How to see through the secret behind the resume.

<P> Graduates is often compared to "a smear of color waiting for the White" and can quickly integrate into the corporate culture, plasticity, and grow with the company in the process, to establish a high degree of organizational loyalty, so .favored by many employers. .However, the "White" This feature also brings to the recruitment of two major problems. .First of all, since it is white, it is inevitable surface looks little different, in the mountains of resumes in a similar academic background, similar to community activities, internship projects similar to this feeling with a lot of HR are "stereotyped", "head .dizzy vertigo "to describe, certainly can not choose. .Secondly, in the next interview process, because students do not have any work experience, past performance is not available, only through the participation of some of his spare time after school activities or student work to understand the indirect fresh students, making it difficult for future .to predict the behavior of the work, and to master, such as responsibility, initiative, values, psychological characteristics of these deep, even more difficult. .</ P> <P> you see white on the back of the secret yet? .</ P> <P> the surface, much the same graduates are white one. .But the fact is, everyone with their own unique family environment, genetic characteristics, and twenty years of life unique learning experience go to work, and these factors in each person marked with a deep scar formation .their own unique ability and quality, personality characteristics, behavior patterns and values the work of these will play a crucial role in the performance. .Therefore, each white paper behind tells a rich content, apply the inherent color, if the employer can find a way to see the back of white wealth of information, recruiting among the two problems will be solved. .</ P> <P> lend me a pair of eye bar </ P> <P> psychological evaluation is to solve the above problems, so the campus recruitment in the country to play a growing role in foreign countries, psychological evaluation of the .more widely, the U.S. Human Resource Management Association (Society for Human Resource Management, SHRM) has done a survey, the results show that the Fortune 500 companies, 40% in the personnel selection process using a psychological test. .Psychological tests (that is, psychological evaluation) through scientific and objective, the standard means of measuring the quality of people's specific measurements, analysis and evaluation of these qualities, including those required for completion of a specific or related to the skills, abilities, personality ., interest, motivation and other personal characteristics, they are in a certain speed and quality of the work necessary to complete the foundation. .For example, based on "capacity two-factor theory" developed ability test, from the language understanding and expression, the number of relations, logical reasoning, data analysis examines four aspects of the basic ability and quality of fresh students. .These capabilities are in the work of the most basic and most necessary, research shows that these indicators can be very effective in forecasting the future graduates performance and development potential, the ability of many companies will be hiring test performance as .whether or not an important reference index. .</ P> <P> with psychological tests, the recruitment unit no longer just see a resume to the plane of the information presented, but can understand a candidate's ability level, competency status, personality characteristics and other aspects .situation, see a three-dimensional candidate. .He likes working with people it? .Of how his logic? .He is good at leading others affect it? .Does he have a creative spirit? .Tedious work he can handle in perfect order it? .The evaluation results can be found in the answer. .With such a wealth of information as a reference, the selection and identification will become easier and more accurate. .A large domestic IT Group Head of Human Resources has concluded: "simply by recruiting the accuracy of the interview is 40%, while the psychological evaluation can be recruited to join the accuracy rate increased to 60 %。"</ P> <P> .Since the psychological test can bring so much help, how to I use? .The following "evaluation trilogy" detail how you can make good use of psychological tests on campus recruitment. .</ P> <P> Step 1. Targeted - explicitly demand </ P> <P> to apply measurement, the first step is to understand the needs of job recruitment company, a definite purpose. .What is the quality to do the job must have? .Insight? .Excellent interpersonal communication skills? .Or concerns and improve the ability of the details? .Further, we should consider a "degree" question: to what extent these qualities to be qualified for this position? .The higher the better, "excellent" or middle-sufficient? .Answers to these questions from the company's job requirements, job descriptions, competency models, and so the quality of channels available. .