Human Resource Selection Method Study note _ Talent Evaluation Method

Subsequent Study Notes: Selection of human resources; Study Notes _ job competency model

 

What is talent evaluation? It is to apply the principles and methods of psychology, management, surveying, examination, system theory, computer technology, and other disciplines to the knowledge level, Ability Structure, moral character, and personality characteristics of talents, it is also a system of optional methods for measuring and evaluating various qualities such as career tendency and development potential.

 

(1) Written Examination

The written test is mainly used to evaluate factors such as knowledge, statistical work ability, logical reasoning, text expression, and independent judgment ability.

The written test method is characterized by unified scoring standards, which can effectively control the errors in each link in the test process. The disadvantage is that it is difficult to test the examinee's actual working ability and certain operation skills.

Applicable positions: For departments with professional restrictions, such as finance departments and R & D technical departments, the first level for candidates is to take a written examination. If a written examination fails, you cannot enter the interview.

 

(2) interview method

This is the most commonly used recruitment method. Theoretically, the interview method can be divided into two types: Oral and performance tests, an interview is an effective evaluation of the examinee's knowledge, intelligence, skills, skills, quality, interpersonal relationships, verbal skills, interests, hobbies, and moral character in real scenarios.

The advantage is direct, simple, and flexible. The disadvantage is that most of the interviews are one-to-one individual tests, which are time-consuming and labor-consuming. They are easy to be influenced by the emotions of the candidates and the examiners. What may be tested is not a real result.

There are two main interview methods: structured interview and non-structured interview.

 

1. structured interview

That is, all questions are standardized, and all candidates are the same, but there will be some changes in the way they ask questions and the content and composition of the questions, however, content cannot be changed at will, and the evaluation criteria and scoring methods are strictly stipulated and shall not be changed at will.

 

2. unstructured interviews

It means asking questions randomly and subjectively, asking questions temporarily without preparation in advance. Many interviews are combined with these two methods.

 

(3) Psychological Test

An effective way to test people's mental qualities, such as intelligence, potential, temperament, personality characteristics, and interests, is to use a psychological scale.

The psychological testing method is a good product. It takes more than a decade or even decades to develop all the psychological evaluation tools. The local human resource management practices are too short, it is too late to extract such a tool. Currently, the Applied scale is based on the model points of Westerners. Its reliability and validity should be questionable. Therefore, it can only be used as an auxiliary tool, it cannot be used as the veto power.

The famous British philosopher Bacon once said that humans have been able to think about themselves since thousands of years ago, and still do not know themselves after thousands of years. Therefore, when we simplify the work of selecting people and human resources into a mathematical formula of 1 + 1 = 2, we will make mistakes.

Therefore, the psychological test method can only be used as an auxiliary tool.

 

(4) Evaluation Center Method

This method may be used more in recruitment interviews. It includes a variety of evaluation activities centered on evaluation management quality. The evaluated person is required to assume a role in a simulated scenario.

Several evaluation center methods:

 

1. Document box test

It is to simulate the real work scenarios that a candidate may face in the future. The candidate plays a specific role within the specified time, to process a batch of documents consisting of documents, letters, memos, and instructions from superiors, you must make decisions based on your own experiences, abilities, and styles to test your abilities in simulated scenarios, in order to deduce its potential and ability in real work situations.

 

2. Scenario Simulation

Is a more challenging test. It simulates a life or work environment and requires candidates in such special circumstances through competitive scenarios such as no leading group, the psychological qualities and potential abilities of candidates are objectively examined through various complex situations of competition, conflict and cooperation with other members of the group.

 

3. No Leading Group

Arrange a group of people who do not know each other, usually from 6 ~ 8 members form a temporary task group and do not specify the task owner. Please freely discuss the given task and come up with the group's decision-making opinions. The participants observed the performance of each subject during the discussion and examined their abilities and characteristics in terms of self-confidence, verbal expression, organizational coordination, insight, persuasiveness, responsibility, flexibility, and group spirit.

 

[Case]

To test a person's values, design a scenario:

One day in December, these people sailed on a passenger ship in the Pacific Ocean, everyone should consider the values of loyalty, integrity, kindness, sincerity, generosity, humor, cooperation, affection, friendship, responsibility, creativity, Health, Education, tenacity, adventure, and excellence, select four values that are most important to you. The enterprise's values can be written into the system to see if he chooses four of the most important values for him.

Unfortunately, the ship hits the iceberg. The captain said, "You only need to throw away one of your values and you will be able to live ." After throwing away one, you have to throw it to see what it is, and then it may hit the iceberg again. You have to throw it to see what it is. This loop shows which one is left at the end.

 

This is a way to test the value. It is to test what this person is most important to, what he chooses, and what he drops, then let's see if it matches the company's values. This is just a test method and cannot be completely determined or rejected. After testing from other perspectives, work together to determine whether the value of this person matches the Enterprise.

 

Behavior interview

 

What is behavior interview? It is to use past behaviors to speculate on future behaviors, so as to determine whether the applicant is suitable for the position and use past behaviors to speculate on future behaviors, this is an interview based on behavioral events.

(1) What is behavior interview?

