Using personality tests during the recruitment process has become an increasingly popular tool for employers. This author takes a detailed look into just how useful these are, and what employers can do to assess the moral character of candidates.
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Reviewed by
Gerwyn Davies: Senior Labour Market Adviser
Gerwyn is the CIPD’s Public Policy Adviser for a wide range of labour market issues. With lead responsibility for welfare reform, migration and zero-hour contracts at the CIPD, Gerwyn has led and shaped the policy debate and achieved substantial national media coverage through various publications. These include Zero-hours contracts: myth and reality (2013) and The growth of EU labour: assessing the impact on the UK labour market (2014).
In addition Gerwyn authors the CIPD's high profile and influential quarterly Labour Market Outlook. Gerwyn is an experienced labour market commentator, making regular appearances in the national media and on other public platforms, including several appearances before the House of Commons Work and Pensions select committee.
Looks at the main stages of the recruitment and resourcing process, from defining the role to making the appointment
Reviews candidate assessment methods as part of the recruitment process, focusing on interviews, psychometric tests and assessment centres.
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