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With today's increasingly competitive global market, organisations are placing more and more emphasis upon their 'human resources' or 'intellectual capital' as a source of competitive advantage.
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With today's increasingly competitive global market, organisations are placing more and more emphasis upon their 'human resources' or 'intellectual capital' as a source of competitive advantage. Therefore it is imperative for firms to have the most reliable and valid selection techniques to hire the right people for the right jobs. The model of selection that has emerged as the dominant paradigm in the latter part of the 20th Century is the psychometric process and this paradigm has remained dominant ever since. The following essay aims to critically evaluate this recruitment paradigm using some of the assumptions made within three other models proposed by Iles (1999): the strategic management model, social process model and critical discourse model. To begin with however, a description of the psychometric paradigm is required. This 'traditional' approach has its underlying roots in differential psychology and classical test theory, as its central assumption is that psychological differences between...
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