Companies are vying for the best candidates in a talent pool full of them; their team must be able to find a potential employee that does not only have the skills and experience, but is also a culture fit. James Cook University Singapore says a manager or a recruiter that has an undergraduate and/or graduate degree in psychology will be able to help you find the best prospects for your organization.
Psychology has a diverse role in human resource management, here are some of the ways that applying its principles and using its methods will help you improve your company’s talent.
Psychological and Cognitive Testing
Psychology has enabled companies to use different tests to determine the fit and the ability of a candidate. These tests identify cognitive ability and potential behavior based on the answers given. This allows you to find out if a potential employee not only has the skills, but also the temperament and values that will enable him or her to thrive in your organization. Some tests include abstract reasoning, basic mathematics, and other pertinent questions.
This form of testing allows you to filter candidates who do not meet your basic requirements for hiring. This lets you proceed with only the most capable and suited potential employees for your company. Tests simplify the process and reduce the time it takes to hire an employee.
The Interview and Analysing Behaviour
The interview is one of the most important aspects of the screening process. A candidate may know what to answer in a written test, but once he or she is face-to-face with a potential employer or human resource manager, they may not meet standards. Interviews can reveal the behavior and character of a prospect. Their body language, the way they speak and the impromptu answers they give you insights on how they may act in your office.
Psychology plays an important role in the screening process because it allows you to determine the values and skills of a potential candidate, and know if he or she is fit for your organization.