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higher pay. With the increasing of work demand, the higher skill are required(Parbudyal S. 2008). The opportunity of training and the level of pay, organizaions consisitently rely on testing method in selection process to find out the more truthworthy and reliable person. When the job requires higher skills, provides more training, and demand higer pay, it made the organization choose the candidate be more complicated(Salgado, Jesus F, 1999).

Current use of personality measures in personnel selection 人才选拔目前使用的人格测量

The essence of effective selection is to making the coming soon about future job performance of applicants for a fit postions. The following are seven methods of organization use of selection candidates for a job.(Lauren E. M, 2006)

Application form generally including three parts, it is basic screening, weighted applications can be scored and signed as statement of truth. For a human resource manager, he always measure the applicant’s characteristics have some of basic screening, such as gender, age, working experiences and so on. Secondly , accroding to the number and degree of desirable job performance characteristics always refers to scoring applicants.( Juan I. S, 2009)

The HR manager always choose the candidate from the opinion of a significant other, it can be called references form.

Interviews form divied in three forms according to its implement: structured or instructured, individual or panel, and take place in rounds at different stages of a selection process. Structured behavioral interview involves asking all interviewees standardized questions about how they deal with past situations tat were similar to situations that might meet on the job. Unstuctured interview have relation with a procedure that different questions may be asked by different applicants(Miguel N, Marcos. S, 1999).

Biographical data form always use techniques for scoring application forms and biographical questionnaires for selection of applicants. Background information blanks is paper-and-pencil questionnaires, interveiews and communications with past employers to judge an individual’s behavioral reliability and personal adjustment. Empirically-keyed biodata judge the applicant through a list of questions pertaining to such things as one’s economic stability, work ethic orientation and education achievement. This form requires a validation study to be taked in order to learn the empirically derived weights for the bidata.(Brian C. & Ray.M, 2006)

Psychological testing including intellignce quality test and personality test. This form always use paper and pencil or individualized assessment measures of an individual’s general mental ability or intellignece quality, these test can be categorized as general intellignce and aptitude test, and aptitude test including mechanical aptitude, clerical aptitude and spatial aptitude. For example, assess empolyee aptitude can make a survey through a battery of employment tests designed to meet the practical requeirements of a personnel office, such as verbal comprehension, numerical ability, visual pursuit, visual speed and accuracy, space visualization, numerical reasoning, verbal reasioning, word fluency, manual speed and accuracy and symblic reasoning. According to the position, short-term memorytests