An Assessment of a Psychometric Based Self Filtering Recruitment Agent in Zimbabwe

Abstract

Nowadays the internet has the largest change in many aspects of human life and interaction. It has shown a dramatic change in business organizations ranging from the daily operations of the business, advertising as well as human resource management. The internet has recently acted as a conduit between employers and job seekers. Technology has enabled corporate websites, recruitment agencies and job seekers to become more sophisticated, interactive and to connect globally 24 hours a day, 7 days a week. Many graduate students now use the internet to source recruitment and employers also portray it as a pool to enrol the best candidates for their proposed vacancies. When an employer uses a recruitment site he or she is able to provide job seekers with detailed information on the qualifications they will be looking for in a candidate. One can even create a customized response form to help further qualify your applicants. A company can even put its recruitment brochure online, highlighting the benefits that it offer as well as what makes it stand out from the rest. The main challenge of Human resource managers along with line managers comes on the selection of the best prospective candidate for a particular job vacancy. The undertaken research is mainly focused on recruiting the best candidate for a particular job advertisement on corporate websites incorporating the idea of psychometric testing to enable filtering of candidates from the pool of those who might be interested in a vacant position in question. The reason for this is supported by an increase in the number of qualified graduates as well as other certified job seekers widespread all over the world. Although most of them will be qualified, most employers fear enrolling people who despite having the requirements, they might fail to perform the required job. Keywords— Internet, Psychometric test, Recruitment, Filtering