Third Party Evaluation Of Workplace Recruitment

The use of talent assessment technology is mainly used for social recruitment, selection of internal backup talents, leadership evaluation and development, campus recruitment and promotion of internal promotion.

The third party assessment is to test the professional ability of the third parties to candidates outside the recruitment unit and candidates.

This includes not only job seekers professional personality, occupation interest, psychological quality test, also includes job seekers' foreign language, business knowledge level evaluation.

Wang Yanfen is director of the human resources department of a high-tech enterprise. As a company engaged in IT industry, talent is the foundation of development. How to select talents has become the top priority of Ms. Wang's work.

Compared with the traditional recruitment methods, they have introduced the third party occupational test.

After screening the resume, they will issue an account number and password to the eligible person, and enter the evaluation system specially designed by the third party company through the login website.

In addition to seeing the applicant's answer score and the overall evaluation of the applicant, the company recruiter can also categorize the detailed analysis of the recruiter.

"The third party evaluation system has been very helpful to us," Ms. Wang affirmed to the third party evaluation. "This kind of test pays much attention to scientific data analysis, which is much better than just CVs and face-to-face interviews. The analysis results are also very detailed."

Ms. Wang said that she used to write very well on her resume, but there were many differences in actual interviews.

"Now we use English test questions, we have tested the English proficiency of candidates. We have both professional knowledge tests, comprehensive tests like civil service examinations, and psychological tests.

Judging from the effect of these years, it is still good, and the cost of recruiting has also been reduced. "

Huang yqun is a graduating graduate student this year. He is still running around for work.

As a graduate of 211 universities, Xiao Huang studied hard during school.

Speaking of the third party career assessment, she is no stranger to it. In her job search process, the evaluation has gone through numerous fields.

At first, she had some interest in the third party test. "When I first started looking for a job, there were always large companies asking applicants to answer a complete questionnaire, especially some foreign companies.

There are various problems.

It was taken seriously at that time, but then it was too much to eat. "

Xiao Huang said, "this kind of testing is full of various contents, complicated contents, personality tests, foreign language visits and career orientation. It takes two hours to complete a set of questions, and it takes up a lot of time to do exercises every day."

However, Xiao Huang does not seem to fully recognize the effectiveness of the third party assessment.

"At the very beginning, I think that only a resume and an interview may involve a lot of subjective elements. This test is just a fair opportunity for everyone.

But after finishing the test, I think it's not reliable. This is not a college entrance examination question. Who can guarantee that the design of the subject is very scientific? I sometimes encounter problems that I can't understand.

Xiao Huang said there were also doubts about the effectiveness of the third party assessment.

She often exchanges experience in answering questions on this forum. Some students say that it is unfair to let some candidates lose their interview opportunities only through third party tests, and the answers to some questions are also related to the thinking and cognition of the candidates at that time.

Experts: the third party assessment is only a means.

As the saying goes, "no matter how talented people are."

Can job seekers be measured by a single questionnaire? Luo Xin, a career expert, says that the third party assessment is only a means to give full play to its advantages no matter employing units or job seekers, but can not overemphasize its role.

Mr. Luo said that for job seekers, they should go out of their misconceptions and take the initiative to make good use of the third party assessment instead of waiting for passive testing.

Before you apply for a job, you can improve your self cognition through the third party assessment, discover your strengths and interests, and see what you are suitable for, so as to make a wise career choice.

At the same time, when you answer your questions, you must set your mind on it. You must not answer it for a high score. The result can not describe you accurately.

Recruitment units should also get out of the misunderstanding. Mr. Luo stressed that although the third party assessment can see a person's general outline, it can not only determine the level of a person through evaluation alone, but it can only injure many people.

Because of the large number of job seekers, the recruitment cost of many units is relatively high, and this kind of psychology can be understood through this way. But in the old saying, "a thousand li horse is often there, and bole is not always there", it is difficult to find talent itself. The third party evaluation is just a means to find the right talents, and it needs more efforts in other aspects.