What basic requirements should be paid attention to when applying psychological test to personnel recruitment?

To select people who can match the position, we must first know what kind of people are needed for the position. This information can usually be obtained through the job description. However, the job descriptions of many enterprises are not perfect or even complete. Many enterprises have not realized the significance of job description, and think it is a meaningless copywriting job. The manual they wrote is either too simple, lacking systematic, detailed and accurate description, or outdated. Therefore, the first step in personnel selection is to diagnose job requirements, formulate and improve job descriptions or formulate a person-thing correspondence table.

2. Find the corresponding psychological test methods and tools.

Many people mention psychological tests, and what they think of is to do papers. HR managers in many enterprises will mention psychological tests. They usually ask, "Can you give me some sets of questions?" . Many enterprises think that they can be in an invincible position with a set of problems. In fact, the demand for talents in different positions is very different. For example, salespeople and financial personnel are two completely different types of people. Even salespeople, those who sell computer equipment and those who sell mineral water are very different. Even the most authoritative personality test can only test people's general personality characteristics, and it is difficult to connect people with specific positions. Therefore, in enterprise recruitment, the application of psychological test is not as simple as finding several sets of questions, but a systematic process.