What Is an Interview Evaluation Form?

Talent assessment is "an activity that measures and evaluates the basic qualities of human beings and their performance through a series of scientific means and methods" and applies them to the fields of enterprise management such as organizational development and talent management.

Talent Assessment

According to psychologist Ori Owens: Most people hire people they like, not the most capable ones, and most decision makers make a decision on whether to hire within the first 5 minutes of the interview. And put

The word personality was translated from Japanese Personality by Japanese scholars and then introduced directly into China. It is derived from the Latin Persona, originally referring to the mask worn by the actor during theatrical performance, and then extended to characterize the role of the actor. According to the functional classification of psychological tests, personality tests are mainly used to measure personality, temperament, interest, attitude, morality, emotion,

Talent assessment is both young and old. It is said that it is young because the theory and technology of talent assessment in modern science have been formed and developed since the beginning of this century, and have received more and more attention. China began using examinations to select officials more than 2,000 years ago.

1. Recovery phase

From 1980 to 1988, the application of psychological tests during this period was mainly limited to education.

Talent assessment (PERSONNEL APPRAISEMENT)

Combination of universality and particularity

Modern talent assessment is conducted for personnel in a certain position or position. This requires that when designing assessment elements and preparing assessment standards, one must follow the technical requirements of the assessment project, and on the other hand must fully reflect the characteristics of the job or position. Claim. Careful job analysis is an important basis for rational selection of evaluation elements and guarantee of evaluation effectiveness.

Combination of measurement and assessment

When statistically processing the evaluation information and interpreting the evaluation results, pay attention to the combination of measurement and evaluation. Measurement is the quality of personnel or

Talent assessment is a scientific method of systematically and objectively measuring and assessing human abilities, personal characteristics, and behaviors through the comprehensive use of subject knowledge in psychology, management, and human science. It is a service that provides a scientific basis for recruiting, selecting, deploying and evaluating talents, and improves the efficiency and effectiveness of individuals and enterprises. It plays an important role in human resource management and development, which is mainly reflected in the following five aspects:

1.Contribute to talent selection and use

The traditional selection method has strong subjectivity and randomness, which often leads to the unfavorable consequences of employees not adapting to the job and floating people. The use of talent assessment technology can comprehensively understand the quality of people, so as to achieve the choice of people, match jobs. When an enterprise is required to recruit talents from the outside, talent assessment can be used to grasp the qualities of the applicants, so as to select the best candidates. When personnel adjustments are required within an enterprise, talent assessment can serve as an important reference basis for such adjustments, thereby helping people to make the best use of their talents.

2. A comprehensive survey of human resources

Traditional human resource information generally includes simple information such as gender, age, and education. However, in the fierce competition in modern society, such information is not enough, because the information cannot fully and accurately reflect the quality of personnel, and it is more difficult to judge whether the applicant can meet the needs of future development.

Therefore, the census of modern human resources includes not only traditional natural information, but also information on the quality of personnel such as their ability level and personal characteristics. It can also be commonly referred to as the "quality" file of personnel. Enterprises can conduct targeted training according to the overall ability structure and characteristics of existing personnel, and rationally use and manage according to the characteristics of personnel.

3. Helps provide evidence for team building

A good team is not a simple addition of one member, but a reasonable quality match and strong cohesion among its members. Talent assessment can provide a good basis for building a good team.

4.Contribute to self-awareness and development

For individuals, talent assessment can help individuals understand themselves and know where their strengths and interests are, so as to promote strengths and avoid weaknesses in practice, and help individuals to design career and career development and achieve better self-development.

5.Conducive to the work of managers

For managers, the performance of managers always depends in part on the performance of their subordinates. Employees without proper ability cannot work effectively and affect the development of their own work. Talent assessment can help managers quickly understand the actual capabilities of employees and provide diagnostic information for staff training.

Talent assessment technology can be used not only for the recruitment of national civil servants, the selection, evaluation and evaluation of party and government leaders, but also for the promotion, promotion, evaluation and training of personnel in enterprises and institutions, as well as employment guidance and employment for graduates. Personnel work transfer, job change, career change, business performance evaluation and assessment of the leadership team. From the purpose of evaluation, it can not only comprehensively test and evaluate a person, but also test a single ability of a person.

Talent assessment analyzes individual behaviors and intrinsic qualities through scientific methods. It provides a reliable and objective basis for personnel decisions, provides reference recommendations for personnel decisions, and is a basic tool for personnel decisions.

"Phase Art" of "Bing Jian" Talent Evaluation:

How to use people, especially how to use people, is very knowledgeable.

The wisdom of "Bingjian" integrates the Eastern Book of Changes, bone science, psychology, talent studies, and strategy studies. It comprehensively observes and summarizes a person's external mood, spirit, eyebrows, bones, complexion, rigidity, sound, and appearance, and then deeply explores its internal thoughts, beliefs, will, action, interpersonal, temperament, ability , Personality characteristics and style of work, and then use the amount of talent, people do their best. It is different from the common low-lying, vulgar, mechanical, one-sided, and fateful art of rivers and lakes. It is an extremely complicated art of talent evaluation and selection. It can be called the Mahayana classic of ancient Chinese talent strategy and talent selection wisdom. Furthermore, from another aspect of the wisdom of Bingjian, it is still a great wisdom for all successful people to help others to see others, to understand themselves, to transform themselves, and to achieve success.