</ P> <P> a lot of professional psychological assessment tools suppliers will also provide the service, to help analyze what qualities the employer is required of them in the evaluation study, and thus save a lot of manpower recruitment unit costs and time costs. .North Forest company has used interviews with key events merit staff (Behavioral Event Interview, BEI), is a famous large-scale analysis of high-tech companies and identified the need to look at recruitment quality, and to improve the recruitment and efficient. .In addition, some developed specifically for the recruitment of various assessment tools also provide the necessary quality of such posts are usually the template to the employer to provide references. .North Forest's dynamic personality assessment evaluation system, provides the administrative things, R & D, marketing, financial and other support services and competency grades template, HR just need to select the appropriate position, you can see in the report .candidates in this position, the competencies required for the score. .For example, for selling a position, evaluation report, the nine categories will be dozens of candidates Competency assessment, including: communication with others, sensitive, emotional awareness of others, take the initiative to persuade others to guide, outgoing, self-expression views ., self-confidence, self-motivation, initiative, etc., these are closely related to the nature of sales. .In addition, the employer can also be based on the corporate culture, job requirements and other changes to customize the inspection Competency. .Sino-US joint venture life insurance company of a well-known for three consecutive years using the power of personality assessment system supporting sales staff recruitment, with very good results. .</ P> <P> Step 2. People look for her thousands of Baidu - select credible and effective assessment tools </ P> <P> demand in determining the inspection point, you can select the measurement to targeted .tool. .What kind of psychological tests can provide the most effective recruitment help? .According to the 2006 North Forest talent assessment company market research reports, companies have chosen assessment tool has two criteria: First, the accuracy requirements of test measured accurately, scientific and objective; the second is practical, can actually provide effective human resources .help, and not merely complex theory in psychology and professional terminology. .It can be said to meet these two points, psychological testing can play in the recruitment of a good supporting role. .The second criterion HR can effortlessly make clear judgments, the challenge is on the first criterion. .</ P> <P> because of psychological tests have a strong professional and hard to see from the test surface, "product quality" how to, and some vendors to "imported", "theory advanced" and "comprehensive" .Recommended products as a selling point evaluation, etc., but these conditions can guarantee the test "measured accurately" it? .HR inevitably marked with a question mark in my heart. .Furthermore numerous psychological tests, ability tests, personality tests, motivation test, the values test, projective tests, tests of competence quality ... ... looks enormous, dazzling and more people do not know what indicators to measure the accuracy of various tests .sex. .In fact, as long as psychological tests, to aim, to measure the accuracy of two magic weapons - reliability and validity. .</ P> <P> what kind of test only "credible"? .</ P> <P> the so-called reliability, mainly refers to the measurement results of the reliability or consistency. .That is, we hope that at different times, under different test conditions agreed between the points scored, but to avoid this scenario: A Fresh Graduates are very strong sense of responsibility when the test showed, but the employment test came six months later, .found sense of responsibility becomes extremely poor, and this is the lack of reliability of the test result. .In addition, reliability tests are also reflected in the scores and his "true score" between the proximity, which is a class of many HR worried question: "Tests show that he's very strong interpersonal influence, but his .interpersonal influence really that strong? "because of psychological measurement and physical measurements, there can not eliminate all the errors, it is impossible to achieve one hundred percent accurate, and human behavior at different times, different situations change .Therefore, the physical measurement of psychological measurement error source than to be more. .Reliability is the measure of the size of the error index, higher reliability, the smaller the error. .Then, the reliability of a test to how much companies can rest assured that the use of it? .From the professional point of view, in general, ability test reliability should be above 0.90, personality (character), interest in the reliability of such tests are usually above 0.75, if the overall reliability of the test below 0.65 to inappropriate use of .. .</ P> <P> what kind of test was "effective"? .</ P> <P> then look at the indicators to measure the second test - validity, validity is defined as: relevant to the objectives and measurement of true score variance and the ratio of total score variance, popular to say, that is, .precise measurement of the test is measuring what you want. .For example, a measurement of the influence of the test, the preparation of the test subject is not good, in fact, measures the extraversion personality subjects, and we know that although there is some correlation between the two, but not outgoing people .be good at influencing others, introverted people are not good at influencing others, this is caused by insufficient test validity. .Cite a common example, some subjects were taking part in tests, often not in accordance with their own reality pop star, but according to some generally accepted standards for the community to answer, that is "installed", in which case .more common in recruitment, such as "I am to be material in terms of access is not always successful," this subject, some candidates in order to recruit good units left a good impression of interpersonal communication, even if the