Which talent evaluation tool is the best in recruitment?

How can we choose the most suitable candidate from hundreds of resumes when recruiting? Not only professional counterparts, occupational character also meets the post requirements. During the epidemic, the number of resumes doubled on the original basis. If the traditional fixed interview questions are adopted, it will be easy to share on the recruitment platform. In addition, even if it is updated at any time, it may not be objective and accurate. Of course, the traditional written test and interview mode cannot be changed, and it should be optimized on the original basis.

How to choose the evaluation scale depends on the purpose of our evaluation, such as job matching, personality potential, dominant characteristics, or screening mental health and so on. Common choices are: mbti, Nine Personality, Big Five Personality, Cartel 16pf and so on.

Online talent evaluation zxgj.cn/tuance

Theoretically speaking, talent evaluation can help us solve this problem easily, but we can't rely entirely on test questions, so that talent evaluation can completely replace the role of interview, and the display is unreliable. There are more than a dozen personality test topics in talent evaluation, such as mbti professional personality test, Dutch professional interest test, type 9 personality test, big five personality test and so on. It is convenient for us to choose different question banks according to the actual situation. Although talent evaluation can be used alone, if the evaluation results are combined with interviews, it can reach 65433.

You can use the form of talent assessment+traditional interview. Talent assessment can help us collect basic information online and then generate a personality assessment report. At the same time, we will also give appropriate work suggestions, greatly reducing the process of inquiry. In addition, the interviewer can conduct targeted interviews according to different personalities, so that the questions will not be repeated and can be very accurate, which not only improves the interview speed, but also saves time for both parties. Can make the best use of things and people objectively and flexibly.

The talent evaluation system can not only provide auxiliary materials for interviewers during recruitment, but also be combined with the talent reserve center for archiving and standby, so as to prevent problems such as being unable to find and repeating tests. When team building requires a large number of talent combinations, we no longer worry about personnel adjustment.

The talent evaluation system can achieve the purpose of convenient, practical, objective and flexible evaluation, which plays an important role in recruiting talents and improving efficiency. Although it can not play a decisive role, it can also provide basic reference materials.