How to evaluate talents

Talent evaluation trilogy: "Finding someone is the most difficult thing in the world." This is from Lei Jun's mouth. According to Lei Jun's self-report, when Xiaomi was founded, he spent 80% of his time looking for someone. I called more than 90 times in a row to find a senior hardware engineer; It took three months and seventeen or eighteen long talks to get an ideal candidate to nod, but in the end, he reluctantly gave up because the other party said "it doesn't matter" to the shares; Meet and communicate with the first batch of Xiaomi employees 100. ...

Because of the high complexity of people, the predictive validity of the most effective single evaluation tool in reality is only 20%-30%, so it is necessary to use the combined tool method and use multiple rounds of interviews to make a combined evaluation.

The first step is to evaluate the quality of recruiters and screen some people. This part can choose the common talent evaluation tools on the market now. For example, the evaluation of talents and so on.

The second step is jointly evaluated by HR department and business department. First of all, sample and simulate the actual work scenes and work contents that candidates may face in the future, and observe and evaluate the job performance of candidates.

The third step is the background check of candidates, which is very common when selecting executives.