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The industrial-organizational (I-O) psychologists tend to use special methods when recruiting and selecting staff to ensure the right person will do the job. One of the major methods is the interview; it is typically implemented in mid or large-size companies. The information received from the interview is dynamic, which means a psychologist can trace a candidates reaction to certain questions, their body language, and other social factors (Cascio & Aquinis, 2019). Training is another evidence-based recruitment method since it enables the organization to observe ones behavior in specific settings (Cascio & Aquinis, 2019). During this stage, the potential employee gets acquainted with the firms norms, policies, and working environment. It enables one to emerge into the companys affairs and supervise ones conduct.
Tests are widely used to measure different indicators crucial for having a job. For instance, ability tests can evaluate ones motor skills which are vital for numerous professions. The personality tests assess the interpersonal qualities and the level of social interaction. The next evidence-based practice is providing work samples to potential employees (Cascio & Aquinis, 2019). This type of activity provides the candidate with real working experience, which helps the employer trace how efficiently they cope with the tasks.
I had several job interviews, and I noticed that the human resource managers pay attention to how a person speaks: assuredly or doubtfully. I was also asked several questions to test my creativity and wit. Based on the learned evidence-based methods, it is understandable that in order to get a position, one has to be confident and own a set of necessary skills. Overall, the discussed methods are indispensable to use when recruiting a new worker.
Reference
Cascio, W. F. & Aquinis, H. (2019). Applied psychology in talent management (8th ed.). Sage.
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