Birkbeck HRM: Enhancing Recruitment with Psychometric Testing Analysis

This report explores the effectiveness of psychometric testing in the recruitment process, focusing on its implementation at Bespoke University (Birkbeck). It investigates the impact of psychometric tests on employee selection, analyzes job applicants' experiences with these tests, and examines how hiring managers utilize them. The research delves into various types of psychometric tests, including verbal reasoning, personality tests, logical reasoning, and situational judgment tests. It also addresses the importance of unbiased assessment and continuous improvement in psychometric testing to ensure the selection of capable candidates and enhance overall organizational growth. The study uses questionnaires to collect data, ensuring ethical considerations and focusing on reliability and validity in the research methodology. Ultimately, the report aims to provide recommendations for improving the use of psychometric testing at Birkbeck to optimize the recruitment process.

Masters Level For Human
Resource Management At
Birkbeck.

TABLE OF CONTENTS
CHAPTER 1 : INTRODUCTION...................................................................................................3
Background..................................................................................................................................3
Aim..............................................................................................................................................3
Objective......................................................................................................................................4
Research question........................................................................................................................4
Rationale......................................................................................................................................4
CHAPTER 2: LITERATURE REVIEW.........................................................................................4
Theme 1: Impact of psychometric testing on the employee selection.........................................4
Theme 2: Employee experience of psychometric test.................................................................5
Theme 3: Usage of psychometric test by hiring managers..........................................................6
Theme 4: Improvement in psychometric test..............................................................................7
CHAPTER 3 : RESEARCH METHODOLOGY............................................................................8
Research types.............................................................................................................................8
Research approaches....................................................................................................................8
Research philosophies.................................................................................................................9
Data collection.............................................................................................................................9
Data analysis................................................................................................................................9
Samples......................................................................................................................................10
Ethics consideration...................................................................................................................10
Reliability and validity..............................................................................................................11
CHAPTER 4: DATA INTERPRETATION..................................................................................11
CHAPTER 5 : CONCLUSION AND RECOMMENDATION....................................................14
REFERENCES................................................................................................................................1
Appendix..........................................................................................................................................3

CHAPTER 1: INTRODUCTION
Human resources management is the strategic approaches to having efficient and
effective management people in company such as for gaining some high competitive advantage.
One of the main function that HR needs to perform is recruitment. Success of universities depend
on skilled employees so; they need to be recruited in an effective manner. Psychometric test is
one of the best and effective tool that helps HR in improving recruitment process (Filipetti and
Lee, 2021). This test helps HR in knowing mental capability of candidates. By evaluating
candidates’ performance, they can be recruited in a fair and effective manner. It measures both
mental agility and cognitive ability that is important to consider in recruitment process. verbal
reasoning and personality test are best type of psychometric test that can be used by universities
for improving recruitment process.
Background
This study is going to discuss effectiveness of psychometric test in recruitment process. It will
also show implementation of psychometric test at Bespoke university in order to help HR in
selecting skilled employees (Tross, 2021). It will also discuss ways of making use of
psychometric test by HR by which they can measure overall performance and capabilities of
candidates. Research methodology also plays a vital role in conducting research study as it helps
scholars in accomplishing goals by collecting data via appropriate sources. Questionnaire is one
of the best way of collecting data and this study has accomplished the main aim of research by
asking questions regarding psychometric test. Verbal reasoning, personal test, logical reasoning
and situational judgement tests are some types of psychometric test this this study is going to
discuss.
Aim
"To discuss impact bespoke psychometric testing on recruitment process”.
Objective
 To understand the impact of using a bespoke psychometric testing on the selection of
employees at Birkbeck.
 To analyse job applicants experience psychometric testing, and how can their recruitment
experience be improved.
 To develop hiring managers want to use the current bespoke psychometric testing.
 To recommend the use of psychometric testing at Birkbeck be improved.

