What are the interview assessment tools?

The interview assessment tools include: 1. Personal resume; 2. Paper-and-pencil test; 3. Scenario simulation; 4. Projective assessment; 5. Background investigation; 6. Document basket test; 7. Leaderless group discussion; 8. Structured interviews; 9. Assessment center technology ; 10. Management game; 11. Role playing; 12. Psychological testing method

What are the interview assessment tools?

Recruitment tools: 12 commonly used talent assessment tools

1. Personal resume

1. Description: Personal resume data analysis is based on what is recorded in the resume Facts, understand a person's growth process and work performance, so as to have a certain understanding of his personality background. Using personal resume data can not only be used to initially review personal resumes and quickly eliminate obviously unqualified personnel, but also can be used to determine the weight of each content in the resume in advance based on the relevance to the job requirements and add up the applicant's scores. The total score is used as a reference for "talent selection".

2. Applicable personnel: all personnel

The advantage of this method for talent evaluation is that it is more objective and low-cost, but there are also some problems with artificial decoration.

2. Paper-and-pencil exam

1. Description: It is the oldest and most basic talent evaluation method. It is still one of the important methods often used by enterprises to select talents. one.

2. Applicable personnel: full-time personnel, managers, clerical personnel in South Africa, personnel with reasoning ability and comprehensive analysis ability.

Paper-and-pencil tests are highly effective and low-cost in measuring knowledge and thinking and analysis abilities. They can be administered on a large scale, and their performance evaluation is relatively objective. They are often used as part of the personnel selection and recruitment process. Initial screening tool.

3. Scenario simulation

1. Description: Scenario simulation (work simulation) is to set up a realistic management system-style work scenario and allow the subjects to participate in it. According to the tester’s suggestions A requirement to complete a task or a series of tasks. In this process, the tester scores the subject based on his or her performance or the report submitted through simulation, in order to predict the subject's actual work ability and level in the position to be hired.

2. Applicable personnel: Scenario simulation test is mainly suitable for managers and certain professionals. Scenario simulation tests can obtain more comprehensive information about the subjects and have better prediction effects on future work performance. However, their disadvantages are that it is difficult and time-consuming to observe and evaluate the subjects.

4. Projective Assessment

1. Description: Projective test is mainly used to measure personality, motivation and other contents. It requires the testee to evaluate some ambiguous or unclear structures. describe or respond to stimuli, and infer the subject's inner psychological characteristics through the analysis of these responses. It is based on the assumption that people's perceptions of external things actually reflect their internal true state or characteristics.

2. Applicable personnel: Scenario simulation test is mainly suitable for managers and certain professionals.

Projective technology can make it easier to express the personality traits, inner conflicts and attitudes that subjects are unwilling to express, so it has a unique function in in-depth analysis of personality structure and content. However, projective tests lack objective standards in scoring and interpretation, and the evaluation of test results is highly subjective. It places high demands on testers and raters, and it cannot be used directly by ordinary personnel managers.

5. Background investigation

1. Description: The background investigation mainly investigates the applicant’s personality, quality and employment experience. In particular, the latter can learn about the applicant’s work performance, performance and ability. However, whether the employer's evaluation is objective requires detailed and careful identification.

2. Applicable personnel: necessary positions

The results of the background investigation can only be used as a reference for employment decisions and cannot be used as the only basis for evaluation; it is best for background investigations only to target applicants who have already expressed intention to hire. person; respect the opinions of the person under investigation and obtain his consent.

6. Document Basket Test

1. Description: Put all kinds of letters, notes, instructions, etc. that may be encountered in actual work in a document basket, and ask the subject to Process these documents within a certain period of time, make decisions accordingly, write replies and reports, formulate plans, organize and arrange work. Examine the subject's sensitivity, work independence, organization and planning ability, cooperative spirit, control ability, analytical ability, judgment and decision-making ability, etc.

