Occupation psychological test methodsHow to apply psychological recruitment strategies effect/manage in the recruitment process?HR ( human resource) managers understand accept that poor recruitment decisions continue to affect organizational performance and limit goal achievement. In this case, many jurisdictions to identify and implement new effective hiring strategies will be serious issue to any HR departments to concern.Acquiring and retaining high-quality talent is critical to any organization's success. So, recruiters need to be more elective in their choice. Since poor recruiting decisions can produce long term negative effects, among their high training and development costs to minimise the incidence of poor performance and high turnover to impact staff morale, the production of high quality goods and services. Thus, HR managers must seek all possible methods for improve their output and provide the satisfaction to their clients require and deserve. The provision of high quality goods and services begins with the recruitment process.( Schuler, Randalls, 1989) explained recruitment is as " the set of activities and processes used to legally obtain a sufficient number of qualified applicants at the right place and time. So that the applicants and the organization can select each other in their own best short and long term interests. Thus, it seems that successful recuritment begins with proper employment planning and forecasting. So any one organization needs analyze what kinds of positions of future needs talent available within and outside of the organization and the current and anticipated resources that can be expected to attract and retain such talent. Thus, HR manager needs have one successful strategy to be prepared to employ in order to identify and select the best candidates for its developing pool of human resources.In common, one successful recuruitment strategy involves these several processes of: Step one: Development of a policy on recruitment and giving life to the policy.

Spécifications