What are the main ways to evaluate the quality of recruiters?

The methods of personnel quality evaluation include: special interview and face-to-face conversation between researchers.

In the process of measurement implementation, we should pay attention to objectification and standardization to ensure that the collected measurement results can reflect the situation of the measured person fairly and truly. While collecting survey data, we should pay attention to recording relevant information in the process of survey implementation and details that may affect decision-making as auxiliary materials for decision-making. In addition, special factors affecting the measurement results should be recorded.

Forms and tools:

The form and tools of measurement vary with the content of measurement. The determination of measurement form and tools is also a very important step. Improper measurement methods will make the measurement results fail to meet the measurement purpose, and even lead to the collection of wrong information and misleading decision-making.

Face validity (that is, whether it is easy to see the questioner's intention and answer tendency from the surface of the question) is too high in the general self-evaluation scale (that is, the questionnaire based on self-evaluation). Candidates tend to show high social identity, that is, the answers to questions themselves reflect the general social value tendency, and candidates tend to show reaction bias.

If you are doing something you like, so it may not be suitable for recruitment assessment, you can use a relatively hidden projection test (such as the theme perception test) to evaluate the motivation of candidates.

Baidu Encyclopedia-Personnel Quality Assessment