In addition, from

After nearly 10 years of development, with the further development of talent assessment technology in China, a large number of enterprises have invested in the research and development of talent assessment technology, from the compilation and revision of the scale to the dynamic modification of the norm. And more and more companies are adopting

Life attributes (Life Attributes) are based on their unique life equations, each individual in the entire life process of birth, growth, aging, and demise, in all aspects of performance. There are no two identical leaves in the world, nor are there two people with the same life attributes. Individuals with different life attributes have different congenital constitutions, intellectual advantages, temperament, time and space characteristics, thinking patterns ... Simply put, the life attribute is the sum of a person's overall psychological (psychic) and physical (physical) characteristics. The application and development of talents are closely related to psychosomatic characteristics.

One of the misunderstandings: The talent assessment tools compiled into computer software are the most scientific and advanced.

In fact, whether the talent assessment tool is effective is not computer software, especially some service companies that are simply pursuing short-term profits. They will put together some test questions and sell them to enterprises to evaluate the quality of people. For a series of tools, the low technical indicators are self-evident. A mature assessment tool cannot be developed without three, five or even more years. Everyone works hard to improve the quality of the test tools, and really improve the validity and reliability of the test.

Quality Evaluation of Marketing Staff Based on Recruitment Purposes

I. Formation of Evaluation Team

By analyzing the talent needs of the company and the job responsibilities of the marketing staff, it is necessary to understand the necessity of implementing quality assessment. From this, set up this quality evaluation team. Generally speaking, a quality assessment team is made up of recruited team members plus an invited assessment expert.

For staff without experience in personnel quality assessment, training needs to be implemented.

Competence of mobile marketing staff

Through job analysis, literature search, and behavioral event interviews, determine the eight qualities of knowledge level, interpersonal sensitivity, interpersonal affinity, emotional control, resilience, willpower, persuasive and communication skills, listening and feedback skills Competency elements.

3. Select the evaluation method and prepare the evaluation tool

Willpower is an important and essential quality for marketers. Using psychological testing alone can eliminate some candidates with weak willpower in advance, thereby improving recruitment efficiency. The remaining seven assessment elements can be assessed using interview methods.

A willpower test

The strong-willed person will find ways to overcome difficulties and get the job done; the weak-willed person will try it out. Willpower is also an important consideration for hiring sales talent. The assessment scale can help measure the willpower level of the person being tested.

Interview method

Establish an evaluation system for interviews

Investigate the relative importance of competencies

Questionnaires can be used to organize assessors to score the importance of the elements independently.

After the survey, use the arithmetic average to calculate the average score of each element, and calculate the weight of each element. First add up the average scores of all the elements, and then divide the average score of each element by the accumulated points.

Describe the competence of the elements and establish an evaluation system

Consult the quality dictionary, describe the competence of the quality elements, and provide an evaluation basis for evaluating the performance or behavior of the testee in the interview

Develop an outline for the interview

Develop interview evaluation form

Fourth, the implementation of quality assessment

This quality assessment is mainly divided into two parts. The first part is the willpower assessment, which can be implemented collectively, and those with a score below 90 can be eliminated in advance. The second part is an interview, which needs to be conducted separately.

Willpower assessment

First of all, according to the number of applicants, select the appropriate test location and arrange the test room.

Second, prepare the materials needed for testing.

Then, you can arrange for the test person to enter the venue, announce test precautions, and read test instructions.

Finally, count for 20 minutes.

2. Interview method

First, the evaluation team interviewed the testees one by one. The interview process can be presided over by one or two people, and other personnel pay attention to observe the response and behavior of the person under test, and make a simple record in the "Marketer Interview Evaluation Form" as a basis for scoring.

At the end of each interview, each assessor should immediately give a separate rating to the assessee. After the scoring, discuss the reasons for scoring each other. If there is too much difference, you can score again to obtain evaluation data.

Fifth, statistical processing evaluation data

Collect all the evaluation forms, use the arithmetic average method or other methods to calculate the individual element scores of the person under test, and summarize them into the "List of Persons' Score List", so that the following two data can be calculated: all the items under test The factor's average score and the weighted total score of the person under test.

Six, analysis and evaluation results

The individual element scores of the test personnel can reflect the average quality level of all the test personnel, as well as the gap between each test personnel and the average quality level.

The weighted total score of the person under test can reflect the comprehensive quality level of the person under test.

Report the evaluation results

According to the evaluation results of each person under test, a specific evaluation report is obtained, and corresponding suggestions are provided for reference by decision makers.

Studies have shown that with the increasing demand for talent assessment applications, the development of new talent assessment methods, and the increasing number of institutions engaged in talent assessment research and services, the Chinese talent assessment industry has entered a stage of prosperity and development. Behind foreign countries, the development of evaluation tools has roughly gone through a process of direct reference, revised reference, and independent research and development. Experts continue to call for the measurement tool technology to be localized and research and develop various evaluation technologies based on China's actual situation. Therefore, in the evaluation practice, there are still some disadvantages.

