USE unreadable? TIMO PSYCHOLOGICAL TEST FOR RECRUITMENT

Have proliferated recently a number of companies offering software programs for processing various psychological tests, including obviously the calculation formulas program greatly facilitates the automation of report generation evaluated.

While the information available in a variety of tests are in widespread use, there are certain aspects that have not been taken into account when profiting through the systematization of these tests.

The creation of a psychological test considered a high investment of time in its development, also the ability of the creator in making the best decisions to maximize results.

In general, the use of psychological tests in the academic or social is seen as generally acceptable, however when used in the workplace, in business for profit of course that challenges his free use. Furthermore, when there are software companies dedicated to selling and profiting from these tests.

Undoubtedly, the profit generated by the software companies marketing the payment ignoring psychological testing rights to the authors or representatives of these tests involves an unlawful act, which clearly must be stopped and rectified.

One element that makes the situation even worse is that there are large size companies that make large investments in licensing computer programs, and generally have very strict internal policies of security that involve a number of sanctions for employees who use "unlicensed computer programs?, and often fall surprisingly in these practices using psychological tests lack the license of the authors.

These companies, in an "innocent?, Ensure the acquired software license, but do not know or prefer to ignore the licenses of psychological tests contained in the programs, perhaps because of the low price of the program. Which obviously is so because these software providers do not consider the costs associated with copyright of the evidence.

On the other hand, recruiters do not play the proper control and necessary to require that all tests used in their processes to comply with documentation sufficient to confirm that the use of evidence is legitimate, and / or authorized by the creators of the test or their representatives.

The huge losses associated with these illegal practices are well documented, and are best known in music piracy, computer programs, films and books. The illegitimate use of psychological tests for profit obviating any payment to the authors or their representatives, is a practice that is not far from the piracy of music or books, obviously creating unfair competition with businesses that do pay for rights their constituents, and otherwise discourage the development of other assessments.

In order to be able to combat such practices and prevent possible future sanctions, it is recommended that all companies ensure that their recruitment processes, consider the use of screening tests that meet the licensing of the authors or their representatives. Otherwise, the recruiters would jeopardize your company to receive legal sanctions for the illegal use product of these psychological tests.

On the other hand, should evaluate the use of a processing program of psychological tests, obviously the recruiter must ensure that the supplier has the legal background as authorized to sell such tests, thus avoiding falling into this damaging practice

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