What interview assessment tools include

In the actual human resources management of enterprises, there are many available talent evaluation methods. Common ones include resume evaluation, psychological evaluation, written test evaluation, interview evaluation, leaderless group discussion evaluation, and document basket. Assessment, role play/situation simulation, etc.

In the actual human resources management of enterprises, there are many available talent evaluation methods. Common ones include resume evaluation, psychological evaluation, and written test evaluation. , interview assessment, leaderless group discussion assessment, document basket assessment, role play/situation simulation, etc. In Teacher Lu’s talent assessment practical certification class, this was mentioned:

Many students hope that the teacher can explain it in detail. This time, I will put together the specific meaning, applicable positions, advantages and disadvantages of these assessment methods. Sorted out!

Standard/Projective Psychological Test

Meaning:

1. Use professional psychological assessment tools to assess candidates

2 . The results of psychological assessment are usually structured and data-based, and can show certain psychological characteristics of the candidate

Applicable positions: any position

Advantages:

1. Able to form standardized and structured conclusions on candidates

2. Using ready-made psychological assessment tools, it is possible to conduct psychological assessments on multiple people at the same time

Disadvantages:

Psychological assessment is relatively professional and requires the assessor to have certain professional abilities

Background investigation

Meaning:

Based on the premise of employment relationship, through legal investigation Ways and methods to understand the candidate’s personal basic information, past work background, abilities and work performance to form a comprehensive evaluation of the person under investigation (if a third-party professional background investigation company is sought, a background investigation report will be formed), which is an important step for enterprises in The essential recruitment process in the employment process

Applicable positions: any position

Advantages:

1. Help companies effectively avoid employment risks and reduce recruitment costs

2. Reduce recruitment and training costs, improve the company’s hiring success rate, and reduce employee turnover rate

Disadvantages:

The company’s independent investigation method is single, the technology is not professional, and the investigation results cannot be guaranteed Authenticity and validity. However, it costs a lot to entrust a third-party investigation company to conduct background checks, which brings greater labor cost pressure to the company

Interview/Interview

Meaning:

Passed One-to-one interviews, one-to-many interviews, or many-to-one interviews are used to assess candidates' abilities. Interview assessment is the most frequently used talent assessment method in enterprises

Applicable positions: any position

Advantages:

The operation method is relatively simple and flexible, the operation cost is relatively low, and it can obtain Large-scale application

Disadvantages:

There are certain requirements for the interviewer's ability. If the interviewer who conducts the interview has less experience, the reliability and validity of the interview will be reduced

Official Document Basket

Meaning:

1. Candidates are required to read and process some relatively real written materials, including various texts, emails, information, instructions, reports or special situations that may be encountered in the position, which require candidates to respond, plan, make decisions, communicate, arrange, etc. A series of response measures to test the candidate's planning ability, organizational ability, judgment ability, decision-making ability, analytical ability and ability to deal with priorities

2. The answer to the document basket assessment is usually Written answer. This method is particularly suitable for evaluating the management capabilities of talents in management positions. The evaluation centers of many foreign companies will use the document management evaluation method

Applicable positions: management and secretarial positions

Advantages:

1. The document basket assessment is better than the traditional written test The assessment pays more attention to the ability to solve practical problems and is more flexible

2. Because the document basket assessment is completed in written form, it is more formal and standardized than structured interviews and leaderless group discussions, and Able to allow more candidates to be assessed at the same time

Disadvantages:

1. There are often no standard answers in the official document basket assessment, only reference answers. During the scoring process, it may be difficult to determine the scoring standards. Question

2. The design of the document basket assessment requires a certain degree of professionalism and requires a certain amount of time and energy

Written test

Meaning:

Passed The candidate's knowledge level, ability level and cognitive level are assessed in the form of a written questionnaire. Written test assessment is one of the commonly used talent evaluation methods in enterprises

Applicable positions: positions that require professional abilities, analytical abilities, reasoning abilities, and management abilities

Advantages:

The operation method is relatively simple, the cost is relatively low, and it is convenient for large-scale implementation at the same time. The evaluation results are relatively objective and comparable

Disadvantages:

The design of the written test questionnaire must consider reliability and validity, it must have a certain degree of professionalism

Role playing

Meaning:

1. Design a certain conflicting work scenario, requiring candidates to play a certain role in the scenario, simulate a real situation, complete a series of tasks, coordinate conflicts in the scenario, handle problems in the scenario, and achieve preset goals

2. The evaluator judges the candidate’s ability in actual work in the future through the candidate’s performance in the situation

Applicable positions: management and technical positions

Advantages ：

The evaluation content is closer to actual work needs and more comprehensive. Through observation, the evaluator may be able to discover that there are no preset evaluation dimensions.

