The potential benefits of using psychometrics can be listed as the following:

• Maximizing organizational performance by improved accurate selection,

• Improving employee retention by better balance between individuals and jobs,

• Better financial and cost effect by avoiding poor recruitment decisions,

• Optimizing people’s capacity by focused activities,

• Better career management by matching individual aspects and organizational opportunities.

Workforce skills inventory is a study that reflects the individual traits of existing employees such as talents, skills, education, and experiences. To conduct an effective human resource planning and to meet the needs of the employees within the framework of this plan requires possessing sufficient knowledge about the quantity, skills, and potentials of the existing human resources. Thus, workforce skills analysis; or in other words, workforce inventory; is a resource that reflects the human resources employed in the organization from various perspectives based on their qualifications. Developing such an inventory provides information about the wage level and quantity of employees in any position in the organization, and their age, gender, seniority, skills, education levels, and potential Furthermore, it attempts to identify the potential abilities and skills of the employees.

The individuals who work for an organization could leave the organization after working for a while due to layoffs, quitting, retirement, or death, and tendency to get away from unrest is called personnel turnover. Briefly, the personnel turnover rate, which is one of the methods of analysis in human resources planning, refers to the ratio of the personnel employed in the organization to the personnel who quit their jobs in that period. Personnel turnover can be assessed differently based on the organization structure, the number of employees, and the size of the organization.

Online recruiting is the easiest way to reach open positions globally and to advertise a job for qualified people. Applicants can see job descriptions and person specifications and apply by filling a short online survey and submitting their interests and qualifications to the attention of recruiters. At the same time, the online advertisement of the job opens the door to the recruiters to attract potential applicants to improve their applicant pool in terms of quantity and quality. The design and content of the online advertisement of the job define factors about the image of the organization and the job itself.

The structured approach for interviewing is the best way to separate effectively excellent candidates from the others Three main objectives of a good interview can be listed as:

1. Evaluating the candidates accurately and fairly for the best individual(s) who will add most value to the job,

An Assessment center is a combination of the various selection tools and methods. Generally, it includes work samples, simulations, interviews, and psychometric tests .  In the process, candidates are expected to simulate the given situation. They are observed during the simulation and measured in terms of their decision making, planning and organization skills, behaviors, communication styles, teamwork and group behaviors, leadership and management attitudes and styles, crisis management, and stress management related to job requirements. Assessment center applications require high costs in time and money when compared to other selection methods. But if the job to be filled has a critical role as in safety and security, value added selection activities and decisions are conducted for qualified employees, although it has a high cost.