sentence statement did not conform to their own circumstances .willing to admit, but will choose the answer "do not meet their own", which will lead tests are not measuring the quality of the work required, but only candidates of the "installed" tendency, this very low test validity .. .Clearly, if the use of recruitment shortage of such validity assessment tools, will seriously affect the accuracy of recruitment, thereby affecting organizational performance. .Avoid this "installed" One of the ways is to add a special test, "measuring scale panic" to the authenticity of the subjects were identified pop star to enhance validity, such as Minnesota and more to the personality test (Minnesota .Multiphasic Personality Inventory, MMPI), Aisen Ke Personality Questionnaire (Eysenk Personality Questionnaire, EPQ) in these classic tools of measurement are included lie detector scale. .</ P> <P> reflect the level of test validity, a variety of indicators, such as content validity, construct validity, criterion-related validity, etc., with different reliability and validity as indicators of diverse and complex, there is no simple .standards. .But the professional provider of assessment tools is the ability to issue evidence of the validity test. .</ P> <P> "foreign things serve China" work? .</ P> <P> also need to make is to the West to get the domestic use of psychological tests, only the title is not enough to translate into Chinese, but need to make serious revision of the Chinese version, the reliability re- .The validity study. .This is because the Western cultural backgrounds, Chinese and Western habits of mind, attribution, personality traits, behavior patterns, and so have significant differences, leading to foreign countries does not apply to testing as is copying from the test .theoretical basis, subject to a points statement to explain deviations may occur. .Therefore, the choice of test tools abroad, but also to pay special attention to whether the Chinese version of the amendment through, that is, "localization" process. .This process involves the translation of subject, back translation and revision, the domestic norm (reference population) data collection, and item analysis, reliability and validity of a series of work, etc., in order to ensure test accuracy. .The localization process requires a lot of manpower, material and time, and only professionals to complete this work, therefore, choose a professional evaluation of R & D team provides more assurance tests. .</ P> <P> short, need to be cautious in choosing a reliable and effective test. .Otherwise, once the recruitment is not accurate to use the measurement tool to the right people are not relocated to the company's position, the organization is not only useless but harmful. .</ P> <P> Step 3. Points is not high, for on the line - the correct understanding of test scores </ P> <P> choose a good assessment tools, like sword in hand, how to use it to recruit on campus this .martial arts in the General Assembly will win? .This involves the application of the test results. .</ P> <P> is very simple, as has been identified in Step1 post for the appropriate level of quality and requirements of these standards the employer can be contrasted with the test results to make judgments. .Test report on the results obtained in the test scores will generally make a clear explanation, and give a detailed description of candidates, evaluation, recruitment of personnel to provide reference for decision making. .To the first set with appropriate staff recruitment and evaluation system - Yi Heng recruitment and selection system, for example, can be given directly to candidates and the recruitment of job matching. .Match the higher the degree that the more suitable candidate for the position, which greatly increased the use of assessment in the recruitment of convenience. .A large domestic construction machinery group used in the campus recruitment Yi Heng recruitment system, a significant reduction in working hours and reduced the subjective interview tendencies. .Survey data also show that the success rate of previous recruitment into less than three, using the Yi Heng recruitment system, the employing department for new employee satisfaction of 70% -85%. .</ P> <P> needs to be emphasized is that a lot of psychological tests to measure the quality, not the general view that the higher the better. .For example, "frustration tolerance" refers to people known or may have faced difficulties and obstacles, the psychological stress and feelings of failure. .If there was a candidate, "frustration tolerance" of the percentile rank of 95 (indicating his frustration tolerance levels than 95% of the population who are high), is not to show his quality is very good in this respect it? .The answer is not the case, such a high score means that he may be a tendency to act in a reckless, reckless, which need to be careful for some thoughtful posts are not suitable - such as the financial sector. .Similarly, as the desire to succeed, influence desire, planning, extraversion, and so many "good" character, high scores are not required for certain positions. .Therefore, in accordance with test results to make the evaluation of candidates when the score depends on whether the key matches the job requirements, rather than blindly pursue the higher the better. .</ P> <P> in accordance with the above the "trilogy" selected, make good use of psychological assessment as a supplementary tool for fresh graduates described in this white paper on the back of the wealth of information will be clear, this is bound to master, such as .campus recruiting war clouds help to hand! .</ P>.