Generally, online evaluation will brush a group of people first, but the evaluation criteria of each company are different, so it is not known how to brush people.
It may not be the same as the title you applied for. Before, the school recruitment position was the front end, and there were many logic questions and programming questions in the online evaluation topic. This kind of topic will produce objective results, but if the results are not good, it will be brushed off. However, the difficulties of different enterprises are quite different. I have done several sets of real questions in the ape circle before, and the scores of each enterprise still vary greatly.
Many enterprises like to use IQ evaluation in campus recruitment, and then customize campus recruitment evaluation products according to the quality model of enterprises. For example, labor-intensive production enterprises, high-tech or financial enterprises under great pressure will adopt mental health assessment in campus recruitment, and some enterprises will conduct offline interviews on quality models (such as Procter & Gamble and Vanke). ), and enterprises can choose Shuangzhi's campus recruitment standard assessment products.
The annual campus recruitment is a tough battle for HR, and this year, the battle will be even more difficult.
According to the survey, with the development of technology, most recent graduates have learned to use tools to submit resumes in large quantities, resulting in 78% of enterprises needing to handle 50% more applications than the previous year; At the same time, due to the development of social economy, the post-90s employees have less economic pressure to quit their jobs, which leads to their low loyalty to the enterprise. Only 25% fresh graduates are willing to stay in the enterprise for more than one year.
Under such circumstances, more and more enterprises apply evaluation tools in school recruitment, hoping to improve the accuracy of enterprise selection, but if you don't know the following five points, the effect of using evaluation tools will often be unsatisfactory.
Is it necessary to have a quality model before using evaluation in school recruitment?
Since mcclelland put forward the mass model, it has carried too many auras. Indeed, the construction of quality model can more clearly define the talent standards of enterprises, so that the whole company can unify its understanding of employment standards. Applying evaluation tools on the basis of quality model can, of course, greatly improve the accuracy of enterprise selection and employment.
But in such a link of campus recruitment, is it necessary to have a quality model to have an evaluation?
The answer is not necessarily.
In our past clients, we did build models first, and then customize campus recruitment evaluation products according to the quality model of enterprises. However, such enterprises are often large state-owned enterprises and foreign-funded enterprises, and they have three advantages in customizing the evaluation tools of school recruitment according to the quality model:
First, the quality model is ready-made, and it will not be re-modeled in a big way for school recruitment;
Second, business line leaders have a certain understanding of the quality model and formed a unified talent description language within the enterprise;
Third, enterprises can promote the culture and values of enterprises while recruiting candidates in schools.
If the above three conditions are not met, it is uneconomical to build a quality model first and then customize the evaluation of school recruitment from the perspective of comprehensive cost performance. At this time, enterprises can choose Bizhi's campus recruitment standard evaluation products, which are tools configured according to the quality requirements of people in different job sequences and used immediately.
Of course, there are still some companies that will interview the quality in the quality model offline (such as Procter & Gamble, Vanke, etc. ), and only using a single evaluation tool for initial screening in online evaluation is also an effective combination, provided that there are qualified interviewers in the enterprise.
Only 20% of a person's success is determined by IQ factors! Do you use IQ tests as screening science?
Many enterprises like to use IQ tests in campus recruitment. However, more and more studies have found that the contribution rate of IQ to a person's career success is about 20%, which means that IQ evaluation can't select more potential fresh graduates for enterprises, so why use it?
In fact, this is a misunderstanding that only 20% of a person's success is determined by IQ factors.
First of all, 20% is just an average. IQ plays different roles in different positions. In some fields that need soft ability more, such as sales and marketing, IQ is really not that important, but in some complex jobs or positions that require high learning ability, such as technology, research and development, finance and so on. IQ plays a great role in predicting performance.
Second, people will think that people with high IQ are not necessarily the best performers in the enterprise, because IQ is not a discriminating factor, but a threshold factor. Generally speaking, those with high IQ may not be able to do well, but those with low IQ may not be able to do well.
Therefore, in campus recruitment, it is very necessary and effective to take IQ evaluation as the screening threshold for survival of the fittest. Based on guildford's theory of multiple intelligences, the cognitive ability assessment of Beizhi major evaluates the cognitive ability of fresh graduates from three dimensions, which is a screening tool for campus recruitment.
When choosing cognitive ability assessment, we should also pay attention to the degree of discrimination of topics, otherwise the scores of candidates will be concentrated in a very narrow range, and how to formulate the elimination line will become a headache.
Bei Zhi's assessment of vocational cognitive ability is divided into three levels of difficulty, which are applicable to technical school students, ordinary undergraduate students and key undergraduate students (985,211). According to the types of students recruited by enterprises, choosing cognitive assessment with appropriate difficulty can greatly reduce the workload of screening school recruits.
Since personality does not determine fate, why use personality assessment?
If personality can determine fate, what is the leadership development center of training companies and enterprises? Since personality does not determine fate, why use personality assessment in school recruitment? Moreover, some well-known enterprises, such as Huawei and Microsoft, will also adopt personality assessment in school recruitment.
Indeed, from the perspective of all mankind, personality does not determine fate. You can find people with the same personality as Jobs and Ma Yun, but can they all become the second Jobs and Ma Yun? Almost impossible! That's because success is influenced by family education, wealth, personal experience and even luck besides personality.
On the other hand, in campus recruitment, candidates are all students, and there is not much difference in education, personal experience, knowledge and skills. Under such conditions, personality often determines whether a person is qualified for the position provided by the enterprise.
Another advantage of using personality assessment is that it can reduce the cost of interview. School recruitment is different from social recruitment. Corporate social recruitment can make a very comprehensive evaluation of candidates through behavioral interview (BEI). If one round of interviews is not enough, the second and third rounds can be arranged.
However, school recruitment is often concentrated in a very short time. There are many applicants and few interviewers, so it is impossible to spend too much time interviewing a candidate. At this time, it is very important to improve the efficiency of the interview. Through online personality assessment, we can quickly understand the advantages and disadvantages of candidates, and further investigate the weaknesses in subsequent interviews, which can greatly reduce the risk of mistakes in selecting candidates.
Based on the most authoritative personality theory in psychology, the occupational character Assessment of Bei Zhi's Big Five investigates the personality of fresh graduates from five dimensions.
The following figure shows the evaluation results of a fresh student in a purchasing position of an enterprise. From the figure, we can quickly see two possible risk points in his purchasing work: (1) too high agreeableness and (2) low conscientiousness.
Agreeableness reflects the characteristics that a person thinks from the perspective of others and attaches importance to the emotional experience of others. Procurement with high agreeableness score will often consider the problem from the perspective of suppliers, and it is easy to make concessions in negotiations; Due diligence reflects a person's planning and sense of responsibility. If the degree of due diligence is low, it may lead to greater flexibility in procurement, which is very dangerous.
In view of this result, we can design two questions in the interview, and make a more in-depth investigation of the candidates, so as to verify or overthrow the previous assumptions about the candidates, thus greatly reducing the risk of employing people.
Beizhi's evaluation report will also provide interview suggestions and scoring guidelines according to the disadvantages of candidates, so as to facilitate enterprises to choose in the interview.