Recruitment? People and wealth? Talent? Talent?

Four kinds of "talent" are prevalent in today's workplace:

Talent, material that can be made, needs to be refined, but the current ability is not enough;

Talent, ordinary talent , is a capable person, general or generalist in the enterprise;

People with integrity, loyalty to the enterprise, and can create a lot of wealth for the enterprise;

Reduction, no Those who are morally incompetent will be fired.

In May 2005, a large enterprise in Shanghai was recruiting a general manager of the sales department with an annual salary of RMB 500,000. The board of directors invited three senior talent evaluators to conduct interviews with the 20 finalists. In June 2005, Mr. Wang, an outstanding talent evaluator in Beijing, was "hunted" by a well-known domestic headhunting company with an annual salary of one million. According to reports, the annual direct revenue from talent assessment services in the United States has reached more than 1 billion US dollars, and if the consulting and training costs associated with assessment services are included, it can reach more than 10 billion US dollars. Usually professional evaluation institutions have technical and talent advantages and can provide customers with multi-level and all-round evaluation agency services. Are you a human resource or a human resources manager? How should companies correctly measure and use "talent"? A talent evaluator is such an indispensable gold medalist who can help you get out of the maze and capture talents for the company.

Scene 1: Test your second career career

One day in July 2005, the reporter worked as a temporary assistant to Mr. Wang Hao of a talent assessment agency in Beijing, and welcomed The first customer of the day arrived, Ms. Xia Shanshan. Tall and beautiful Shanshan is the manager of the planning department of a foreign-funded enterprise in Beijing. At only 32 years old, although she has two master's degrees and an annual salary of US$50,000, she still suffers from the popular burnout syndrome. She had had many exchanges and communications with Mr. Wang Hao before.

Today, what Shanshan has to complete is a test question imported from a well-known foreign psychological institution. It has five major links, covering test content such as IQ, EQ, reverse quotient, etc. Focus on understanding people's subconscious and potential abilities in the workplace. Two and a half hours later, Shanshan completed the answer sheet. Wang Hao told her that the test analysis report will be sent to Shanshan's email in 24 hours.

Ten days later, the reporter learned that at the suggestion of a talent evaluator, Shanshan decided to give up her current job and submitted her resume to a headhunting company. Soon, a listed company in Beijing invited Shanshan to serve as the director of the strategy department, with a high annual salary. The impact and excitement brought by the new career made Shanshan very happy, and she felt that her professional enthusiasm was ignited again. Talent evaluator Wang Hao told reporters that after a month of understanding and comprehensive evaluation, he learned that Shanshan especially likes to pursue freshness and excitement in the workplace, and her explosive thinking habits determine that she should look for a new company. Stand at a higher position to develop the market.

What other qualities do you need to have to become an excellent talent evaluator? The reporter learned during the interview that as an excellent evaluator, especially one engaged in corporate personnel management, you should first master comprehensive disciplines such as psychology, human resource management, statistics, behavioral science, sociology, and computer science. Knowledge; it requires practitioners to have a certain knowledge structure, ability, quality and professional skills, especially knowledge of psychological measurement related disciplines; they must have a comprehensive understanding of all walks of life, as well as certain social experience and a lot of knowledge. Strong language skills and logical thinking skills, especially willingness to help others and knowing how to listen.

Tracking summary:

What is the definition of the new profession of talent evaluator?

Practitioners engaged in the profession of talent evaluators should refer to those who can organically combine modern talent evaluation technology with practical operations to effectively help employers achieve scientific and effective talent selection, employment, talent cultivation, and retention. of professionals.

What does the job of a talent evaluator include?

The job content of the evaluator includes: correctly using various professional psychological testing methods, document baskets, interviews, situational evaluations and other evaluation methods to evaluate personnel in the human resources management process of various types of organizations; accurately Interpret assessment results; make consultation suggestions and participate in the preparation of test questions for the assessment center.

Scene 2: Putting "talents" in their proper place

Yang Lu is the general manager of a professional portal website. In 2004, he and the human resources department carefully selected three outstanding candidates from hundreds of applicants: Li Lin, Wu Xiao and Chuan Jian, and placed them in the sales, marketing and human resources departments respectively, and gave them heavy sums of money for reuse. But a year has passed, and Li Lin, who returned from overseas, did not turn in a satisfactory sales performance as everyone expected; Wu Xiao, who is responsible for the company's marketing department, was full of loopholes in his year-end work summary. ; Chuan Jian, who works in human resources, is constantly complained by employees.

Should they be allowed to leave? Yang Lu decided to ask a senior talent evaluator to help with the evaluation. The evaluation results made everyone in an uproar - Li Lin, who seems to like to be sociable, is actually only good at handling human relations, and the most suitable position for him is the human resources department; Wu Xiao has been engaged in market research in the past, but his sharp and decisive judgment and His drive and years of experience in the market make him more suitable for sales work; while Chuan Jian likes to try new things, and working in an office for 8 hours a day has wiped out all his inspiration, so he is the perfect candidate for a job in the market.

After new adjustments, the three "talents" returned to office. As of July 2005, in just half a year, Wu Xiao had completed the full-year sales task; Chuanjian's market research report was well received by the industry; more than 100 people in the company praised Li Lin's humanized creativity in human resources work. .

“You are a talent, but you must be in the right position to become a ‘wealth’.” Experts say.

Having high-quality talents has increasingly become a prerequisite for determining whether an organization can have the core competitive advantage; and how can high-quality talents be objectively, reliably and fairly screened out and selected? Proper placement is also crucial. In addition to using ready-made talent assessment tools, what is more important is whether professionals engaged in talent assessment can reasonably use assessment tools and assessment methods to make correct evaluations of those being tested. This requires a team of professionals who are proficient in modern talent assessment technology - a team of talent assessors as support.

Scene 3: Talent assessment has a bright future

In recent years, the talent assessment industry has developed rapidly. Currently, nearly 70% of the more than 3,300 talent exchange service agencies across the country have added or are planning to add talent assessment as a service item. The talent assessment work in Beijing, Guangzhou, Shanghai, Shandong, Fujian, Liaoning and other places is relatively mature, while various types of organizations in other regions, especially large state-owned enterprises and state agencies, have an increasing demand for talent assessment. Many returnees have brought some advanced foreign assessment technologies and concepts back to China, and the career prospects of talent assessors are promising.

Online guest:

Ms. Xiao Ting, deputy director of the Talent Assessment Office of the National Talent Mobility Center of the Ministry of Personnel

There are less than 1,000 certified assessors

< p>Director Xiao said that according to statistics, there are more than 3 million employees in human resources and related management work across the country. There are currently less than a thousand talent evaluators who have passed our professional training and unified certification examination, so there is a considerable shortage of talent and huge room for development.

Currently, the starting salary for undergraduates majoring in psychological measurement reaches 3,000 yuan, and the starting salary for psychology graduate students with more than 3 years of work experience is more than 6,000 yuan. The annual salary of senior outstanding evaluators is even higher.

The choice of assessment tools is also critical

The reporter learned from the interview at the Talent Assessment Office that the National Talent Mobility Center of the Ministry of Personnel has been based on the actual talent assessment of various types of organizations since 2001. In order to meet the needs, a talent assessment office was established to be responsible for the development and marketing of talent assessment service projects. The center organized a large number of well-known experts and scholars in the field of human resources management, psychological measurement and talent assessment in China. It took three years to develop and test the "National Talent Assessment System", which is currently among the many assessment products at home and abroad with relatively complete functions, reliability and effectiveness. One of the talent assessment tools with relatively high degree of accuracy and relatively easy operation. Talent assessment service personnel continue to pay attention to collecting normative data and constructive opinions from users during the process of marketing and after-sales tracking services, regularly upgrade and revise products, and develop evaluations suitable for different industries and positions. Central evaluation subsystem.

Who will train talent evaluators

Talent evaluators who are worthy of the name and who understand both theoretical knowledge of evaluation and are good at practical evaluation techniques are the talents most in demand in the market. Therefore, in order to ensure the authority and effectiveness of the training and certification system, the China Talent Exchange Association and the National Talent Mobility Center of the Ministry of Personnel established a special "Talent Evaluator Expert Committee" last year to set up training courses, compile teaching materials, and test content. etc. were defined and guided. The committee members are composed of well-known domestic professors in this field and business people with rich practical experience. Over the past year, designated training units have been established in Beijing, Tianjin, Shanghai, Qingdao, Nanjing, Dalian, Zhuhai, Heilongjiang and other places.

Be careful to fall into misunderstandings

Finally, when talking about the shortcomings of the current occupational market, Director Xiao said that according to statistics, only 37.2% of companies in mainland my country have good human resources skills. Talent assessment technology has been applied in resource management, and the actual application of talent assessment technology has been relatively common among world-renowned companies that have entered the Fortune Global 500, so the gap is quite obvious. Although talent assessment work is currently recognized by more and more job seekers and companies, there are still some misunderstandings about talent assessment work.

First of all, some personnel managers do not understand quality assessment, and still carry out personnel recruitment and personnel management work without changing the methods according to their subjective impressions and superiors' requirements; secondly, some corporate leaders are unwilling to contribute to training or personnel management. If you pay more for hiring professional talent evaluators, you have not yet realized that the application of talent evaluation in corporate human resources management can meet the real needs of enterprises and individuals. Instead, you think that doing so is increasing employment costs. In order to reverse this situation and close the gap with the international community, we will continue to work hard to add new technical elements to the existing talent evaluator certification program and adopt more reasonable assessment methods to produce more talents with excellent professional qualities. Talent assessment service organization.