Is it necessary to use psychological measurement in recruitment? why

It is forbidden to use psychological measurement tools in personnel appointment! This must be noted! Don't use it! It's not a question of availability, but prohibition! The reason for this is the following：

1 Psychological measurement is only an auxiliary means in psychology. It doesn't mean anything in itself! Only when the results of psychological measurement are consistent with the results obtained from interviews and observations can it have diagnostic significance. If the result of psychological measurement is not consistent with the result of interview and observation, then we must deny the result of psychological measurement, because the result of interview and observation is much more accurate than that of psychological measurement! Even the most classic psychological scale in the world is no exception! The result of a psychological measurement alone doesn't mean anything!

Many personnel departments don't understand psychology at all, so it's wrong to take psychometric scale to recruit!

Psychological measurement itself has problems. Psychological measurement can only be used for psychological consultation. And the use procedure is quite strict. The scale of psychological measurement must be standardized: it must be measured three times; The time interval of three measurements is between three and seven days; The three questions are different, but the content requirements are similar: the measurement must be carried out by experienced psychological surveyors, and psychological counselors can't do psychological measurement for visitors; Psychological measurement must be carried out in a good environment; Subjects must be calm. All the above conditions are met, and this is just a normal measurement. Even if these conditions are met, the measured results themselves have no diagnostic significance! It is a psychological measurement under the premise that all conditions are met. The subject has serious problems, and it is impossible to determine that the subject has problems! It is still necessary to agree with the results of interviews and observations to have diagnostic significance! If the conclusion of interview and observation is different from that of psychological measurement, then the conclusion of psychological measurement is definitely negative!

Psychological measurement can only be used for psychological consultation. It is forbidden to use it in other places except psychological consultation. In particular, it is absolutely not allowed to use psychological measurement in personnel appointment and recruitment! Why? There are not only psychological and psychometric regulations, but also other reasons. Let me explain it in detail. Everyone has psychological problems! That's for sure! If we use the classic scale to measure 100 ordinary people, they all have psychological problems more or less! Here you must understand: "having psychological problems does not mean that we are incapable of working!" " Having psychological problems does not mean that we are not suitable for work! Some people have psychological problems, but they can be improved through continuous learning. There are many people with psychological problems, and their own psychological problems can just promote them to do better! The most typical example is that cleanliness addicts are best suited to be cleaners! Obsessive-compulsive disorder patients are best suited to be accountants!

In a word, psychometrics is a very complicated subject. Don't treat psychometrics as a random measurement and use it at will. Of course there are exceptions. For example, during World War II, the US military used psychological measurement to measure soldiers' psychological endurance. This is reasonable, because it is to measure their psychological endurance. After getting certain results, for example, we can ask a psychological counselor to help them improve their psychological endurance. This kind of psychological measurement is to understand the psychological quality of soldiers and is feasible! However, please note that psychological measurement is used to exclude some people in recruitment! Not to help others! Different purposes! The result of psychological measurement itself has no diagnostic significance at all, so how can it be used in recruitment? Remember, psychological measurement can't be used in personnel recruitment!