What are the tools for talent inventory?

Whether it is a large or medium-sized enterprise, when facing corporate executives and core talents, ordinary recruitment methods cannot meet the enterprise's assessment of talents. Therefore, when interviewing senior talents, HR often conducts Comprehensive test assessment. At present, the more mature senior talent evaluation methods include evaluation center technology, resume analysis method, scenario simulation and psychological testing method. So, how should our HR understand and apply these high-level evaluation methods?

The sandbox simulation business game that is more popular in enterprises is a typical situation simulation assessment. By observing the behavior of the person being evaluated during the sandbox simulation business game, we can predict the attitude and behavior of the person being evaluated in actual work.

Situational simulation assessment can not only simulate actual work scenes, but also simulate some game entertainment scenes or specific task scenes. By observing the behavior of the people being evaluated in these scenes, they can judge their personality traits and behavioral characteristics. The weight-bearing running test adopted by the Japanese company mentioned in the preface is a simulation of a specific task scenario and a situational simulation assessment.

In fact, many well-known domestic companies have gradually begun to apply situational simulation assessment in their human resource management practices. For example, Alibaba often uses situational simulation assessment when selecting potential cadres.

1. Daily observation

Internal talents can best demonstrate their personal abilities and characteristics in their daily work. Through daily business meetings and various daily activities, companies can discover Lots of potential talent.

2. Centralized interviews

Through centralized interviews, you can ask practical questions or pressure questions during the interview process, and you can also observe and judge potential cadres more intensively.

In human resource management work, recruitment talent identification is a very critical issue. "Finding the right talent" means finding the right person, and "putting the right position" means "appropriate personnel, matching positions and positions, and dynamic adjustment." Especially if you want to "find the right senior talents", you need to use some methods and tools to evaluate them to identify real talents and minimize the misuse and loss of senior talents caused by a single subjective judgment.

For sales management talents, departments that directly create economic benefits for the company should be even more cautious. Otherwise, it will be difficult to truly find suitable and matching corporate talents based on traditional interviews and the two sides of the candidates. , it is necessary to combine talent assessment tools to improve recruitment precision and accuracy.