Comments on: What are Employers Really Looking For When Making Hiring Decisions? http://blog.bayt.com/2007/05/what-are-employers-really-looking-for-when-hiring-new-people/ Bayt.com - The Middle East's #1 Jobsite Official Blog Wed, 17 Mar 2010 11:06:22 -0600 http://wordpress.org/?v=2.8.6 hourly 1 By: Mumtaz A. Piracha http://blog.bayt.com/2007/05/what-are-employers-really-looking-for-when-hiring-new-people/comment-page-1/#comment-333 Mumtaz A. Piracha Sun, 22 Jul 2007 08:32:47 +0000 http://blog.bayt.com/2007/05/what-are-employers-really-looking-for-when-hiring-new-people/#comment-333 I agree that the character assessment is the most difficult part of the hiring process. The characteristics listed in the article are such that some of them may not be assessable even with psychometric testing and psychological tests. You cannot possibly measure loyalty, honesty, sincerity, ability to perform beyond call of duty or in a crisis or major stress situation. These features can be assessed from the previous employment record of the candidate, his/her achievements, his/her past employers' references, his/her career path, his/her job hopping. I am not very sure about the extent of validity of psychometric testing and psychological tests. These can only give you indications, not definite conclusions, for the reason that these tests are prepared in Europe or USA and modified to some extent for use in other cultures such as Asian and African. That modification again is too questionable to be authenticated. I am of the view that the candidates should be subjected to group discussions, debates, and workshops in real life situations and closely monitored by a trained clinical psychologist who should record responses and reactions of the candidates in the various situations. These may give you better assessment than some of the tests. I agree that the character assessment is the most difficult part of the hiring process. The characteristics listed in the article are such that some of them may not be assessable even with psychometric testing and psychological tests. You cannot possibly measure loyalty, honesty, sincerity, ability to perform beyond call of duty or in a crisis or major stress situation. These features can be assessed from the previous employment record of the candidate, his/her achievements, his/her past employers’ references, his/her career path, his/her job hopping.

I am not very sure about the extent of validity of psychometric testing and psychological tests. These can only give you indications, not definite conclusions, for the reason that these tests are prepared in Europe or USA and modified to some extent for use in other cultures such as Asian and African. That modification again is too questionable to be authenticated.

I am of the view that the candidates should be subjected to group discussions, debates, and workshops in real life situations and closely monitored by a trained clinical psychologist who should record responses and reactions of the candidates in the various situations. These may give you better assessment than some of the tests.

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