An approach that involves a comprehensive assessment using complementary verification methods. It is aimed at both analyzing competencies and identifying psychological and professional characteristics of employees. The scientific community is of the opinion that this method is one of the most accurate and reliable today. It is also mentioned in the "Russian Standard of the Assessment Center" and in international regulatory documents.
Assessment center
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Often, the method is used by usa phone data third-party experts or in-house HR specialists who have undergone special training. If there is a risk of bias, it is recommended to involve independent analysts from outside. If the business requires unique competencies from employees, the work should be entrusted to the internal HR service, since it can be difficult to find suitable external contractors.
Evaluation of personnel efficiency using the assessment center methodology requires special skills from the person who will conduct it. Such a specialist must:
be able to track the behavior of participants;
provide the most detailed description of processes;
categorize behavior;
assess core and related competencies;
provide timely feedback to participants.
The assessment process usually includes 3 main stages: business games, interviews, testing. The largest amount of information can be collected from simulated situations: they allow you to determine not only the specialist's competencies, but also the degree of his ability to work in a team, the level of communication skills, leadership qualities.
Evaluation also occurs during feedback sessions, during which we examine how the employee perceives criticism, how he reacts to information from experts (what form of presentation is closer to him), and how he relates to the opinions of outside professionals.
Thus, this entire process contributes not only to the analysis of the employee's abilities, but also to the formation of his detailed psychological portrait. The collected data can be useful in preparing a conclusion on the employee's compliance with the requirements of the position.
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Methods of personnel assessment during hiring
There are several basic methods of personnel assessment when hiring. Let's look at them:
Initial assessment
At this point, the recruiter's job is to figure out whether the candidate should be invited for an interview. The initial analysis of information about the applicant is carried out with the aim of eliminating those who do not fit the company by any criteria:
When studying a job seeker's resume, emphasis is placed on its structure, list of competencies, reliability of data, level of education and consistency of work in various companies.
The level of thoroughness of the check depends on the specifics of the position the candidate is applying for. Thus, for a designer position, attention is paid to both the portfolio and how neatly and stylishly the resume is designed. And a programmer vacancy requires an emphasis on the level of education and knowledge of the necessary coding languages.
Gathering data about the applicant. The Internet often helps to identify information that was missed or intentionally not included in the resume. There you can find information about completed projects, scientific articles or news where the potential employee appears.
Social media analysis. Information from social profiles rarely demonstrates professional competencies, but it does provide an opportunity to assess certain personal qualities of a candidate. For example, a person’s actions on social media may not coincide with the ideals and values of the company.
Using databases to check applicants' backgrounds. Recruitment experts use this approach to screen job candidates in government registries or through corporate security. In some companies, for example, checking employees for criminal records or outstanding debts is key.
The initial assessment allows you to save time for recruiters, managers, and the applicants themselves.
The next step is an interview, during which a thorough assessment of future employees take