Disadvantages:

Scenario design requires a certain degree of professionalism Support, the evaluation process takes a long time and requires the evaluator to have certain observation and judgment abilities

Management Game

Meaning:

Managers use computers to simulate real companies operations and make their own decisions to compete with each other's development methods. In the management competition, trainees are divided into 5 to 6 companies, and each company must compete with other companies in various forms of games in fierce simulated market competition. Each company sets a clear goal and knows that it can make several decisions. Each company cannot see the decisions of other companies, although these decisions will have an impact on their sales

Applicable positions: higher-level managers

Advantages:

1. Help trainees tap into their problem-solving skills and help them focus on formulating company plans instead of focusing on dealing with temporary matters

2. This kind of game can be used Develop leadership skills, cultivate cooperation and team spirit

3. Able to break through the limitations of time and space in actual work situations. It is interesting and allows participants to get objective feedback information immediately. It has the function of cognitive social relations, which can help participants have a deeper understanding of the intricate relationships within the organization and between units

Disadvantages:

1. Game design and implementation can be expensive and time-consuming

2. Games often force decision-makers to make decision choices from a set decision table, while in actual work, managers are often encouraged to create new and innovative ideas. Various mental alternatives

3. Inconvenient to operate and difficult to observe

Speech defense

Meaning:

Generally, it is an examination for job candidates After passing the test, the candidate will give a speech within a certain scope (the main members of the evaluation team, or an appropriate number of selected members of the public), mainly introducing one's work experience, political integrity and competitive position plans (or plans), sometimes including a defense

Applicable positions: Positions that require communication skills and management skills

Advantages:

Competition speeches can evaluate a person's ability level, theoretical cultivation, logical thinking, and writing skills Compared with other forms, the organization and implementation of competition speeches are relatively simple. Professional requirements

2. This assessment is not applicable to all positions, but is suitable for positions with higher communication skills

3. Non-improvised speech defenses will take a lot of time from the person being evaluated Cost

Leaderless Group

Meaning:

1. A temporary group is formed by a group of candidates who do not know each other. There is no designated leader in the group, and the evaluator arranges it for the group. For a certain task, let the group members freely discuss the task, and finally draw the overall opinion of the group

2. During the entire discussion process of the group, the evaluator evaluates the performance of each member of the group through observation. Characteristics such as communication skills, expression skills, sense of participation, persuasion, and team awareness

3. The number of people in a leaderless group is generally 4 to 10 people. When there are more than 10 people, it is more difficult to observe

Applicable positions: management positions

Advantages:

You can observe the candidate’s status in the group and then judge the candidate’s future Behavioral performance in groups

Disadvantages:

1. The setting of tasks requires a certain degree of professionalism

2. The discussion process requires human observation and evaluation People have certain professional requirements

3. The evaluators may have certain subjective views on the candidates, which distorts the evaluation results

Resume analysis

Meaning:

1. The evaluation of talent resumes is itself a talent assessment method. A resume records a person's employment background, work achievements and growth history

2. A resume can be used for preliminary review and screening of talents. Through the resume, the evaluator can directly screen out unsuitable talents. list of people; It can also be used as a reference for judging the correlation between talents and positions when making further selections after preliminary screening

3. When applying the resume evaluation method in practice, the evaluator can set weights and scores for each item in the resume in advance, score the resume by evaluating the match between each item of the candidate and the position, and use the score results as a reference for talent selection.

Applicable positions: any position

Advantages:

Can screen talents more intuitively and quickly, with lower cost

Disadvantages:

1. There is the possibility of falsification and excessive whitewashing of the resume, and the authenticity of the resume content cannot be guaranteed

2. Judging only by the resume may be one-sided in some cases

Multiple source feedback ( 360 degrees)

Meaning:

conducts multi-angle, all-round and accurate assessment of the person being assessed through different evaluators (supervisors, subordinates, peers, suppliers, etc.) , and then the process of comprehensively assessing and giving feedback on the work behavior and performance of the person being evaluated

Applicable positions: any position

Advantages:

Feedback information from multiple angles, Strong comprehensiveness. The quality of the information collected by this method is reliable. By emphasizing the team and customers, it promotes the company's total quality management and helps improve the self-awareness of the assessee

Disadvantages:

1. To conduct multi-angle and all-round assessments on the same assessee, the assessment cost is high and assessment training is difficult

2. The subjectivity of employees during assessment will affect the assessment results

3. Evaluation opinions from different aspects may conflict, and it is more cumbersome to synthesize statistical data.

Anyone who sees this must have a deeper understanding of talent evaluation tools. .

Of course, if you want to have a clearer understanding of talent assessment tools, be able to clearly identify the advantages and disadvantages of mainstream talent assessment tools, understand how to correctly exert the application effects of talent assessment tools, and significantly improve Own ability to select and flexibly apply talent assessment tools.

Luo Kejun recommends that you spend a month to learn talent assessment technology.

If you explore by yourself and waste time, you may fall into a pit or even go in the wrong direction.

So, you need guidance from experienced teachers and systematic practical learning.

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