【自我增值】緊貼Online Recruitment趨勢 HR必學5種人才評估法

【自我增值】緊貼Online Recruitment趨勢 HR必學5種人才評估法

Polly Yip 葉麗貞

Master Ascent Limited.創辦人及董事長,擁有20多年人力資源管理及管理諮詢豐富經驗,現為香港人力資源管理學會專業會員,曾在國際性企業任職高管 - 滙豐銀行、渣打銀行(渤海銀行籌建)、德勤、畢馬威和先鋒工作。

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線上員工評估是招聘合適人才的絕佳渠道,評估提供了豐富資訊,使HR和Line Manager了解員工的思考和行為模式。人力資源從業員應經常研究這些工具的有效性和可預測性。這些評估工具用於內部和外部選擇不同職位的合適人選外,還是被用作員工的個人發展之用。從模擬工作到面試,公司會使用多種不同類型的職前測試來識別、僱用和留住可持續領導和推動業務的人才。

1/ 遊戲化測試(Game-Based Assessments, GBA)
遊戲化測試將遊戲元素融入心理測驗,它能夠有效替代或並用傳統心理測驗,令招聘過程更有趣,為參與者帶來豐富的求職體驗。

這些遊戲會進行與現實生活相關的科學評估,包括模擬工作、角色扮演。它們能測試求職者是否具有特定工作技能及分析決策能力。求職者必須在解難上表現個人特質,以及為未來僱主評估情況並提供自己的見解。

遊戲化測試結合了情境判斷、算術、邏輯、業務演練(E-tray)。由於它們反映了真實的業務經驗,因此比傳統的評估較為複雜,大部分測試需約一小時完成。大多數跨國公司和規模較大的組織都在其評估中心採用了這類型測試,以確認Y及Z世代人的才能,以及他們能晋升擔任新職務。

2/ 能力傾向測試(Aptitude Tests)
測試在僱用前進行,用於分析求職者的認知和解難能力,並衡量他的推理邏輯、學習和閱讀理解能力。

3/ 性格測試(Personality Tests)
測試評估求職者的思維過程,分析他/她的行為和情緒模式,從而識別出個性特徵。求職者會被要求通過一系列結構性問題進行自我評估,為性格特徵提供不同線索。

4/ 結構、非結構面試(Structured / Unstructured Interviews)
結構化面試的面試官皆受過良好培訓,可以向每位求職者提出相同系列的問題。由於求職者對問題的解釋很重要,面試官一般不會解釋問題。這些系列問題涵蓋了招聘職位所需的關鍵特質,例如解難、團隊合作、激發性和文化適應程度;HR將聽取求職者的答案並進行評分。研究表明這方法有助於預測整體工作績效,更已被銀行廣泛採納,作為全球標準。

非結構化面試常常導致不一致和主觀的結果。即使是曾受訓的面試官也很難比較所有求職者,從而為選擇適合人選提供適當意見。此外,面試官錯過提出重要問題的情況並不少見,這使得預測未來的工作表現變得更加困難。

5/ 工作年資(Years of Experience)
在傳統甄選中,Line Manager通常依靠求職者的工作經驗或年資來招聘合適人選。然而,在數碼時代,HR必須要思考求職者工作年資對業務有多大幫助?

The use of various Assessment Tools for your talent pool
Online talent assessments is a great recruitment funnel for hiring the right talent! Talent assessments provide a wealth of information to allow HR and business managers understand why people think and behave the way they do. Subject matter experts and HR practitioners often study the validity and predictability of these tools to confirm its effectiveness and application. The various assessment tools are used either for selection of the right candidate internally and externally for a specific job role, and or they will be used by existing talents for creating a personal development plan. From job simulations to interviews, there are a number of different types of pre-employment tests organizations use to identify, hire, and retain talents that lead and drive business sustainability.

1GAME-BASED ASSESSMENT (GBA)
Game-based assessments incorporate game elements into psychometric tests and can be used alongside, or as an alternative to, traditional psychometric test solutions to make the recruitment process more fun and engaging experience for participants; and effective for employers. These games are real-life work-related and scientific assessments in the form of job simulation role-play experiences to test if applicants possess the job-specific skills and to analyze decision-making capabilities. Participants will have to demonstrate personal trait in problem-solving and how they would analyze the situation to provide insights for potential employers evaluation. This type of gamified recruitment solution combined situational judgement, numerical, logical, e-tray and personality which will take approximately an hour to complete and tend to be more complex since they mirror a real-life business experience. Most MNCs and sizeable organizations have adopted this type of test for their assessment centre to identify Gen Y & Z to take on a new role and or to determine promotion of their talents.

2APTITUDE TESTS
Pre-hire assessment tests are used to analyze cognitive ability and problem-solving, and to measure a person’s reasoning and logic skills, ability to learn and reading comprehension.

3PERSONALITY TESTS
It assesses the applicants thought process and analyze behavioral and emotional patterns. They identify a variety of personality traits. Job candidates are asked to evaluate themselves through a series of structured questions, giving clues as to their personality traits.

4STRUCTURED / UNSTRUCTURED INTERVIEWS
In a structured interview, interviewers are well-trained to ask each prospective candidate the same series of questions. The interviewer in general will not interpret the question for candidates as candidates’ interpretation is important. The set of question covers key attributes that the role required for examples, solution-seeking, teamwork, motivational and cultural fit; and interviewers will listen for the guided answers and mark according to the coding sheet for each interviewees. Research showed that this helps predict the overall job performance and has been widely adopted by Standard Chartered bank as a global standard resourcing protocol.

In an unstructured interview, it often leads to inconsistent and subjective results. Even trained interviewers have a difficult time comparing job applicants and providing useful results for employee selection. In addition, it is not uncommon for the interviewer to miss asking vital questions during the interview process, which makes it even more difficult to predict future job performance.

5YEARS OF EXPERIENCE
As part of the conventional selection process, business managers often rely on reviewing the total number of year of experience to recruit the right person. However in the digital age, let think about “do years of experience get you a high-achievers for your business” ?

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