Introduction
Although the curriculum vitae and personal profile descriptions give important information about employees, it gives little insight on individual inborn capabilities and talents. Most individuals have varying talents, which in most cases many organizations overlook during recruitment.
This in many ways affects individual performance or production, in that they maybe assigned duties they have no passion for although within their area of specialization. From psychological researches, most individuals perform better when managements assign them duties they perform with passion, and they have longed to do.
Hence, due to varying talents among different individuals, it is important for all organization’s human resource departments to conduct pre-tests when recruiting workers.
This can be of great importance when allocating departments and specific duties to workers, which in turn can promote productivity and viability of business organizations.
In addition, these pre-tests can help an organization to determine the best cohort of workers who can work in such an organizations’ competitive environment (Wesley and Steven, and Jerry, 20008, pp. 4-11).
Role of Testing
The primary role of the human resource managers is to ensure an organization not only has enough workers, but also the correct combination of workers. It this regard failure of this department to do this can result in mismatching of careers among different departments of an organization.
Due to this, it is very important for this department to ensure its worker recruitment exercise is competitive and up to standard, hence the need for pre-assessments on employees. Job testing involves testing skills and personality traits of workers an organization wants to recruit for specific jobs in specific departments.
It involves conducting of a pre-screening evaluation on candidates during hiring. Pre-testing offers an organization an added advantage over resumes and interviews more so in job offers that are more scientific than art oriented.
Although at all times managers should note that, not in all times do these pre-tests determine future performance capabilities of individuals.
In addition, organizations must aim to avoid using this exercise as the only tool for determining individuals, who fit specific positions an organization wants to fill (Robertson and Smith, 2001, pp.442-469).
The general importance of this process in hiring is that, it helps organizations to identify workers who have high productivity potentials. This in turn will help an organization to minimize blunders that may result due to wrong labor recruitment practices, hence a successful recruitment exercise.
Conducting of mental tests can help an organization to recruit workers with high performance abilities; workers who can work in a competitive environment, hence stretch their potentials to the maximum.
Personality tests are vital tools for determining recruits with high motivation to work in any diverse environment due to the ever-changing business trends.
In addition to personality and mental tests, an organization can use pre-employment integrity tests to determine workers with bad behaviors such as thieves and drunkards. This is of importance in that it helps to alleviate problems that may arise when real work commences (Dakin, Nilakant and Jensen, 1994, pp. 4-10).
It is important for human resource managers to always remember that, whenever there is a vacant vacancy in an organization, it should conduct the pre-tests first on its available workers before sorting to recruit from outside sources.
This is because workers who have worked for an organization for a longer period know operation procedures in the company, hence minimize training and recruitment costs (Adiele, 2010, p.1).
Conclusion
In conclusion, it is important to note that, in most cases academic qualifications provide little insights on individual competencies, hence the need to conduct some tests on workers during the recruitment exercise.
These tests provide a firm basis for selecting workers with desired qualities, and who are fully motivated to struggle and achieve an organization’s goals.
Reference List
Adiele, N. (2010). Recruitment and selection process. Ezine articles. Web.
Dakin, S., Jensen, R. & Nilakant, V. (1994). The role of personality testing in managerial Selection. Journal of Managerial Psychology, 9(5), 3-11.
Robertson, I. T., & Smith, M. (2001). Personnel selection. Journal of Occupational and Organizational Psychology, 74(4), 441-472.
Wesley, S. A., Steven, T. L., & Jerry, M. (2008). Psychological testing in personnel selection, Part II: the refinement of methods and standards in employee selection. Entrepreneur. Web.