A structured questionnaire is used to interview candidates. It aims to find out the qualities or key competencies demonstrated by the candidates in the past, which is consistent with the qualities or key competencies required by the current position, it is a way to determine whether a candidate is suitable for the position by speculating on his future behavior from past behaviors.

 

(2) how to control the key points of the interview

Take control of the key points, and the effectiveness of the behavior interview is very large.

 

1. design behavior interview questions

Design questions based on the company's core values and key competencies. That is to say, job evaluation. For example, if corporate values are hard-working and serious, then we need to design some questions to test these values.

The key competence of a job should also be designed to examine the dimensions.

The star tool is used to design interview questions:

What was the current situation of situation?

What is the target?

What action plans does action take?

What is the final result of result?

 

2. design behavior interview outline

Allow the applicant to vividly describe his or her own experience, describe the details of the event and the role in the event.

 

[Case]

When recruiting a sales manager, you can ask him to give an example: What was the most difficult customer to deal with recently? What are your goals, methods, and final results? What did you say at the time? What did customers and customers say?

Candidates can share their experiences with each other based on the current scenario. If you have not worked in sales, you can only compile it.

 

In this case, the questioning method can deepen the work and make it easy to understand.

Therefore, the outline of the design question is very important, and it is an open question. Let it describe the process, instead of simply answering "yes" or "no". It is necessary to describe the process.

 

3. Follow the questions and form to ask questions.

The applicant will answer and explain relevant events in detail. The behavior interview is also a method of structured interview, with a structured interview questionnaire.

 

4. Give a certain period of time for the applicant to raise a question

For example, you can give a chance to ask three questions to see which three questions the candidate will ask. In this way, you can test the level of question asked by the candidate. The level of question asked is relatively low and the level of question asked is not that high, you can also test to find out what the candidates are most interested in.

 

5. End the interview

Check the interview record, compare the results, score the scores, and determine whether to hire.

This is the key aspect of behavioral interviews.

 

Description of the Sales Manager Behavior interview questionnaire:

 

Assume that a sales manager's behavior interview questionnaire is designed for an enterprise that emphasizes "seriousness" and "hard work" in its culture.

 

(1) key competency: Customer Management

Problem:

Explain describes the most difficult customers you have met over the past year. How do you ensure your satisfaction? What did you say? What have you done? How long does it take? (What was the original saying at that time ?)

When you take over a new customer group, how can you make these people your fixed customers?

Which of the following do you prefer when you deal with existing and new customers? Why?

 

(2) key competency: Influence (IMP)

Persuade and convince others to accept new plans.

 

1. Problem

What measures have you taken to enable your superiors to smoothly accept and support your suggestions for a specific project at work? Please describe it.

Æ how do you influence (encourage) your subordinates to ensure their goals are fulfilled?

Æ how have you affected major customers to sign the largest sales list?

 

2. Key inspection points

Prepare necessary information to support your opinion;

Æ strives to understand the customer and transmit information suitable for the customer;

Explain can effectively persuade and influence others.

 

(3) key competency 3: Team Cooperation (TW)

That is, they can unite their colleagues and work closely with them to complete their tasks.

 

1. Problem

Æ how do you establish a collaboration relationship with people from relevant departments? Or, tell us about the conflict between your department and other departments due to inter-department coordination. What do you do? What role do you play in this process?

When the department in charge accepts an important task, you first hand over the work to your employees to propose a solution. Please describe how they usually work?

 

2. Key Points

Provide as much support and cooperation as possible in the team;

Everyone is proud to be a member of the team;

Æ clarifies the roles that you play in the team and gives full play to your expertise to contribute to the team;

Everyone treats Team partners with an appreciation, trust, and support mentality, and works together for the team's goals.

 

(4) Position key competence 4: decision-making ability

Focus on relevant or important goals and make decisions that help you and others keep moving forward.

 

1. Problem

Explain describes a decision that best reflects your ability to work.

What was the situation at that time? What is the decision? What is the result?

 

2. Key Points

Priorities determine priorities for yourself and others;

Æ actively and effectively works in a highly chaotic or complex environment;

Attention is given to the sensitivity of key decisions;

Æ quickly responds to trivial matters.

 

(5) position 5: Execution Ability

The ability to implement plans and achieve results efficiently by adopting innovative and strict management behaviors.

 

1. Problem

Explain describes the BEST task you have implemented.

What was the situation at that time? What is the solution? What is the result?

 

2. Key inspection points

Prepare a feasibility plan;

Æ understand the intention of the superior and clearly convey it to the subordinates;

The most reasonable way to use resources;

The supervisor monitors and guides the execution of the plan.

 

(6) Position key competency 6: enterprise core values and spirit

What values do you advocate? How do you understand that you should have the spirit of "hardship" and "seriousness" when doing things (for example, there are two requirements in corporate culture )? For example.

Who are the entrepreneurs you most admire/worship? Why? Or what do you like about him?

 

(7) other key competencies

✓ Market research capability

Pipeline channel development capability

Self-built

Load Endurance

Butler communication skills

Cost control capability (for example, how much does it cost? Give a reason)

This is a general behavior interview questionnaire for sales management personnel. It should be archived after the design. Each time the recruitment is conducted, it should be fine-tuned based on the actual situation.