What are the commonly used talent assessment tools?

Talent assessment

Talent assessment refers to activities that measure and evaluate people’s basic qualities and performance through a series of scientific means and methods. The specific object of talent assessment is not abstract people, but the inherent qualities and performance of individuals as individuals.

Talent evaluation methods

1. Resume analysis

Personal resume file analysis is to understand a person's growth process and work based on the facts recorded in the resume or file. performance, so as to have a certain understanding of his personality background.

2. Paper-pencil examination

Paper-pencil examination is mainly used to measure people’s basic knowledge, professional knowledge, management knowledge, related knowledge, comprehensive analysis ability, written expression ability and other qualities and Capability elements. It is one of the oldest and most basic personnel evaluation methods, and it is still an important method often used by corporate organizations to select talents.

3. Psychological test

Psychological measurement is through Observing people's representative behavior is a scientific method of making inferences and quantitative analyzes based on certain principles for the psychological characteristics that run through people's behavioral activities.

4. Interview

The interview is to collect relevant information through face-to-face observation and conversation between the tester and the subject, so as to understand the quality, ability characteristics and motivation of the subject. A personnel measurement method.

5. Scenario simulation

Scenario simulation is to set up a realistic management system or work scenario, let the subjects participate in it, and complete a or A series of tasks. In this process, the tester scores the testee based on the testee's performance or the reports and summary materials submitted through simulation, in order to predict the testee's actual work ability and level in the proposed position. Scenario simulation tests are mainly suitable for managers and certain professionals

Methods of talent assessment

1. Written test

In talent assessment, many tests use written tests method. This is mainly in psychological tests and knowledge tests, as well as some situational simulation tests. Personality tests, ability tests, interest tests, and motivation tests in psychological tests generally use written tests, requiring subjects to fill in answer sheets or directly complete assessment questions on the paper. In the knowledge examination, most of them take the form of written examination. The document basket test and case analysis test in the situational simulation test both have written content. Therefore, written examination is the main assessment method in talent assessment.

2. Interview

Interview is also the main evaluation method in talent evaluation. There are two main forms: structured interview and semi-structured interview. The so-called structured interview refers to an interview method in which the dimensions, questions, scoring criteria, etc. involved in the interview are systematically designed before the interview. Use the same interview questions and the same scoring criteria for candidates applying for the same position. The examiner will make corresponding evaluations of the candidates' relevant abilities and qualities based on their response performance. The difference between semi-structured interviews and structured interviews is that the examiner can further dig out information based on the applicant's answers (carry out in-depth questioning), while structured interviews cannot pursue in-depth questioning in principle in order to pursue fairness.

3. Operational evaluation

Operational evaluation is mainly applicable to operating positions, and evaluates the subject's actual operational proficiency, coordination and standardization of movements. For example, a shipyard is recruiting welders and requires applicants to cut and weld two 2-centimeter-thick iron plates on site to assess whether the candidates are familiar with the welding operating procedures, can use the equipment correctly, and have operational proficiency.

4. Situational assessment

By creating a scene that is highly similar to the subject's current or future work environment, the subject is asked to complete a series of tasks in the scene. The examiner Based on the subject's behavior and psychological performance in completing the task, the subject's quality and potential are scientifically evaluated.