Research question
 What is the impact of using a bespoke psychometric testing on the selection of employees
at Birkbeck?
 How do job applicants experience psychometric testing, and how can their recruitment
experience be improved?
 Why do hiring managers want to use the current bespoke psychometric testing?
 How can the use of psychometric testing at Birkbeck be improved?
Rationale
While this topic have been selected for having the proper knowledge about how the HRM
play their role in universities and make sure for hiring some high testing on their selection.
Along with this knowing about psychometric testing for those employee that have been recruited
and that could make their experience about for improving some high estimation and make sure
for having more solution (Beardsmore, 2021). This will also come to know about how this could
make their work for knowing about which process must be include for the better performance in
organization and how usually this could led them for working. While this could also help for
gaining more high knowledge and ensure more psychometric testing at Birkbeck which keep the
high estimation about various employee hiring.
CHAPTER 2: LITERATURE REVIEW
Theme 1: Impact of psychometric testing on the employee selection
Psychometric testing will bring about all the assessment criteria that is in regard to testing
scientific methods based on the objectives are personality traits. The capability of employees are
being detected through this particular testing. According to Irwing and et.al (2018), there is a
particular impact that is being captured by the psychometric testing on the employees. The face-
to-face interview that is being conducted by the organisation in order to understand the policies
of employees can be before graphite. Certain companies will emphasize upon the employee and
they will understand the strengths and weaknesses that are in regard to the candidate. The
employees feel better understand all the feasible measures that they will have to deal with in the
organisation through the policies of interview. This psychometric testing will bring about the
attributes as well as the attitudes of the candidate that are necessary for the hiring process. In
order to screen the best out of the lot more candidates for the applicants that are being arrived for
the interview this particular testing will act as one of the probable measures.

While this could for understanding more about how people work for their behaviour in
organization related to work. Along with this also manage their work and keeping some high
estimation as per given their focus towards on behaviour and personality which could be able for
providing the data while by indicating a candidate with their performing some high
communication styles. Identifying leadership potential in job applicants through which this could
help for keeping some better succession planning in future leaders aspects. They can easily
maximise engagement and ambitious level among employee or workforce.
Theme 2: Employee experience of psychometric test
The employee is associated with undergoing the psychometric test during the recruitment
process will bring about a complete understanding of morals and culture of the organisation. The
applicant can get to understand the process and the behaviour of the organisation as well as its
work culture. According to Chang and et.al (2020), the decision factors that are in regard to the
applicant who is in charge of going through the interview will be more accurate after undergoing
the psychometric test where they will be put into the crucial stages of identifying their behaviour
as well as other personality. The personality traits will also be known to an individual who has
experienced this psychometric analysis and they can understand their potential up to which they
can even go through in the field they are opting for. This test will often predict the employee
behaviour even before their arrival into the organisation and therefore the employees in written
will understand the detrimental factors that they acquire.
As employee can take many more experience with psychometric test through whhc they
can manage their work and also led them for knowing about how this could work for them. In
having such kind of things this must be essential for taking the risk and try to ensure about what
things that could make their business to be more succession. Moreover, having their factor for
interview and including about which could keep them for traits and try to make sure about how
this would work for them. Therefore, this could be crucial stages at which the employee can
understand more about their system and managing their effective things in organization.
Theme 3: Usage of psychometric test by hiring managers
Hiring is regarded to be one of the crucial factor in the organisation that is to be dealt in a
manner where there is a certain potential that is being required by the managers that are dealing
with. An organisation is composed of various set of entities as well as a strategic orientation in
which hiring process is one of the factor. It is one of the crucial component where the

