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FAQ
Selection is the process of actually bringing talent into the company. Structured interviews, personality tests, knowledge tests, and work samples are tools that I-O psychologists help design to ensure the right talent is selected.
Here are the major nine types of Psychological tests:Personality Tests.Achievement Tests.Attitude Tests.Aptitude Tests.Emotional Intelligence Tests.Intelligence Tests.Neuropsychological Tests.Projective Tests.More items...
The most commonly used personality tests are the Rorschach, TAT, and MMPI. The assumptions underlying projective tests such as the Rorschach and TAT are that the standard set of stimuli are used as a screen to project material that cannot be obtained through a more structured approach.
Aptitude tests: Aptitude means the potential which an individual has for learning new skills. Aptitude test indicate the person's capacity and his potential for development. c. Trade or proficiency tests: These tests are designed to measure the skills already acquired by the individuals.
Some methods used by I/O psychologists and HR specialists to perform a thorough job analysis include:Review of Job Classification Systems.Incumbent Interviews.Supervisor Interviews.Expert Panels.Structured Questionnaires.Task Inventories.Check Lists.Open-Ended Questionnaires.More items...
By using a few psychological tools, though, hiring managers can help their companies improve their recruiting processes and hire high-performing employees.Creating Structured Interviews.Using Positive Psychology to Reveal Strengths.Encouraging Self-Awareness.Conducting Psychological Assessments.More items...