Advantages and disadvantages of talent evaluation methods

Advantages and disadvantages of talent evaluation methods

The key to recruiting and retaining outstanding talents is to have a comprehensive understanding and understanding of him. In order to understand and know talents, many employers have adopted various evaluation methods. It should be said that each method has its reasonable side, but of course it also has its limitations. Let's compare the advantages and disadvantages of several commonly used talent evaluation methods.

I. Application Form:

Application form is one of the most commonly used methods for talent quality evaluation, and it is the first step of talent evaluation procedure to require applicants to fill it out truthfully. If the information provided by the applicant is true, it is objective and accurate to evaluate the basic situation of the applicant according to the application form. But if the applicant provides false information, the evaluation result will undoubtedly be biased.

Second, resume analysis:

Resume file analysis is to understand a person's growth process and work performance according to the records of the file, so as to have a certain understanding of his personality background. Generally speaking, it is an effective, reliable and low-cost quality evaluation method. However, if the records in the file are incomplete, or the person who fills in the file does not fill in the file truthfully, it is impossible to fully understand the real situation of this person through the resume file.

Third, comprehensive knowledge paper and pencil test:

This talent evaluation method can effectively measure basic knowledge, professional knowledge, management knowledge, comprehensive ability and written expression ability. However, it is impossible to comprehensively examine the work attitude, moral cultivation, organizational management ability, oral expression ability and operational skills of the candidates. Therefore, the paper-and-pencil test must be combined with other talent evaluation methods to make up for its shortcomings.

Fourth, psychological test:

Psychological test can evaluate the ability characteristics of candidates and predict their development potential, and can also evaluate candidates' personality quality and professional interest. However, the results of psychological tests often depend on experts' explanations, and because many test questions are obvious, it can make it easier for many job seekers to exploit loopholes, and they can often easily make themselves look very suitable for a job. Moreover, due to some evaluation software, in the actual operation process, the test results of the evaluated people are often almost the same.

Verb (short for verb) Interview:

Interviews can be divided into open interviews, semi-structured interviews and structured interviews. The interview is characterized by examining the interviewee's ability to analyze questions, practical experience, thinking agility and language expression according to the answers to the questions asked on the spot, and observing the interviewee's appearance, temperament, emotional stability and adaptability according to his behavioral characteristics. But the disadvantage of the interview is that only a few questions can be asked at a time, it is difficult to score objectively and accurately, and it takes a long time. Therefore, interviews are generally conducted after other tests to save time and manpower.

Six, the evaluation center technology:

The evaluation center technology is a new talent evaluation method of modern personnel quality evaluation, and it is one of the more widely used methods in cadre evaluation in recent years. It puts the assessed in a simulated situation and adopts various evaluation techniques to observe and evaluate the psychology and behavior of the assessed in this simulated work situation, such as discussion without leading group. Because the evaluation center conducts a comprehensive survey of employees in various ways, the evaluation results are reliable and the prediction validity is high. However, its cost is relatively high, and if the technology of the evaluation center is used on a large scale without sufficient research, the evaluation quality will be greatly affected.

Seven, handwriting analysis technology:

Handwriting analysis and evaluation is a newly developed talent evaluation method in recent years, which is still controversial in China. People who use it say it's good, while those who disagree say it's a superstitious thing. According to Mr. Gao Jiafeng, a handwriting scholar in the Pearl River Delta region of Guangdong Province, compared with the above-mentioned talent evaluation methods, handwriting analysis has the characteristics of simplicity, objectivity, convenience, high accuracy and strong personalization. However, there are obvious problems in handwriting analysis and evaluation, such as the lack of standardized operation methods, which are often determined by the personal habits of handwriting analysts, and the accuracy of analysis results is also related to the level of analysts. Moreover, at present, there is a lack of experts in handwriting analysis in China, which makes it difficult for many people who want to analyze handwriting.

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