The difference between interview assessment tools and interview assessment methods

Talent assessment tools refer to activities that companies use to measure and evaluate people’s basic qualities and potential through a series of scientific means and methods. With the development of the economy, enterprises' thirst for talents is increasing day by day, which also leads to the need for an efficient talent evaluation method in all business units.

Talent assessment tools refer to activities that companies use to measure and evaluate people’s basic qualities and potential through a series of scientific means and methods. With the development of the economy, enterprises' thirst for talents is increasing day by day, which also leads to the need for an efficient talent evaluation method in all business units. The current talent assessment tools and talent assessment methods mainly include the following:

1. Online assessment

Compared with the traditional written test, the online assessment method has the advantage that there is no time limit. It can be operated by any device with Internet access, and the assessment content is more diverse. Common ones include cognitive ability tests, professional personality tests, job competency assessments, mental health assessments, etc.

Among them, the cognitive ability test is more oriented towards logical thinking ability in form. The online assessment method makes large-scale personality assessment and mental health assessment easier to operate, while the previous paper-based test method was difficult to operate.

Online human assessment system:

Cognitive ability test:

2. Paper-and-pencil examination

Traditional testing tools often take paper-and-pencil examinations method. The company prints the assessment questions onto the test papers in advance, and the on-site HR is responsible for distributing them. Candidates who receive the test questions only need to answer their own understanding according to the questions.

Generally speaking, this kind of evaluation is more fair, but because it takes a long time and needs to be printed in batches each time, the statistics and analysis of large-volume answer sheets require manual and manual operations. A large number of job seekers can be operated, but once there are too many job seekers, it will be difficult to execute.

3. Scenario simulation

Scenario simulation, which is similar to "leaderless group discussion", mainly sets the scenario by the company interviewer. If you are applying for a position If you are in sales, then HR will simulate a sales scenario, such as selling to customers in a large shopping mall, and will set up several difficulties in it. By observing your solution to these problems, HR will evaluate the ability of the job seeker. , examine whether the other party meets the company's recruitment needs. In this case, job seekers need to have good on-the-spot adaptability and expressiveness in order to impress the interviewer at a glance.

4. Background investigation

This evaluation method belongs to the later stage. It is not a common evaluation method. Before formal employment, some companies will conduct a final step - background check. The main purpose is to conduct a basic verification of the job seeker's past experience, academic background and work situation, and only after confirmation can the job be applied for. This evaluation link will be included in the formal process to ensure the authenticity of the selected personnel's information.

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