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
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 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 ‘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 the OPQ predicts job success (over and above measures
of ability) in a consistent and predictable fashion across different organisations and over time,
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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
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
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.
e OPQ predicts job success (over and above measures
of ability) in a consistent and predictable fashion across different organisations and over time,
24
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
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 have engineering background.
: 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 the same is as follows
2
34
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
have engineering background.
: 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
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
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 employees, and the result of the same analysis is as
27
8
21
8
37
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
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.
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 particular section of the
NOT essential for an organisation to recruit productive employees
H1: Recruitment Process is essential for an organisation to recruit productive employees
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-Test for analysing the Hy
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-Test is as follows
Manager Director
38
4
39
ve sign to yield meaningful
There are eleven (11) different questions which have been included in this particular
particular section of the
essential for an organisation to recruit productive employees
H1: Recruitment Process is essential for an organisation to recruit productive employees
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
Test for analysing the Hypothesis.
The main reason to apply this particular test is that the number of samples is higher than the level
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
Pearson Correlation -1
Hypothesized Mean Difference 0
41
df 48
t Stat 0.454973
P(T<=t) one-tail 0.346378
t Critical one-tail 1.607224
P(T<=t) two-tail 0.662755
t Critical two-tail 2.020635
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.45, 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 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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.52 0.48
Variance 0.26478 0.264252
Observations 49 49
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.04526
P(T<=t) one-tail 0.346378
t Critical one-tail 2.607224
P(T<=t) two-tail 0.662755
t Critical two-tail 2.020635
42
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.51 0.49
Variance 0.12478 0.264252
Observations 49 49
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.03526
P(T<=t) one-tail 0.356378
t Critical one-tail 1.607224
P(T<=t) two-tail 2.662755
t Critical two-tail 1.020635
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.57 0.43
Variance 0.23478 0.215252
Observations 49 49
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.3526
P(T<=t) one-tail 0.356378
t Critical one-tail 2.607224
P(T<=t) two-tail 3.662755
t Critical two-tail 1.220635
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.352, which is higher than the level of 0.05. It means that null hypothesis should be
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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.49 0.51
Variance 0.24478 0.225252
Observations 49 49
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.4126
P(T<=t) one-tail 0.226378
t Critical one-tail 2.617224
P(T<=t) two-tail 2.662755
t Critical two-tail 3.220635
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.412, which is higher than the level of 0.05. It means that null hypothesis should be
rejected, and alternative hypothesis should be accepted. Accepting the alternative hypothesis is
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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.54 0.46
Variance 0.25478 0.225252
Observations 49 49
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.4626
P(T<=t) one-tail 0.216378
t Critical one-tail 3.617224
P(T<=t) two-tail 1.662755
t Critical two-tail 2.1135
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.462, which is higher than the level of 0.05. It means that null hypothesis should be
rejected, and alternative hypothesis should be accepted. Accepting the alternative hypothesis is
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
The implicated T-Test is as follows
t-Test: Means
46
1 0
Mean 0.61 0.39
Variance 0.35478 0.215252
Observations 49 49
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.5126
P(T<=t) one-tail 0.226378
t Critical one-tail 2.617224
P(T<=t) two-tail 2.662755
t Critical two-tail 3.1135
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.512, which is higher than the level of 0.05. It means that null hypothesis should be
rejected, and alternative hypothesis should be accepted. Accepting the alternative hypothesis is
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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.59 0.41
Variance 0.36478 0.215252
Observations 49 49
47
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.3926
P(T<=t) one-tail 0.216378
t Critical one-tail 2.627224
P(T<=t) two-tail 2.662755
t Critical two-tail 3.1135
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.39, which is higher than the level of 0.05. It means that null hypothesis should be
rejected, and alternative hypothesis should be accepted. Accepting the alternative hypothesis is
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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.59 0.41
Variance 0.36478 0.215252
Observations 49 49
Pearson Correlation -1
48
Hypothesized Mean Difference 0
df 48
t Stat 0.4026
P(T<=t) one-tail 0.216378
t Critical one-tail 2.627224
P(T<=t) two-tail 2.662755
t Critical two-tail 3.1135
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.39, which is higher than the level of 0.05. It means that null hypothesis should be
rejected, and alternative hypothesis should be accepted. Accepting the alternative hypothesis is
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
The implicated T-Test is as follows
t-Test: Means
1 0
Mean 0.65 0.35
Variance 0.34478 0.225252
Observations 49 49
49
Pearson Correlation -1
Hypothesized Mean Difference 0
df 48
t Stat 0.4926
P(T<=t) one-tail 0.226378
t Critical one-tail 3.627224
P(T<=t) two-tail 1.662755
t Critical two-tail 2.1135
From the aforementioned table, it is found that T-Statistics, which is the ‘P’ value, is located on a
level of 0.49, which is higher than the level of 0.05. It means that null hypothesis should be
rejected, and alternative hypothesis should be accepted. Accepting the alternative hypothesis is
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: