Improve recruitment evaluation

(1) Are all the competency indicators contained in the competency model of a given position necessary and do they contain all the necessary discriminatory competency characteristics?

(2) Are the behavioral indicators of each ability accurate and clear?

(3) Is advertising positioning appropriate? Is the content reasonable? How big is the audience? What practical results have been achieved?

(4) Does the design of the application form cover the ability requirements of the main positions? Are the questions designed in the form highly related to the ability characteristics of the exam?

(5) Are there loopholes in the planning and preparation of behavioral interview process? Has the design of behavioral interview theme reached the expected level? Can you test all the abilities you want to test

(6) Are the interviewers and related personnel effectively trained? What obvious mistakes and shortcomings did they make in the interview?

(7) Is the background investigation conducted as required? Is there a phenomenon of going through the motions What practical results have been achieved?

(8) Are the various selection tools used effective? How do candidates view the whole recruitment and selection process? What useful opinions and suggestions did they put forward?

(9) Is the selection criteria lowered? What are the subjective and objective reasons?

(10) Is there any situation where the candidates failed to report for duty after the employment notice was issued? What is the reason?