requirement of the company is gratified and therefore the psychometric test in this regard will
bring in the skilled workforce that are necessary for the organisation. Their hiring managers will
have to understand certain evaluations that are in regard to a person and that can only be
understood with a perfect analysis which can be gratified. According to Yam and et.al (2019),
the requirement of the organisation in terms of work policies as well as the kind of
implementation that will have to be made in the organisation will acquire the decision-making
criteria which is one of the important factors to be incorporated. The employees that are being
recruited into the organisation will have to contain entities of leadership as well as the dedication
towards work which will uplift the organisation to an entirely new level. For this the different
stages of psychometric test will bring in the personality aspects of the candidate that has applied
for the recruitment process and the hiring managers in this aspect will evaluate all the policies
that are in regard to them. Once the person matches the team's requirement as well as the
organisational entity then he or she will probably be taken into the organisation for further
analysis.
According to Hamza and et.al., (2021), psychometric test is basically known as type of
recruitment for measuring a candidate and mental capabilities. As employee could keep them for
working as per having different terms of determine candidate job suitability including them with
logical reasoning, verbal reasoning and numerical reasoning. This could also keep the differ from
the traditional testing and make sure for having their more achievements, work experience during
the application process and use of them for knowing about how this could work. Here, candidate
who can keep position job on paper are not always successful when then workplace recognised
than many other factors.
Theme 4: Improvement in psychometric test
When it comes to the hiring process there will be certain formulations that will be applied
upon testing the employees. In terms of psychometric testing there are certain analysis that will
have to be administered upon interviews as well as conducting background checks. According to
Cripps, (2017), an improvement will have to be derived in terms of attaining a good performance
in the psychometric tests. few of the organisations will go with the psychometric testing on a
biased assessment. The judgement as well as the kind of formulations that will have to be
derived through interviews are all biased and therefore this will have to be improved in terms of
attaining good results. An unbiased assessment will bring about the capable candidates that are

necessary for the organisation. This will in return increase the growth prospects of the
organisation with their fresh ideas and ideologies. In order to improve the psychometric analysis
the additional information that is in regard to predict the candidates capability will have to be
performed. The level of interaction will have to be improved in order to derive the potential up to
which the hiring managers can understand the colleagues interpretation towards work. The
reason for judgement will have to be predicted on a stipulated analysis and that will have to bring
about all the work processes that are in regard of the person. The data that is being contained by
the sector metric assessment will have to bring in the potential up to which the employee can go
above and beyond in attaining the standards of the organisation. A method as well as the
independent analysis will have to be portrayed upon accounting for the company's work and that
will have to be derived by this particular test. A precision will have to be maintained in analysing
the pros and cons of understanding a person and that is the data which is to be collected. Various
applicants will be undergoing the psychometric test where it can be tested upon relevant
information that is to be gathered only when the psychometric test is efficiency. That for the test
will have to be improved in terms of efficiency in order to understand the skill set of an
individual that is being tested.
According to Fan and et.al (2018), employee engagement will have to be desired and the
major steps that will have to be improved in psychometric testing is the engagement. Employee
engagement is necessary in order to move ahead with the work commitments as well as the
loyalty that will have to be given. In order to move ahead with the long-term plan or to derive the
motivation with respect to work pressure the employees will have to have a complete interaction
with the management and that will have to be understood in the psychometric test. Since the
process of hiring itself is a tedious task to accomplish the second metric text analysis will bring
about a complete understanding of the candidate that has been arrived for the test. In order to
move ahead with the kind of standards organisation usually require the recruitment will have to
be accurate and efficient. In terms of these two factors the psychometric testing will have to be
improved upon.

CHAPTER 3 : RESEARCH METHODOLOGY
Research types
This refers to the framework in which the research methods and various techniques that
can be used that are being related to given topic. This also help for utilizing the high sources
which have been given for the suitable research and having some successfully research concepts
in future. Here, research design have two types such as qualitative and quantitative methods. In
which the qualitative research focus on collecting information or gathering with non-numerical
data form (Rajasinghe, 2020). Whereas, quantitative research is the one in which researcher
collects data in numerical or numbers form. While in this qualitative research methods that have
been used which could make the research for completing and achieving the proper collection of
data been given.
Research approaches
It alludes to a methodologies and plan that is utilized to begin for making suppositions for
deciding different strategies for gathering and preparing information. It considered two
methodologies that are inductive methodology and deductive methodology. Inductive
methodology alludes to a mind boggling approach that is utilized to created hypothesis and start
with perception to handle result with having the specific perception, while deductive
methodology alludes to that which is utilized to test the current hypothesis. To lead this
examination, analyst chooses inductive methodology in light of the fact that to gives results in
subjective premise that creates inside and out information on indicated idea by taking backings
of hypotheses (Gregório and et.al., 2021). In this research inductive approaches have been used
for having the proper methodology. This justification behind choosing this methodology that it
not just valuable for subjective exploration is likewise utilized in addressing better avocation.
This could also involve the high estimation about how the research that could include some
better resources in making the different approaches.
Research philosophies
This part of exploration approach mirrors the methods of gathering, assessing and
breaking down information and data with the goal that specific examination is finished on
schedule. This examination theory is essentially of two sorts that is interpretivism and positivism
research reasoning. In this positivism research reasoning aides in breaking down the information
by remembering everything as item that aides for addressing speculation by eliminating