(I) Lack of standardization and evaluation of talent assessment tools

external

Personnel evaluation is of great significance to the effective development and use of human resources, personal employment and career development.

The starting point of enterprise human resource management

Hiring an unsuitable employee for entry will destroy the harmony of the entire team and reduce work efficiency. Therefore, the human resource management of an enterprise starts from the first link of employee recruitment. How to improve the success rate of recruitment, increase the output benefit of training, reduce the cost of personnel work adaptation and training and capacity development is a problem that all human resources departments must seriously consider.

However, due to the lack of scientific and quantitative characteristics, the traditional recruitment methods mostly use subjective speculation as the first method to check the comprehensive requirements of the recruiters. Therefore, they lack scientificity and cannot select the correct recruiters for suitable positions in enterprises.

Therefore, from a scientific point of view, modern enterprises use talent assessment as the quality inspection key in the recruitment process. Comprehensively and scientifically evaluating the personality and work quality of job applicants, it is possible to comprehensively and systematically obtain various personality and job quality characteristics of job applicants, and obtain matching information corresponding to the job applicant and the position. , You can assign the most suitable position to the most suitable candidate. Through scientific quantitative management, the influence of subjective factors on job applicants' judgment of personality and personality has been ruled out to the utmost. Scientific evaluation has greatly improved the efficiency of human resource development in enterprises.

The basis of scientific human resource allocation

There are no useless people, only people who are misplaced. Only by knowing what employees can do and what they are inclined to do, clarifying what knowledge and skill bases are required for a certain position, and what kind of working qualities are required from practitioners, can we effectively determine the matching degree of talents and positions.

Through manpower evaluation, we not only understand the matching degree of ability and job requirements, but also understand the matching degree of job motivation, personality and temperament characteristics with job development, and realize the scientific configuration of people and affairs, thereby eliminating subjective assumptions in these personnel arrangements The disadvantages.

The traditional personnel configuration mainly relies on the manager's experience analysis and subjective judgment, such as just based on the academic qualifications of job seekers, etc., the result is often that things are not suitable for the people, people do not commend things, and personnel are consumed internally. Even some people use spouse as a means of giving love, pulling relationships, walking through the back door, and cracking down on revenge. They are only relatives, only powers, only benefits, and only money. It is used, the buried material is not used, and the large material is used small.

And through human evaluation, which is a form and method of human resource management that is scientific and common in developed countries, it can effectively realize the automation and openness of the personnel selection system, and help to eliminate unhealthy practices in personnel management, and help enterprises Human resource management provides scientific and reliable reference.

An important tool for enterprise human resource development and utilization and optimization management

Personnel selection and employee development are important responsibilities of an enterprise's human resources development department. It includes three aspects of work: first, recruiting employees, selecting from the job applicants who agree with the company's culture and values, meet the various requirements of the post, and have potential for development; enter the company; Employees enter management positions; the third is to carry out career development planning and guidance for employees.

However, in terms of manager selection, it is the most economical and effective way to build a management team when talents with management potential are found inside the enterprise, and they are reasonably cultivated and used. It is also a practice generally adopted by major multinational companies in the world. The internally selected managers are a valuable asset to the company in terms of identification with the corporate culture and matching of management styles, which helps the management team to become a united and combative collective.

The traditional management of human resources in many enterprises is basically a materialized "warehouse management". The management staff materialized each employee into a file bag and used it as a material to build a personal file like recording the model, performance, price, etc. of the equipment. "Live" human resource management has become "dead" archival storage. The differences between people can only be seen in the differences in gender, age, position, and type of work, but not in quality.

At the same time, talent assessment enables companies to formulate employee development directions and training plans, enables each employee to clarify his own development path, and enables the company to implement targeted training plans based on the development direction of each employee and develop for each person. Provide training bases and training plans. Provide the basis for enterprises to use their talents, avoid their weaknesses, learn from each other's strengths, optimize the combination, and guide the potential of training developers based on the evaluation results, and carry out training in a comprehensive and systematic manner.

Personnel assessment is the guarantee to strengthen the competitiveness of enterprises

The 21st century will be the century of high-tech competition. New technology revolutions around the development and application of microelectronics technology, communication network technology, biological engineering, optical fiber, aerospace engineering, marine engineering, and new materials and new energy are emerging around the world. It has brought about a leap in social productivity. Under the conditions of the new technological revolution, science and technology are increasingly becoming productive forces. Human intelligence, especially human technological creativity, has increasingly become the most important factor in the development of productive forces.

This has led to major and clearer changes in management models in the relationship between high-tech employees. An employee is no longer just an employee. His internal intellectual resources can be transformed into a part of the owner's rights and interests. The company will increasingly adopt a partnership approach to manage the work of the employees in order to achieve the company's work goals. Because of the inherent nature of the employee's intellectual resources, he will cause an important productivity flow in the company as the company s personnel move, and the variability of the business model and competitiveness of the company will increase. And competitive stock options. The partner's management model pays special attention to whether the professional value of employees is consistent with the company's long-term development goals.