Besides the application of talent assessment in recruitment, what other scenarios are applicable?

Talent evaluation often appears in HR workflow and is applied in many scenarios, but it is usually carried out around the "selection and retention" of talents. The recruitment you mentioned is mainly used in the selection stage and belongs to the most basic application.

Because our few contacts with candidates come from resumes and interviews, we can join the talent evaluation link in the recruitment stage, adopt scientific talent evaluation methods, processes and tools to help enterprises make evaluations quickly, strengthen the understanding of candidates' advantages and disadvantages, and find the talents who match the top management and important positions as much as possible, not just through resumes and interviews.

At the same time, for candidates with high matching degree, it can also provide corresponding reference for their later training to help them quickly integrate into the organization. This kind of assessment is generally personality or professional interest assessment, such as MBTI professional personality test, type 9 personality, big five personality, DSIC personality assessment and so on.

In fact, the core value of enterprise talent evaluation lies in that the evaluation data can help enterprises scientifically build teams and build high-performance organizations.

Create a high-performance organization

Talent evaluation can be applied to many aspects of enterprise talent management, such as enterprise performance evaluation, annual year-end evaluation, 360-degree evaluation commonly used to optimize the construction of enterprise talent echelon, job matching survey, irregular employment survey, satisfaction survey, etc., which are all the contents that HR may come into contact with in daily work.

This kind of work is usually initiated by all employees, and it is more instructive to evaluate the validity of data. According to our many years' experience in serving the top 500 enterprises, some complicated 360-degree evaluations are done manually, even taking a month. From project initiation to evaluation model design to invitation evaluation to data analysis, it takes a lot of manpower costs, but it is still difficult to get effective evaluation data, which is a headache for many HR friends ... With the advent of the Internet era, more and more enterprises begin to use efficient evaluation tools or systems to evaluate talents.