individual understanding. Then again interpretivism theory addresses the exhibition of specific
review that reflects urgent job of specialist. This way of thinking thought about a fundamental
job at the hour of deciphering issues and ideas. In this scientist includes each factor of
exploration that aides in drawing understanding. To lead this examination, scholar have also
chooses the interpretivism research theory since it ponders legitimate judgment based subjective
exploration. In this analyst successfully manages human asset of organization so better
investigation of examination is finished.
Data collection
It includes gathering information to direct specific examination so whole cycle is finished
in compelling way (Avci, 2021). There are two kinds of information assortment strategy that is
essential wellspring of information assortment and optional wellspring of information
assortment. As far as essential information assortment strategy data is being gathered and
accumulated for first time by specialist. Then again, auxiliary technique is that wherein
information is being gathered from currently distributed sources, articles and so on both these
strategies are viable for gathering the information and helps in introducing solid end toward the
finish of this exploration. To direct this specific exploration, specialist utilized both strategy for
information assortment so genuine outcomes are accomplished on time that aides in satisfying
examination point appropriately. While this could also keep the estimation about how the scholar
will make the survey and this could be important for knowing about the research managed.
Data analysis
It implies investigating, observing and assembling information determined to get valuable
and fundamental data finish the examination on schedule and in effective way. Information
examination is profoundly crucial for reach the inference with the goal that viable choice is to be
created (Chaudhary, 2020). It remembers few variables to direct the exploration for smooth way.
These are information assortment parade, correspondence, examining. There are the most part
two kinds of information assortment that are topical insight, test procedure and factual bundle for
sociology. To direct this examination, specialist takes on the utilization of topical insight test
strategy since it gives the data according to the topic that are drawn based on satisfying
exploration targets so legitimate and bona fide research end is to be drawn toward the finish of
specific exposition. This could also keep about the thematic analysis and make sure about how
usually this could act for the scholar in making research.

Sampling
Sampling that could to that angle wherein analyst chooses the gathering of respondent
from the huge number of populace. There are two sorts of exploration strategy like random and
non-random sampling. As far as random sampling inspecting technique scientist chose
respondents on arbitrary premise that doesn't makes biasness in respondents and helps in
finishing research in legitimate way. While non-random research examining technique, scientist
pick respondents as per their own comfort that makes biasness in the director and representatives
of an association (Haydam and Steenkamp, 2020). To lead this examination, scholar have
chooses random testing strategy with a utilization of meeting procedures so that biasness is taken
out. The results that have been taken from the 30 employee in organization for having the human
resource management at Birkbeck. This could also keep the best results through which the proper
surveys that have been taken place and make sure about how the employee and scholar
experience that have been gained.
Ethics consideration
It is extremely fundamental for centre around moral factor and because of this researcher
guarantees that agree structures are to be filled by respondents that are chosen for specific reason
for study. It depicts that respondents normally take an interest according to their shared assent
and they are not constrained by scholar to take partake in overview. In this rundown of reference
is appended that addresses the work is valuable and unique and can't be replicated from
elsewhere in setting of gathering data from essential source. In this all moral guideline are
viewed as that mirrors this specific exploration is substantial. In this all members are chosen on
need premise. To show positive morals scholar can't share member's data to other that reflects
secrecy in leading specific examination. At the hour of taken meetings face the issue of absence
of assets and time because of which specialist requires some investment to take meetings of
human asset and representatives of association. This specific issue is tackled by utilizing moral
standards utilizing insightful articles that are meticulously chosen.
Reliability and validity
To lead specific exploration, examiner profoundly guarantees about unwavering quality
and legitimacy of study. As far as legitimacy factor scientist utilized a few articles, books and
sources that are distributed after 2016 so genuineness is to be kept up with issue of gathering old
data is to be stayed away from (Iovino and Tsitsianis, 2020). It is pivotal on the grounds that old