2. Applicable personnel: Comprehensive assessment and evaluation by senior and middle-level managers

The evaluation of document processing results is affected by many factors. Organizations with different institutions, atmospheres, and management concepts. have different evaluation criteria. In the process of determining the score of the document basket test, there are often differences in understanding between professionals and practical workers. The design, implementation, and scoring of the paper basket test require a long period of research and screening, and considerable manpower, material and financial resources must be invested to ensure high face validity, so the energy and cost are relatively high.

7. Leaderless group discussion

1. Description: Arrange a group of subjects (usually 6-8 people) who do not know each other to form a temporary task group. The person in charge of the task is not designated. Please discuss the given task freely and Come up with group decision-making opinions. The tester observes each subject's performance in the discussion and examines their self-confidence, oral expression, organization and coordination, insight, persuasion, responsibility, flexibility, emotional control, handling of interpersonal relationships, team spirit, etc. capabilities and characteristics.

2. Applicable personnel: Mainly applicable to managers.

Disadvantages of leaderless group discussion have higher requirements on test questions;

have higher requirements on examiner’s scoring technology, and examiners should receive special training;

corresponding test The evaluation of candidates is easily affected by various aspects of the examiner, especially subjective opinions (such as bias and misunderstanding), which leads to inconsistencies in the evaluation results of examinees and candidates;

The arbitrary nature of designated roles may lead to differences between candidates Inequality of status;

The candidate's experience can affect the true performance of his or her abilities.

8. Structured Interview

1. Description: The so-called structured interview is to first determine the evaluation elements of the interview based on the analysis of the position, and prepare the interview in advance for each evaluation dimension. questions and formulate corresponding scoring standards to quantitatively analyze the performance of the subjects. Different testers use the same evaluation scale, and the same questions, questioning methods, scoring and evaluation criteria are used for different candidates applying for the same position to ensure fairness and rationality in the evaluation.

2. Applicable personnel: civil servants, managers, leaders, etc., often use structured interviews

Advantages: Structured interviews have many advantages, such as definite content, fixed form, and easy interview by the examiner Time-based operation; interview assessment items, reference topics, assessment standards and implementation procedures, etc., are all determined through scientific analysis in advance, which can ensure that the entire interview has high validity and reliability; for occasions where there are multiple candidates competing, this kind of It is easier to achieve fairness and uniformity in interviews; more importantly, this kind of interview has prominent points, standardized format, compactness and efficiency, and can achieve goals more concisely.

9. Evaluation Center Technology

1. Description: Evaluation center technology developed rapidly after World War II. It is a main form of modern personnel evaluation and is considered to be a method for senior management. The most effective assessment method for personnel. A complete assessment center usually takes two or three days, and individual assessments are conducted in groups. The subjects formed a group, and a group of testers (usually the number of testers and subjects was 1:2) conducted a series of assessments including psychological tests, interviews, and multiple scenario simulation tests. The assessment results It is obtained comprehensively based on the systematic observation of multiple testers.

2. Applicable personnel: For senior managers

The evaluation center has high reliability and validity, and the conclusions drawn are of high quality. However, compared with other evaluation methods, the evaluation center It requires a lot of manpower and material resources, takes a long time, is difficult to operate, and has high requirements on testers.

10. Management Game

1. Description: Use games or jointly complete certain tasks to examine the management skills, cooperation abilities, team spirit, etc. of each subject in the group quality.

2. Applicable personnel: Scenario simulation test is mainly suitable for managers and certain professionals.

11. Role Play

1. Description: The tester sets up a series of sharp interpersonal contradictions and interpersonal conflicts, and requires the subjects to play a certain role to simulate some of the actual work situations. activities to deal with various problems and conflicts.

2. Applicable personnel: Scenario simulation test is mainly suitable for managers and certain professionals.

12. Psychological Testing Method

1. Description: Psychological measurement is to determine the psychological characteristics that run through people’s behavioral activities by observing people’s representative behaviors. A scientific method for conducting inference and quantitative analysis based on principles. Psychological testing is a tool that can best describe and measure the personality characteristics required to be qualified for a job, and is widely used in personnel evaluation work.

2. Applicable persons: Application Guangfan

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