Why can psychological knowledge and talent evaluation be applied to talent recruitment? Application of psychology in talent recruitment

Talent evaluation often appears in HR workflow and is applied in many scenarios, but it is usually carried out around the "selection and retention" of talents. The recruitment you mentioned is mainly used in the selection stage and belongs to the most basic application.

Because our few contacts with candidates come from resumes and interviews, we can join the talent evaluation link in the recruitment stage, adopt scientific talent evaluation methods, processes and tools, further strengthen our understanding of candidates' advantages and disadvantages, and try our best to find matching executives and important positions, not just through resumes and interviews, which can quickly help enterprises make evaluations.

At the same time, for candidates with high matching degree, it can also provide corresponding reference for their later training to help them quickly integrate into the organization. This kind of assessment is generally an assessment of personality or professional interest, such as MBTI professional personality test, Type 9 personality test, Big Five personality test and DSIC personality assessment.

This kind of evaluation is usually based on research results and a lot of verified general psychological knowledge, but the result of talent evaluation is not absolute, but it is valuable as a reference.

Above, I hope I can give you some inspiration.