What are the advantages and disadvantages of face-to-face communication?

As HR, we all know that the general evaluation methods of initial examination are divided into "written examination" and "interview", which are the common ways for HR to screen candidates for the first time. Many HR use written tests and interviews every day, but they simply don't know the advantages and disadvantages of written tests and interviews. In the face of all recruitment positions, they are used in a balanced way, rather than focusing on different evaluation methods according to the characteristics of different positions.

The written test is not simply to give the candidate a test question, and then he can answer it; The interview is not as simple as chatting with the applicant and asking a few questions. In this series of processes, some operational details are involved, which HR must pay attention to. Otherwise, the "fairness" and "effectiveness" of written examination and interview will be greatly reduced, and it will not play a real filtering role.

This paper analyzes the advantages and disadvantages of written test and interview and their realization methods, hoping to help the majority of HR compatriots.

First, the advantages and disadvantages of written test and interview questions

1. Advantages and disadvantages of written test questions

"advantages":

(1) can be tested in large quantities.

In small and micro enterprises, the demand for personnel is relatively small, and candidates can be interviewed one by one. However, for some large enterprises, especially those with technology as the core, leaderless group discussions and group interviews are not suitable for interviews in such positions. One is that the cost is too high, and the other is unrealistic.

In view of this situation, some applicants who do not meet the basic requirements can be brushed off through the written test. This can screen out high-quality candidates, realize interviews, effectively reduce recruitment costs and improve recruitment efficiency.

(2) It has high "reliability" and "validity"

In order to make the written test questions effective and reliable, we should not download them directly from the internet, but design the test questions through investigation and multi-party consultation according to the post requirements.

In practice, I usually edit the test questions according to the problems existing in the post, aiming at examining the actual problem-solving ability of the candidates through the written test. The questions designed in this way are more scientific and can effectively screen out candidates.

(3) Relieving the psychological pressure of candidates is conducive to playing a normal level.

The requirements of each position are different, and some positions need to deliberately test the psychological stress tolerance of candidates. Such as sales and management positions. ; Moreover, some positions do not require candidates to have strong pressure resistance, such as clerical and assistant positions.

Then, for some positions that have no special requirements for psychological pressure, in order to effectively test the true ability level of candidates, a stress-free test method is needed, and the written test can just meet this test method, which can reduce the psychological pressure of candidates and let them play their normal level.

(4) The test area is wide and the contents are diverse.

The written test is a written test, which can examine the candidates' knowledge level, analytical judgment, imagination, memory, written expression, logical reasoning and other abilities.