What is the significance of talent career evaluation for recruitment?

In the simple and short interview process, both the employer and the applicant are inevitably subjective and one-sided. It is natural for candidates to cover up their shortcomings and weaknesses during the interview and try their best to show their excellent side. It is also difficult for enterprises to judge whether a candidate is a suitable candidate through "one-sided understanding". Talent evaluation can provide effective help for recruitment and help enterprises evaluate the "job suitability" of candidates in practice.

Appraisal function: talent evaluation can help enterprises distinguish and appraise the quality and quantity of talents;

Prediction function: talent evaluation can effectively predict the future behavior, development potential and performance of the tested person;

Diagnostic function: talent evaluation can find out the advantages and disadvantages of individuals or groups, and then provide basis for improvement and promotion;

Guiding function: talent evaluation can play a guiding role in the goal of talent development;

Incentive function: it can stimulate the desire and motivation of the tested person to make it burst into surging power.

It is impossible for enterprises to measure every factor when implementing talent evaluation, so it is often the key to the success of talent evaluation to choose factors closely related to jobs reasonably. Moreover, talent evaluation is by no means an arbitrary combination of menus, and it is necessary to choose the correct evaluation method according to different evaluation contents. Abuse of evaluation methods can only get some contradictory results, and it is difficult to play a role in actual management.

First of all, we must clarify the job requirements. This is the basis of establishing a scientific and effective evaluation system. Clarifying job requirements requires enterprises to determine what qualities are needed for this position in recruitment and to what extent these qualities can be qualified for this position.

Secondly, we should analyze the evaluation results. After the clear job requirements are established, candidates can complete the corresponding tests, compare the evaluation scores with the best interval of job requirements, and evaluate the job matching degree.

Third, we should combine evaluation with interview. The evaluation results can provide valuable clues for a deeper understanding of candidates, so as to choose candidates with better performance. However, the evaluation results are only part of the decision-making information, and it is necessary to comprehensively evaluate personal resume, interview, talent evaluation and other information.

Finally, we should do the tracking test of the recruitment effect. The application of talent evaluation should not end after the enterprise makes the decision of employing people, but should also be reviewed and analyzed regularly by the employing department and the recruitment department. Through the correlation analysis between the evaluation results and the actual work performance of the subjects, the evaluation mode, method and process are continuously improved, and the applicability and correlation of the evaluation system are continuously improved.