How Do I Choose the Best Skills Assessment Tool?

Talent assessment tools refer to the activities of measuring and assessing the basic qualities and performance of people through a series of scientific means and methods. The specific object of the talent assessment tool is not the abstract person, but the inherent quality and performance of the person who exists as an individual. The methods of talent assessment tools are included in the concept itself, namely talent measurement and talent evaluation. The main work of the talent assessment tool is to understand the participants through various methods, so as to provide a reference and basis for human resource management decisions of the enterprise organization. Help you choose the right person to systematically reduce the risk of employers caused by wrong employment.

Talent assessment tools

There are six levels of human quality: Knowledge, Skill, Social Roles, Self-Concept, Traits, and Motives. "Quality

Step 1: Resume Selection

Resume intelligent screening function across job sites, can merge duplicate resumes,

Comprehensive application direction of talent assessment tools

Any kind of talent assessment tool has certain purpose when developing, for example: career interest, career anchor is used to help people with career planning, MBTI, cartel 16PF is personality measurement, as well as IQ measurement, ability measurement, etc. Wait.

In the selection, the application considers the purpose of its own assessment, and will consider whether the scope of the assessment application provided by the other party is consistent with its purpose. If the assessment provided by the other party is a big and comprehensive thing, that is, everything can be done, then you can just throw that information into the trash can. The Beisen talent assessment tool is based on the general competency framework. It has targeted application solutions for the recruitment, selection, training, and talent reserve of personnel at different levels of the grassroots, middle, and senior levels. It comprehensively measures psychology. The characteristics involve psychological characteristics such as professional personality, professional motivation, professional interest, professional anchor (career values), management style, etc., covering a wide range. Embedded at various levels, more than 100 job templates in 43 categories and templates in various industries such as finance, computer, real estate and so on.

Continuous update of talent assessment tools

Society and people change rapidly, in other words: the goals of assessments are constantly changing. According to the requirements of psychometrics, a tool is updated every three to five years. In fact, some excellent foreign evaluation companies update their reports and evaluation models every year.

And Beisen learned from more than 4,500 long-term cooperative customers who have served for many years how to use talent assessment tools to achieve corporate strategy success. It has more than 100 doctors from universities such as Cambridge University, Peking University, Beijing Normal University, Institute of Psychology, Chinese Academy of Sciences, etc., specializing in the development of talent assessment tools. Ensure that the evaluation norms are updated in real time.

Analysis of the results of the talent assessment tool assessment report

A mature talent assessment tool should have a solid theoretical foundation and application cases, and a complete assessment report based on this. It includes not only basic assessment data, but also a large number of easy-to-understand explanations, and assist you in reading the report. data of.

The Beisen talent assessment tool covers 11 application directions including grass-roots, management, and senior-level recruitment, selection, and other applications. Under each application direction, there are several different evaluation reports for HR review, including HR reports, testee reports, Version reports, team reports, etc., each report is set up with corresponding report characteristics according to its different application directions. Including interpretation of advantages and disadvantages, employment risks, interview suggestions and other perspectives.