information makes misconception identified with research because of which legitimacy of
specific examination is to be influenced. In this no solid information is to be embraced that have
no connection to contemplate. Consequently, the information that are utilized under this
exploration is taken from copyright sources while leading auxiliary examination. While this
could also led them for knowing about the data that have been collected probably and keeping
the high resources for making the available of data.
CHAPTER 4: DATA INTERPRETATION
Interpretation 1: Before starting survey about psychometric test, all 8 respondents were asked if
they are participating voluntarily in survey or not. Out of 8 respondents, all of them said that they
want to take participant in the survey voluntarily because they will learn about psychometric
testing and recruitment process in HR. They were given with written consent with all rules in
which they agreed that no one is binding them for taking participate in the process of survey. The
main reason of asking this question from all respondents was to make this study ethical and
making it successful. An ethical research study is one where all participants were taken as per
their desire by providing equal and fair chances of sharing their views.
Interpretation 2: After taking their consent, all respondent were asked about their feeling as
what they feel about this psychometric testing as if they find it challenging or easier. In this
regard, 1 respondent said that he does not know much about his own feeling regarding this
testing as he just wants to meet all requirements of this testing. He is just performing role for
which he was asked. 3 respondents said that it was interesting and very well testing method and
it will increase their experience. 1 respondent said that it is quite challenging to deal with this
testing but is fair way of recruiting people. 1 other respondent said that according to her/him it
was challenging and stressful. Other respondent also said that it is quite difficult for them to
understand this but surely it will help them out later if there is proper communication because 1
respondent believe that questions regarding this were not well-written.
Interpretation 3: After taking test with psychometric testing tool, respondent were asked about
their feelings and effectiveness of this testing method. Out of 8 respondents, 6 or majority of
respondents stated that time management was the main problem that they faced. 6 respondents
said that initially they were asked that this test will take approximate 2 hours but it took more

than this. They find difficulties in completing all questions as per the time. They also said that
they wrote their feelings and thoughts about what they were planning on doing. At the same
time, they were tried to consider other things at the same time. 1 respondent said that he was
finding problems in understanding questions as questions were not clear. 1 respondent said that
he did not face any problem and his overall experience was good.
Interpretation 4: Respondents were asked about skills and support that given by recruiter to
them before starting this test. In this regard, 5 respondents said that recruiter was very supportive
to them and recruiter encouraged all of them to take an effective participant in this process and
giving test with effectiveness. Other respondents also said that their recruiter was much
supported and they appreciate their support and it was the reason as they all attempt test. 1
respondent said that due to lack of time and complexity of questions, he had fear of completing
given test on time and he finds himself unable to ask for clarification about questions doubts. But
with the support of recruiter he became able to complete test. Overall, it can be said that majority
of respondents believe that recruiter was very supportive and it plays a vital role in increasing
engagement.
Interpretation 5: after knowing about recruiter, all participants were asked as they were clearly
discussed with job description requirements that were presented in the test. In this context, 6
respondents out of 8 stated that job description requirements were well-defined and consistent.
They understood this consistent and fair requirement that was presented in their test. 1
respondent said that he was thinking that this test is going to check his excel skills but it was
more than that as there were some other IQ related questions and job requirements for which he
was not well-aware. 1 other respondent said that he knew already that he is going to do database
management but after starting test he has not delved into his analytical side. It create some
problems and he believes that if he knew all job description requirements before starting the test
then he could have given this test in a better manner.
Interpretation 6: When respondents were asked about purpose and effectiveness of
psychometric testing then out of 8 respondents, 1 respondent stated that he/she understood the
purpose to some extent only. He does not have practical experience with this test and he wants to
know more about this testing as what this testing evaluate or measure. 6 other respondent stated
that they have knowledge about psychometric testing and know the actual reason or purpose of