How HR can avoid the misconceptions of using talent assessment

Talent assessment can not only provide professional advice on personality and position for individuals, but also provide professional reference advice for enterprises to recruit talents, job promotion, and personnel flow. If the written test is the left hand of the enterprise to select talents, then the talent assessment is the right arm, which makes the new model of written test + talent assessment + interview provide a more scientific and reliable reference basis for the selection of talents for suitable positions for the enterprise.

Talent assessment. According to McClelland's "iceberg model", part of it is what we can quantify, knowledge, skills, experience, etc., can be changed and improved through our own efforts, while the other part is mainly based on personality quality. The main components are character-based, and the character includes: quality, morality, attitude, subjective will, etc., which is manifested in the style of dealing with people and things.

For this measurement, we have to talk about talent assessment. Talent assessments can help us compensate for the problem of not being able to quantify these "personality" traits.

So what are the specific benefits that talent assessment can bring to enterprises?

1. Talent assessment can be said to have its place in recruitment, job rotation, team building and training, the purpose of talent assessment is to allow enterprises to obtain more suitable talents, so that employees can know their own strengths and weaknesses, and provide managers with more reliable evaluation reports, targeted management and evaluation.

2. As a tool based on psychological assessment, talent assessment can conduct multi-dimensional personality analysis of employees, conduct objective career evaluation from different perspectives, and make talent assessment an evaluation system, which not only provides indicators for recruitment, but also provides various scientific reference data for team building, talent evaluation and psychological evaluation.

3. Organize the talent reserve system, now all walks of life are competitive, and the talent reserve is a battleground for soldiers, in order to better understand talents, carry out effective organization and management, and combine professional knowledge resumes and talent evaluation reports, so as to provide more multi-dimensional reference standards for enterprise team building.

No matter from the perspective of the enterprise and the individual, talent assessment plays an important role, and for enterprise recruitment, how to truly and efficiently select talents in line with the position is the key to the recruitment process; For talent reserve management, how to completely, reliable and scientific statistical record of each talent is an important function of talent reserve. Therefore, talent assessment is indispensable for enterprises to select talents.

In terms of assessment scales, HR uses a lot of well-known test scales: MBTI, Cartel 16PF, Eysenck personality, Big Five, Enneagram, Disc, Schuber values, GATB, Holland and so on.

If it is a job competency assessment, the big five personality, the cartel 16pf, and the young personality are more suitable.

If you want to quickly identify the personality type, it is obviously the MBTI occupational personality test, which is more convenient.

If it is education training, talent training pre-training, then the Holland Career Interest Test is the first choice, and the GATT Vocational Aptitude Assessment can also be used.

Occupational Personality Collection.

If you want to analyze how high school students choose college majors and how college students make career plans, I think you can combine MBTI and Holland and analyze them together.

For enterprise recruitment, talent inventory, the use of third-party talent assessment services, the relatively high, per capita may be hundreds of thousands of yuan, for small and medium-sized enterprises is still very pressured.

If you are interested in studying the various assessment scales, you may wish to read them, I don't think it is too much trouble, and it will take you a few hours to understand almost everything. The key is how to implement the ** assessment, after all, relying on printing paper and manual calculations is absolutely unrealistic.

For job competency assessment, you can first understand the interpretation of well-known assessment scales, such as the Big Five personality (highly recommended), Enneagram, Cartel's 16pf, Eysenck EPQ, Hollander's career interests, Schuber's career values, etc. Find out the focus of the job requirements and apply it to the online assessment, which can be perfectly solved.

Talent assessment tools refer to the activities of measuring and evaluating people's basic qualities and their performance through a series of scientific means and methods, and the specific objects of talent assessment tools are not abstract people, but the inherent qualities of people who exist as individuals and their performance.

1. The method of talent assessment tool is contained in the concept itself, that is, talent measurement and talent evaluation, the main work of talent assessment tool is to understand the participants through various methods, so as to provide reference and basis for the human resource management decision-making of the enterprise organization, help you choose the right candidate, and systematically reduce the risk of wrong employment for the employer. The behaviors that may be involved in all jobs are divided into 8 categories, 20 subcategories, and 112 specific behaviors.

2. Then through 40 professional behavior test questions, test the degree of matching between the candidate and the most important 6 dimensions of the 8 dimensions, in order to evaluate the degree of matching between the candidate's potential and the position he is applying for. "AOP Workplace Personality Test" As a diagnostic tool specially designed for talent management, Through the practice of enterprises, a series of core elements related to talent management are found and summarized: goal orientation, influence and inspiration, patient cooperation, precise obedience, etc., and then through the targeted evaluation of these aspects, the various characteristics of individuals in the workplace are clearly outlined, and fully applied to all levels of enterprise operation and management.

3. The talent selection test mainly measures the content of four aspects, such as personality trait test, basic work ability test, general skills test, job skills test, etc., to test personal career interest and career adaptability, that is, what kind of work is suitable for individuals.

I've used the ape circle to evaluate his family to evaluate programmers, how to say, it can also save the cost of interviews if it is effective... Helped me filter out a few candidates who looked good but were actually "face bosses"... The biggest problem is that his house is a bit expensive...

Talent assessment is mainly to make a comprehensive dimensional assessment of all aspects of their psychological ability during the interview, you can use Bangboss products, which is called assessment. Others will see their own assessment dimensions after filling it out. Of course, you can also set this to prevent him from seeing it himself, and then HR can read it.

The following diagram illustrates the problem:

The talent assessment tool refers to the passing of one.

HR can better use talent assessment, first of all, you must understand the principle of talent assessment. Secondly: it is necessary to choose a good talent assessment quotient.

To understand the principle of talent assessment, you can read some books on psychological testing and mental measurement. If conditions allow. HR understands the principles of talent assessment, which is very helpful in interpreting talent assessment reports.

Some assessment providers can provide training for talent assessment users, such as SHL., which is exclusive to talent selection

Choose a good talent assessment provider: the assessment content should be authoritative, the assessment system should be scientific, and the assessment service should be comprehensive.

The selection platform includes veteran talents, integrates SHL, ETS, Microsoft and other internationally renowned manufacturers to provide authoritative evaluation content. The talent selection assessment covers different assessment levels such as personality, ability, general skills, and job skills, and provides customers with a full range of services such as resume screening and organization of recruitment examinations.