How to apply leaderless group discussion in talent evaluation of enterprise recruitment?

Leaderless group discussion process: a certain number of appraisees (6-9 people) discuss a given problem within a specified time (about 1 hour), without specifying a group leader and moderator. Through discussion, the assessed gets a solution to the problem that all members agree with, and the assessed evaluates their leadership ability by observing their language and behavior in the discussion.

(A) the professional level of the interviewer is not high

An insurance company selected the personnel commissioner, assistant manager of the employing department and personnel supervisor to form the team members who were evaluated by the leaderless team. Before the recruitment, three interviewers were given simple recruitment training. Due to the limited time, the training content is relatively simple. In the actual operation process, apart from the personnel supervisor, the personnel Commissioner and the assistant of the employing department all show some arbitrariness in the evaluation and scoring process, and many of them evaluate only by their own feelings, which is very different from the evaluation of the personnel supervisor.

(B) the evaluation criteria are not uniform

Whether leaderless group discussion can play a good role is more reflected in whether the interviewer makes an accurate evaluation of the evaluation criteria. The evaluation standard is compiled by the personnel department of A Insurance Company, summarized according to the employment requirements and qualifications of each department, and then revised into a set of scoring tables suitable for each department. However, due to the lack of time preparation, the evaluation criteria, evaluation dimensions and evaluation criteria are not specific enough, which leads to the fact that in the actual evaluation process, the assistant of the employing department pays more attention to one or two standards that meet the requirements, and the concept of standards is different from that of the other two interviewers. However, in the process of grading, the personnel in the human resources department pay more attention to integrity and ignore the key parts, resulting in a large gap in grading.

(C) improper topic selection

An enterprise adopts a dilemma when discussing a topic without a leading group, and finds examples directly from the Internet to think that it saves time and trouble. For example, ability and opportunity are two particularly important factors on the road to success. Which do you think is more important? This kind of topic is relatively simple, and there is no other type of topic to replace it. In order to save time and difficulty, it is generally difficult for enterprises to choose easy-to-operate topics without pertinence. Regardless of the actual situation of the company, it is difficult to choose talents suitable for the long-term development of the company.

(D) unscientific group division

Compared with other recruitment methods, leaderless group discussion method has high evaluation reliability, and the whole process is more real, so it can be well compared horizontally. However, when insurance company A first used this method, due to the large number of applicants, the company's recruiters randomly selected it and divided it into a group of 8 people. In the process of operation, it is found that the strength of some groups is unbalanced or even very different.

(E) the process control is not strict

An enterprise did not strictly follow the established process and scheme when discussing without a leading group. Before the discussion, only the issues to be discussed are briefly introduced, and the discussion rules and final conclusions are not explained in detail. In the actual operation process, some candidates speak for a long time, some speak for a short time, and the time distribution is uneven.