Looks at the main stages of the resourcing and recruitment process, from defining the role to making the appointment
In a Nutshell: Issue 109
This article summarises the evidence that personality tests help people learn and improve their performance. It found little evidence to support their wide-scale use as development tools (as opposed to recruitment tools), suggesting that people professionals should use them with caution.
Log in to view more
Log in to view more of this content. If you don't have a web account why not register to gain access to more of the CIPD's resources. Please note that some of our resources are for members only.
Jonny Gifford, Senior Adviser for Organisational Behaviour
Jonny has been conducting applied research into employment and people management for a number of years, with previous roles at the Institute for Employment Studies and Roffey Park Institute. Current interests include job quality and behavioural science insights into performance management and other areas of HR. Jonny runs the CIPD Applied Research Conference and actively promotes evidence-based practice, including through systematic reviewing and running randomised trials.
You may also be interested in ...
Guidance on good-practice resourcing and talent planning
Reviews candidate assessment methods as part of the recruitment process, focusing on interviews, psychometric tests and assessment centres.