* Murrary mentions the individual personality characteristics are as important as mental ability during recruitment. Stern defined IQ as a ratio of an estimated mental age and actual chronological age.
* Compared to Emotional Intelligence IQ has become more and more irrelevant in the process of recruitment, Murray goes onto say that Neuroscience and Psychology have established a relationship between emotion and reasoning. And that sufficient knowledge will not ensure effective decision making when accompanied by emotional signals.
* We looked into the strengths and weaknesses if IQ to understand the importance of the integration of IQ within recruitment. (LOOK AT STRENGTHS AND WEAKNESSES IN PRESENTATION)
Additional notes on weaknesses:
* Unlike EI you can't change and adapt your intelligence scores-what you see is what you get.
* Individuals need to understand people's relations and behaviours within the workplace to create a happy environment which could help increase motivation levels leading to overall organisational success
* Possible inaccuracy of analysis-A high IQ may not mean the employee will carry through with the same efficiency. The employee needs to get their "hands on" as such for employers to really understand and evaluate employee's performance and to see whether they will be an efficient worker.
* Although EI plays a significant role in thought processes and decision making, and it is also vital for an individuals success, other attributes need to be considered by organisations during the recruitment process, in particular IQ.