The recruitment interview adopts the evaluation method of "document processing"

Resume analysis is to understand a person's growth process and work performance according to the facts recorded in the resume or file, so as to have a certain understanding of his personality background. Through the analysis of past experience, we can know the past behavior of individuals, and we can also get very valuable prediction data. In recent years, this method has been paid more and more attention by human resource management departments, and it has been widely used in human resource management activities such as personnel selection.

Resume analysis can predict the candidate's future work. The main theoretical assumption and basis of talent evaluation method based on resume data analysis is that' an individual's past can always predict his future to some extent'. The advantage of this talent evaluation method in talent evaluation lies in its high predictive power, which can realize multi-dimensional and low-cost objective evaluation of the tested people. It can not only be used for the preliminary examination of personal resume, but also determine the weight of each content in the resume in advance according to the level of job requirements, and take the total score of the evaluated person as a reference for talent selection, education, use and retention.

Resume analysis is based on the self-report of past experience and behavior, so there are the following problems, such as: the authenticity of resume filling: the omission or distortion of content data may be caused by the memory error or deliberate deception of the subjects; The predictive validity of resume analysis will be lower and lower with the passage of time, which requires human resources departments to selectively screen resume content when analyzing resumes.

Second, the written test

Written examination is the oldest and most basic way to evaluate talents. The written test here, as its name implies, refers to various tests conducted on the subjects in the form of paper and pen in recruitment. It is mainly used to test people's basic knowledge, professional technology, management ability, reasoning and comprehensive analysis ability, writing ability and so on. Such as personality and career orientation: MBTI test; Cognitive ability: intelligence test; Personality test, interest test, value scale and so on. It has high validity and objective evaluation in measuring knowledge and thinking analysis ability, and can be widely used in talent selection and preliminary screening of employment procedures.

Third, the interview

Interview is an examination activity to measure and evaluate the ability and quality of personnel. Specifically, the interview is an examination activity designed by the organizer, with the examiner's face-to-face conversation and observation of the candidates as the main means to evaluate the candidates' knowledge, ability, experience and other related qualities from the outside to the inside. The interview provides a two-way communication opportunity for the company and the applicant, so that the company and the applicant can get to know each other and make a more accurate decision on whether to hire or not.