Personnel Management

As it was once said, “The benefits of taking competencies approach is that people can identify and isolate the key characteristics which would be used as the basis for selection, and that those characteristics will be described in terms which both can understand and agree.”
Over the past centuries, organizations have sought different ways and attempts at hiring the right candidate. Assessment and selection activities are the most important step in building and maintaining any kind of specialized organization or unit. Hiring the right candidate is at large a difficult task when the selection criteria only revolves around an aptitude test. Such tests may be perceived to offer several advantages over traditional selection methods. These include the assumptions that aptitude tests are objective, fair, and provide a powerful way to identify candidates with the greatest potential to succeed.
On the other hand, it has been seen that tests of personality, interests, motivation and others, are systematic and standardized methods for assessing the psychological and behavioral characteristics of people have had a better effect in recruiting the right candidate.
Therefore psychological assessment can reasonably be considered to be among the oldest and most researched domains of psychological practice.
Psychological testing is used to determine, in particular, the ability of potential employees to work under stressful conditions and to assess the potential of a prospective employee to handle the job effectively under those conditions. Psychological testing can be particularly useful for jobs with a high stress factor such as law enforcement, the medical field or firefighting because these tests can help determine a potential employee's abilities to work under stress. Such screening can help a company hire more suitable employees and save on the cost of high employee turnover.
Psychological tests may be used as part of a development center, just as they might be used