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	<title>Business Psychology &#187; Recruitment</title>
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	<description>Organizational Development, Industrial and Organizational Psychology, Organisational Change, Applied Research</description>
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		<title>Psychological testing and recruitment</title>
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		<pubDate>Sun, 17 Aug 2008 07:43:00 +0000</pubDate>
		<dc:creator>Omar Bitar</dc:creator>
				<category><![CDATA[Organizational psychology]]></category>
		<category><![CDATA[Recruitment]]></category>
		<category><![CDATA[cost effectiveness]]></category>
		<category><![CDATA[GMA]]></category>
		<category><![CDATA[intelligence]]></category>
		<category><![CDATA[mental ability]]></category>
		<category><![CDATA[personality tests]]></category>
		<category><![CDATA[psychological testing]]></category>

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		<description><![CDATA[I was once asked whether psychological testing (cognitive/aptitude/intelligence/personality tests) is of any use for recruitment purposes. Seeing the popularity of these measures, the easy answer is yes, psychological testing or evaluation has its merits. But it depends on the purpose behind its use. In general I would say The more candidates the more cost effective [...]]]></description>
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