A Comparative Study Of Talent Assessment Methods Under Different Situational Fidelity In Occupational Selection

With the popularization and development of psychology in human resources management,the application of talent assessment in occupational selection is gradually increasing.By using the appropriate talent assessment methods,the best candidate can be selected for the positions required by the company.In recent years,the application of psychological tests has been very extensive,assessment methods with situations have gradually become popular with companies,such as Situational Judgment Tests(SJT)and situational interviews.This study conducts a comparative study of psychological tests,situational judgment tests,and situational interviews in real occupational selection.It can provide guidance and recommendations for companies when selecting assessment methods.Study one selected responsibility,achievement motivation,and interpersonal skills as measurement dimensions.Psychological tests,SJT,and situational interviews(Leaderless Group Discussion,LGD)were choosing to represents low,medium and high degree of situational fidelity.Select authoritative scales as psychological tests used in this study.Using behavioral event interview with 15 employees or senior managers from different industries and positions,construct SJT and LGD under the guidance of psychology experts and human resources managers.The evidence suggested the tests,which could be the tool for further study,was scientific and valid to meet the psychological measurement index.Using the tools from study one,study two and three evaluated 74 candidates from two companies in real recruitments.The result shows that there are significant differences in the effectiveness of talent assessment methods with different situational fidelity;SJT has the best discriminant validity in the three methods;Scores from psychological tests and LGD may be affected by the candidate’s motive or the halo effect of the examiner,resulting in differences between the test results and the true qualities of the candidates.This study compares the three most widely used assessment methods and supplements the research on situational fidelity of talent assessment.The measurement in totally realistic occupational selection truly reflects the effect of different assessment methods in the practice operation.This study can provide a guidance when companies select talent assessment methods.