How helpful is talent assessment to recruitment?

How helpful talent assessment is to recruitment will actually be great. If it had little effect, so many large enterprises would not have cited talent assessment. Now, more and more enterprises will use it to recruit.

In the process of social recruitment and school recruitment, the evaluation introduced is actually a little different, and their help points will be different.

first of all, if we talk about social recruitment, we will recruit some posts at the grass-roots, middle-level or high-level levels, basically all posts. What social recruitment pays more attention to is the accuracy of recruitment. However, the most common problem that HR faces now is that people are too good at chatting. It is difficult for HR to identify whether he meets the requirements during the interview. Of course, some external skills can still be verified, but the internal abilities are not visible. However, people who have worked as HR know how important a person's internal ability is. Occupation type, occupational character, willingness and motivation are decisive factors that determine whether a person can be competent and stable, but these factors are invisible.

you need to pass the assessment at this time. When he completes the evaluation, he can know his inner ability with the evaluation report, such as his occupation type, occupation character, motivation, values, leadership, competence, and the degree of matching with the post. Then combined with the interview, it will be better to judge whether to recruit, and the accuracy of such recruitment will be very high.

According to statistics, if we combine some scientific evaluation to do social recruitment, his recruitment accuracy will rise to more than 87%.

if you recruit a school, you should pay more attention to its efficiency and accuracy. Because it is actually a process of a large number of auditions. The first step of school recruitment is often to collect resumes, and then conduct a second round of re-examination in the first round of sea elections. Then in the first round, how can I choose some suitable and better people from so many resumes?

In fact, the previous method was to look at your resume. If your resume is well written, I will invite you to come over for evaluation and interview.

But there are two problems with this method. First, I need to spend a lot of time sifting through this resume. Second, now more and more students learn packaging. They have a special course at school to teach them how to write resumes. Third, either the resumes are the same, because they are all students, have never worked, and have nothing to write about. So it is difficult to choose a suitable person from the resume for an interview.

Nowadays, many enterprises are gradually giving up this way of simply selecting resumes manually. Because this is time-consuming and laborious, and the error is big. They will be asked to do an evaluation before the school recruitment. Take the T12 talent evaluation that is doing well now, T12 is generally used as the school recruitment. HR asks students to get a list of all the people's job matching degrees after the evaluation, and select some people from high to low to interview. After the interview, a more detailed evaluation will be conducted, and whether it is appropriate or not will be decided through that evaluation combined with the interview. This will reduce the time cost, improve the recruitment efficiency and improve the recruitment accuracy.

Because many students are blank sheets of paper, they don't have much experience. Naturally, we pay more attention to his potential, and the potential assessment can well explore some of his inner potential. Find a good prospect, and then combine with training, he will become a more loyal talent in the company. Therefore, evaluation plays a very important role in social recruitment and school recruitment. I also suggest that evaluation should be used in the recruitment of enterprises to improve your recruitment efficiency, improve the accuracy of your recruitment and reduce the opportunity cost of your wrong recruitment.