Research and Development of Smart Hiring

There are special considerations which raise the utility of the latest version of Smart Hiring for most HR Personnel Managers, Clinical, Educational and Research Psychologists. These are:

Some of the real statistical research has been devoted to modifications of Smart Hiring on a very broad sampling of the area of personality responses in consultation with the following highly experienced and qualified Psychologists:-

Mr. Inderjit Arora, formerly Additional Director, Defence Institute of Psychological Research and Senior Member Psychologist, Defence Services Selection Boards. Advisor (Psychology), Smart Hiring

Mr. A. R Hindi, a former Senior Member Psychologist, Defence Services Selection Boards.

Mr. B. J Soni, a former Senior Member Psychologist, Defence Institute of Psychological Research and Defence Services Selection Boards.

Mr. C.P Kohli, a former Senior Member Psychologist, Defence Institute of Psychological Research and Defence Services Selection Boards.

Mr. C.M Thukral, a former Senior Member Psychologist, National Council of Educational Research and Training.

The consensual approach of Psychologists and the statistical treatment of data collected on the tool have given way to a true personality structure, revealing functionally independent items for each dimension of personality.

A fresh standardization exercise held on a sample of 454 prospective MBA students from Management Institutes spread over Northern, Eastern, Western and Southern regions of the country.

Providing of Norms in the form of Standard Scores with an easy graphic representation of presence and strength of each specified trait along with a SWOT - Strengths, Weaknesses, Opportunities and Threats - analysis report.

Providing of a 'Consistency Score' of an individual thereby showing how far the person tested was in harmony with his own self in responding to the various situations. In a way, it is a measure of one's character, sincerity, integrity and ego-strength that go to make one's inner core of personality.

The design of the new version of Smart Hiring has been in keeping with the long distance goals of HR Managers who want a kind of constancy in their assessment over the periods the employees recruited tend to stay and work for the organization. The latest version has been 'timed' to reduce the effect of factors like social desirability.

The graphic representation of 'high' and 'low' on various dimensions gets more revealing along with SWOT (Strength, Weaknesses, Opportunities and Threats) report. The latest version allows for an easy testing of employees time and again for a comparative study of employees' attitude change and helps in better performance appraisal.

The new version includes as many as 15 dimensions of personality that are of potential importance in selection , counseling as well as educational guidance and clinical evaluation. .