What are the latest assessment tools?

Abroad is more used MBIT, Holland, Thomas, etc., and the domestic T12 vocational assessment system.

It is mainly used for enterprises, and is generally used for recruitment, talent selection, enterprise personnel evaluation and inventory, management personnel evaluation and inventory, management personnel reserve, campus recruitment, and finally to better achieve job matching. It can also be used for personal use, and is generally used as a reference for students when making career planning.

At present, there are a variety of talent assessment tools provided in the society, including the T12 Career Assessment System, the Cartel 16 Personality Factors Test, the Eysenck Personality Test, the Raven Reasoning Test, the Kenno Projection Test, the TKI Conflict Model Test, the Management Ability Test, the Career Aptitude Test, and the Success Quotient Measurement. These tests mainly measure three aspects: first, personal ability, including knowledge, intelligence, management ability, professional skills, etc.; The second is the personality quality of the individual, such as emotional stability, decisiveness in decision-making, independence, liveliness, sense of responsibility, etc.; The third is the individual's professional interest and career adaptability, that is, what kind of work is suitable for the individual.

Recently, I saw a very popular question on Zhihu, that is, to ask if there is a free talent assessment tool, there are a lot of talent test system software, but to say free, I really haven't heard of it, not only is it not free, but the more professional talent assessment company, ** is still very high.

For large enterprises, you can use professional talent assessment agencies to cooperate, the cost is relatively high, but it is more worry-free, and the effect is also good. For small and medium-sized enterprises, I would like to suggest that they should make their own plans, after all, they need to save costs.

For example, in the early days, the traditional method was to print out A4 to do test questions, and then HR to collect the papers, score according to the algorithm, and interpret the scores, which was quite troublesome. However, it is now all online.

The function and role of the talent assessment system are constructed.

1.Identification function. Appraisal refers to the identification and evaluation of people's physical and mental quality, ability level, moral character and work performance, etc., which can conduct a more objective and accurate appraisal of the assessee according to the purpose and requirements of the assessment.

2.**Function. ** It refers to the speculation of the future development of things by grasping the current state and development trend of things.

The talent assessment system can evaluate the potential quality and work experience and performance of talents, so as to determine the likelihood of success in a new job.

3.Diagnostic features. Through the assessment, we can objectively observe and understand the various elements of the assessee, and find out which aspects (assessment elements) of the assessment object are excellent, which aspects are good, and which aspects still have deficiencies and shortcomings.

In addition to the main functions of the above three aspects, the results of the talent assessment system also have the function of guidance and motivation.

4.Develop human resources. Talent assessment systems play a huge role in all three aspects of human resource development.

From the perspective of talent discovery, talent assessment is the most basic method of talent discovery. From the perspective of the use of talents, only by relying on the objective and fair evaluation information of talent assessment can we make correct personnel decisions. From the perspective of the allocation of human resources, talent assessment can ensure the dynamic balance of talent allocation in a country, a region or a department.

5.Improve the level of personnel management. The talent assessment system is the starting point and foundation of human resource management, which runs through the whole process of human resource management.

Whether it is the development, selection, and appointment of new talents, or the readjustment and optimization of existing talents according to the requirements of new tasks and objectives, we must take "knowing people" as the premise, so as to achieve the best personnel management state of "making the best use of talents", "making the best use of talents", "people and things" and "matching things with people".

6.Develop and improve the talent market. The flow of talent is mainly carried out through the mechanism of the market.

The establishment of an authoritative, standardized and efficient talent market is an important means and way to implement macro control over social human resources. This requires the establishment of an organization that can provide an intermediary between the supply and demand of talent. Of course, it also needs to be constrained by relevant laws, regulations and management systems.

Only the organic combination of the two can promote the orderly progress of "exchange activities" in the talent market.

As a scientific method and means, talent assessment makes comprehensive use of a variety of disciplines and technologies. In the process of researching the talent assessment system, it is necessary to pay attention to the factors of the talent assessment system; At the same time, as a highly applied, practical and operational technology, the construction process of talent assessment system is particularly important.

First of all, it is necessary to choose according to the company's operating model, and then you can also choose according to the tools, for example, you can choose a traditional written test, and then you can also choose a psychological test or an interview.

When choosing, you must choose the one that suits you, and then when you choose, you must also choose a good reputation, and you must choose a regular one, so that you can choose it to be particularly comfortable.

It can be selected according to the talents needed by the company, and the talents needed by each company are different, so the tools needed are also different.

