Recruitment requires that categories must be made in order to reduce the number of applicants. Without categorization, recruitment processes would be entirely overwhelming. In order to do so, minimal requirements must be put in place to reduce the amount of applicants. To further the process of accepting the best and brightest, those who hit the minimum requirements will then proceed to the testing process in order to insure that only those of great intellect are accepted into the program. While we know intelligence is not only tested in IQ tests, we also conduct tests that promote creativity through problem solving. The selection process requires many different aspects in order to keep it running accurately and fairly.
The recruiting office for the cognitive psychology department faces many hurdles in selecting the best and brightest applicants for the program. It is my duty to insure that individuals that truly deserve the position have access to it. Due to such a large demand and limited space available, the admission process must work as efficiently as possible while also working in a timely manner. General constraints are put in place in order to limit the influx of applicants such as: GPA, course grade requirements, and degree of study. These requirements limit the applicants down to a select group who must then be categorized into groups of those who are deemed relevant into the admission process. While there are many factors that lead to acceptance, those who apply should express a wide array of knowledge for psychology, and express an ability to think on their feet. Being a psychology department, we are very interested in making the process as efficient and reliable as possible. Not only do we rely on previo...
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...e are capable of solving problems by new methods. The general requirements for applicants allow for system 1 processing but due to its inefficiency, we allow for individuals that do not meet requirements to apply with reference letters. The intelligence test given to the narrowed pool of applicants allow for a longer more thorough processing like in system 2 and allows us to choose the most viable candidates for the program.
In conclusion recruiting the best and the brightest individuals is a tedious process. We use constraints to limit applicants like minimal GPA and minimum course grade requirement. We not only look for those who express intelligence but also those who express a great advantage in creative problem solving. Through cognitive processes we hope to be able to accept the best and the brightest students into our program with ease and efficiency.
Kuther, T. L., & Morgan, R. D. (2013). Careers in psychology: opportunities in a changing world. (4th ed.). Belmont, CA: Cengage Learning/Wadsworth. Belmont, CA: Cengage Learning/Wadsworth.
Kapur, Narinder and Barbara A. Wilson. “Aiming For Excellence as an Applied Psychologist.” Psychologist 23.1 (2010): 36-39. Academic Search Complete. Web. 8 Mar. 2010.
The field of psychology has continuously endeavored to find an appropriate method in evaluating intelligence. The Stanford-Binet intelligence test is one of pioneering tests created to measure facets of intelligence, and it is still being utilized today (Anastasi & Urbina, 1997). Weschler created several intelligence tests focusing on age range in relation to intelligence (Anastasi & Urbina, 1997). While these tests are staples in the psychological testing community, there are many criticisms of intelligence testing. One such criticism is the absence of race and culture as influential factors of intelligence (Carroll, 2010).
Since America’s college system began, someone has had the responsibility of deciding who gets into a college and who does not. Colleges and universities must draw the line somewhere as to who has the opportunity to become more educated and who gets a full-time job at McDonald’s. This decision-making process has always been a difficult job and has become even more difficult in recent years as competition in higher education gets tougher. College admissions departments have come up with a system which combines indicators such as standardized test scores, high school class rank, grade point average, and essays. Different schools put different amounts of emphasis on these gauges but most use some mixture of them.
Intelligence tests have been developed by scientists as a tool to categorize army recruits or analyze school children. But still discussing what intelligence is, academics have a difficult time defining what intelligence tests should measure. According to the American researcher Thorndike, intelligence is only that what intelligence tests claim it is (Comer, Gould, & Furnham, 2013). Thus, depending on what is being researched in the test and depending on the scientist’s definition of intelligence the meaning of the word intelligence may vary a lot. This essay will discuss what intelligence is in order to be able to understand the intelligence theories and aims of intelligence tests.
Today, in the United States, standardized tests are administered every year by states to their Kindergarten-12th grade public school students. Different states place different weight on their standardized testing results where some states differ their funding based on results and annual improvement, whereas other states allow schools to simply gauge where their students are scoring relative to other schools in the state. These tests, however, are only standardized within one state. One of the few tests standardized throughout the entire country is the SAT, the Scholastic Aptitude Test, administered by College Board and required by, “More than 800 of the nation’s colleges and universities,” (Comras, 1984). This test will be the standardized test focused on in this paper. While standardized testing is that, standardized, and enables the comparison of one student to another, the meaning of the score does not equate to a test of intelligence. Therefore, while standardized testing should be applied in the education system, it needs to be more indicative of the material learned in school and should hold less weight than it currently does in the college admissions process.
Intelligence has been defined in many different ways including ones capacity for logic, abstract thought, creativity, and problem solving. Standardized tests play a major role in education systems today. Although these tests do exemplify a student’s ability to read and write English, this test promotes “teaching to a test.” I have first handedly experienced this in my own life. Standardized tests undermine critical thinking and innovation and are not the best example of intelligence.
Despite the criticism presented here, many still believe that the average IQ test qualifies as enough for a student to gain admittance. Looking back on the Gifted Program’s history, passing the average IQ test with a score above 130 was the only qualification or requirement to gain admittance into the program. Many believed that this caused no harm; therefore, the IQ test remains sufficient today. Also, although there are other and more efficient ways of testing the students, the IQ test does provide useful information that should and does contribute to the decision of whether or not a student gains admittance. It shows a student’s le...
During my first semester in college, when I was enrolled in Intro to Psychology (Psych 101) I established a new love for school and learning. I began so engrossed in every aspect of it that I never wanted class to end. It was from then on that I decided to pursue my B.A. in psychology. After completing three years, I realized that there is still so much knowledge to be obtained in this field. Therefore, I want to continue my education at the Queens College School of Psychology Graduate Program.
Wegenek, Amira & Buskist, William 2010 The Insiders Guide To The Psychology Major: Everything You Need To Know About The Degree And The Profession APA
Psychometric tests are designed to measure the behaviour and capabilities of possible employees. (Johnstone, 1999). Employers use these tests to measure two categories of qualities – abilities and preferences (Mills et al., 2011). This provides an effective and efficient way to find the best person for the job as the tests give a true reflection of how an employee can accomplish assigned tasks which is completed online as part of the application process. Candidates are chosen for the next stage of the process through the comparison of test scores, resulting in grouping candidates into high and low percentile scoring categories. The higher scoring applicants are put through to the next stage of the process. This would normally be the interviewing stage. The lower scoring applicants would be declined. This is a form of filtering down the number of applicants, although the interviewing stage provides the means of selection, despite its subjectivity the tests provide a uniform set of standards to measure one candidate objectivity against another (Johnstone,1999). Psychometric
Google's use of algorithms in recruitment First, you survey current employees on a variety of characteristics and traits, including teamwork, biographical information, past experiences and accomplishments (i.e., have they started a company, written a book, won a championship, set a record).
When an applicant meets the five basic requirements the selection process begins. This selection process is lengthy and extensive and it is extremely competitive. The candidate is put through six test and required to pass all of them before he or she can move on to training. The first phase of the selection process is usually a written exam, which will evaluate the candidate’s basic reading and comprehension skills. Background...
These incorporate the utilization of business of private occupation organizations, arrangement workplaces of schools universities and expert affiliations, selecting firms, administration counseling firms, teaching workshops for school for school educators and companions and
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)