, standardized testing appears to be a tool designed for these high stakes uses. Whether or not the tool is useful is determined by two things: its design and the job that we ask it to do.

a. According self tests using the Five Factor Model, my personality has low extraversion and emotional stability, a high degree of openness, and moderate levels of agreeableness and conscientiousness. Low extraversion is demonstrated in both professional and social envionments. While working a corporate job as a financial analyst, taking the time and initiative to interact with coworkers beyond the scope of the job was limited to a brief conversation once a day with the same two people. In large social gatherings, interactions are limited to familiar people with whom I have pre-existing friendships. If I attend a concert by myself, I will bring a book to read in between musical acts to prevent people from speaking to me. Low emotional

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

A debate rages in psychology. It is not one of the usual kind, dwelling on a specific aspect of the mind or a new drug, but a controversy dealing with the very foundations of psychology. The issue is determining how psychologists should treat patients and on what psychologists base their choices. Some feel that they must be empirically-supported treatments, treatments backed by hard data and scientifically supported. Others feel that this standard for treatments is much too confining for the complex field of psychology and that many good treatments cannot be backed by hard data. The American Psychological Association President Task Force on Evidence-Based Treatment came out with a plan for psychology that effectively maintains a high

Companies have started to use personality tests in the past five years so that they can find a potential employee’s strengths and weaknesses. If questions and answers are quite accurate and test is done properly it can help an employer to find more about person’s advantages and disadvantages. It is very important to know because one of the most important points is that most of personality tests help to recognize unqualified candidates. “Although experts warn that many personality assessments don't deliver what they promise, legitimate scientifically validated tests are helping employers evaluate job candidates to select those best suited for particular positions. Other tests are designed to measure intelligence, honesty, management aptitude and other qualities.”

This research article was taken from the Association for Psychological Science (APS) Journal. This specific issue had a total of ten articles, and while they are covering different topics and studies, some of them do focus on similar ideas. Psychology is all about the study of the mind, and how it has different parts intended for unique functions. It seems like a good portion of the articles for this specific journal deal with emotions and how the body interprets them. One article deals with the stress of different generations, while another deals with an individual’s willpower against sugar. There is an article about self-esteem and how that varies during a lifetime, as well as an article on cooperation. The article that will be specifically discussed in this research paper also has to deal with how the body interprets things when it comes to a stressful situation, such as a crime. It looks at how reliable eyewitness testimony is after traumatic events, specifically in regards to lineups.

Just as all psychological tests are categorized, not all tests are applied for the same use and the same users. Each test is done by a trained or professional to determine what is the situation based on the results and to see what treatment is best for the individual. There are four major psychological tests users are clinical, educational,

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.