How can you select the most suitable candidate for the position from hundreds of resumes? Not only to be professional, but also professional personality in line with the needs of the position, the number of resumes during the epidemic period has doubled on the original basis, if the traditional fixed interview questions are used, it is easy to be shared on the recruitment platform, and even if it is updated at any time, it may not be objective and accurate, of course, the traditional mode of written test and interview cannot be changed, so we must be properly optimized on the basis of the original.

How to choose the assessment scale depends on the purpose of our assessment, such as: job matching, personality potential, strengths, or screening mental health, etc. The more common options are: MBTI, Enneagram, Big Five, Cartel 16pf, etc.

Talent assessment can theoretically help us easily solve this problem, but we can't completely rely on the test questions, so that the talent assessment completely replaces the role of the interview, the display is also unreliable, there are more than a dozen personality test questions in the talent assessment, such as: MBTI career personality test, Holland career interest test, Enneagram personality test and big five personality test, etc., so that we can choose different question banks according to the actual situation, although talent assessment can be used alone, but if the assessment results are combined with the interview, You can achieve the effect of 1+1 2.

We can use the form of talent assessment + traditional interview, talent assessment can help us complete the collection of basic information, and then generate a personality assessment report, and will also give appropriate job suggestions, which greatly reduces the process of inquiry, and the interviewer can conduct targeted interviews according to the personality of different people, so that the questions are not repeated, but also very accurate, which not only improves the speed of the interview, but also saves the time of both parties. It can be objective and flexible to make the best use of things and make the best use of talents.

The talent assessment system can not only provide auxiliary materials for interviewers when recruiting, but also combine with the talent reserve center for archiving and backup to prevent problems such as not finding and repeating tests. When team building requires a large number of talents to be combined, there is no need to worry about personnel adjustments.

The talent assessment system can achieve the purpose of convenient, practical, objective and flexible inspection, whether in terms of function or difficulty, and can play an important role in recruiting talents for enterprises and improving efficiency. Although it is not a decisive factor, it can also provide basic reference materials.

The first is the Psychometric Scale. I used a DPI and RPI called XTALENT, which seem to be in English, but it is actually a domestic company. In the past, I used other scales, especially foreign scales (I won't say which one here, anyway, it is internationally famous), and there will be a large area of fraud in the recruitment and selection, resulting in the report can not be used, and then the DPI was used to find that the probability of fraud is greatly reduced, and it is difficult to get good results for fraud.

The second is the BEI interview, which should not be said to be a tool, but a method of interviewing and asking questions, which requires a high level of ability and experience of the questioner. We also only have senior HR managers in such roles.

Other methods include group interviews, briefcase tests, presentations, exams, and more. There are also a lot of collaborative types of assessment tools that have been developed (e.g., co-designing something), but most of them are not changed. In particular, it is important to mention that the aptitude or intelligence test is still useful and effective in distinguishing a person's intelligence level.

In general, the method we use is the ** psychological scale and BEI interview, and then do a professional ability test for people in the technical department, which is basically the same. **The psychological scale is done when the resume is basically qualified, the BEI interview is done by HR and the department leaders together, the examination is supervised and reviewed by various departments, and the three steps are basically OK.

Talent assessment is a scientific means to systematically and objectively measure and evaluate people's abilities, personal characteristics and behaviors through the comprehensive use of psychology, management and talent science. The specific object of talent assessment is not an abstract person, but an individual person whose inner quality and performance are forMoveRecruiting, selecting, allocating and evaluating talentsIt is a service that provides scientific basis to improve the efficiency and effectiveness of individuals and enterprises. It plays an important role in human resource management and development, and its main functions are reflected in the following three aspects:

1. Talent selection and appointment

The traditional way of talent recruitment is highly subjective, and talent assessment helps to find people according to their posts, and selects and recruits personnel according to job requirements, which is more conducive to job matching.

2. Effectively conduct a comprehensive survey of enterprise human resources

In the traditional human resources information survey, simple information such as gender, age, and education generally includes information. However, in the fierce competition in modern society, this information cannot fully and accurately reflect the quality of personnel, and it is even more difficult to judge their potential for future development.

Therefore, many large and medium-sized enterprises will now use the "360-degree evaluation feedback method" to evaluate the ability and quality of talents, and evaluate the quality information such as ability level and characteristics of enterprise talents, which provides an effective information reference for the cultivation of talents in the later stage of the enterprise.

3. Help employees to self-understand and develop

For individuals, talent assessment can help individual employees understand themselves more objectively, understand where their strengths are, what are their shortcomings, and what aspects are more potential, so as to adjust the direction in their work and achieve better self-development.

To sum up, the main function of talent assessment is to provide more objective and comprehensive data through scientific methods around the "selection, cultivation and retention" of talents, and use data to speak instead of subjective assumptions.