What problems should be paid attention to in the psychological test of recruitment?

A complete performance appraisal system should also use quantitative methods to evaluate work performance (not just qualitative methods). This gives the company a "correctness standard" to measure the actual prediction of the company's pre-job screening test. It is best to regard this verification process as a scientific research, assuming that "a certain psychological evaluation can predict work performance", and experiments are being carried out to verify whether this assumption is correct or not. If the evaluation tool can't predict long-term performance, don't use this tool again.

High-performance organizations will pay great attention to predicting project variables, outcome variables and their correlation, so as to continuously evaluate and improve the company's candidate evaluation system. Psychological tests should be as rigorously tested and verified as the candidates evaluated in the tests. If hiring managers and human resources departments can use the right methods to select and retain appropriate psychological testing methods, the possibility of selecting and retaining suitable talents can be greatly improved.