Application Of Structured Interview And Assessment Center Technology To Recruiting New Employees In The SAC Company

The recruitment of new employee is one important way to set up reasonable talents structure for enterprise and to provide sufficient human resources support for enterprise normal operations. In recent years, different kinds of advanced talents selecting and screening technique spring up in succession, in particular, two tools - structured interview and core technique evaluation are most common and are widely used. The characteristics of such two tools are different, the two tools shall be applied to different groups in accordance with their own characteristics so as to give full play to the recruitment.SAC is one large size stated-owned military enterprise which owns more than 10,000 employees, the HR demand due to natural staff reduction (i.e. retirement, etc.) will amount to 300 to 400 persons in each year. Up to now, with the continuous cooperation deepening between SAC and global renowned aviation manufacturing enterprises, also considering the aircraft generation conversion of national defense product , the working task undertaken by SAC is increasing constantly, therefore, the HR quality and quantity requirements is improved accordingly.As one of state-owned strategic enterprise, SAC new employee recruitment is provided with its own characteristics:1. There is large HR demand for recruitment, in recent 3 years, the HR demand quantity retain at more than 500 persons per year;2. There is different job demand during recruitment, the labor division among each year 500 new employee recruitment can be break down into nearly 100 kinds. We do not have energy to conduct job analysis prior to recruitment since there are too many job requirements, what we can do is to briefly classify all those jobs.3. The supply channel is very limited, the release channel for recruitment is only limited to campus recruitment; the recruitment time also put together at spring and autumn recruitment meeting in each year, therefore, the talents supply time is arranged in August of each year accordingly since August is the leaving time for university graduate;4. The measurement and assessment method for recruitment is not meticulous. Since the recruiting time is put together, and the recruiting quantity is huge, we can only simply screen the resume and organize the interview so as to select the talents during recruiting process; we did not establish systematic efficient measuring & assessment technique for recruitment.In this article, combining the recruiting technique of modern HR management , two common tools- structured interview and core technology evaluation will be selected and adopted by SAC recruitment process based on the above mentioned characteristics. Structured interview will be applied to G– university recruitment; and core technology evaluation technique will be used for D- society recruitment.For campus recruitment, the major reason for us to select the structured interview is as below: the measurement & assessment dimensionality can keep consistence with measurement & assessment standards; structured interview can mitigate the time pressure caused by lumped recruiting time; structured interview can quickly generate the assessment result to satisfy the examination and assessment demand of large scale recruitment; structured interview not only can examine the capability level of interviewee but also can find out the future career trend of interviewee.By considering the following factors, we determine the evaluation elements. The first factor is the general consideration, including the basic information of an applicator, the motive for job application, logical thinking and speaking ability, appearance and demeanor, etc. The second factor is some special items for certain specific post, including creative consciousness, adaptability, consciousness of team work, practical capability, analytical skill and judgment, ability to work independently, the ability to make plan and control, the ability to negotiate and influence others.The practice of structured interview in the recruitment in college G greatly reduces the interview time and changes the previous aimless interview.Regarding the recruitment in the society, we adopt the assessment center technique. The main reason is that the case study, situation simulation, and in-basket test in the assessment center technique are applicable to the posts open to the society. These posts require certain actual practice, and the working experiences of an applicator are hardly determined only by a written examination and interview. In addition, the posts open to social recruitment are small in quantity, so the assessment center technique for long evaluation cycle is more applicable.When introducing the assessment center technique in social recruitment for Post D, based on the post qualification and overall recruitment consideration, we have made selection according to applicators'capability, and staged the recruitment process into 3 steps: preparation, the first examination and the second examination. Each step focuses on different capability assessment. The first examination focuses on the professional skills, the second examination focuses on the comprehensive quality, and each examination also considers other capabilities. In total, 6 techniques are used as recruitment tools: case study, in-basket management, semi-structured interview, personality evaluation, lecture for job application and leaderless group discussion, among of which personality (15FQ+ version) is used for the first time.The introduction of assessment center technique in Post D recruitment demonstrates the strength of integrated assessment measures, and good effects.Generally speaking, the introduction of structured interview and assessment center technique in new staff recruitment in SAC, offers an extensive space for recruitment practice, and the great recruitment number offers us a good platform for practice. Through the application, we have indeed made the following expected achievements. The structured interview simplifies the complex and aimless campus recruiting, and the assessment center technique eliminates the unclear assessment elements and unscientific evaluation measures in the previous social recruitment. So to speak, the above achievements are decisive to establish a new staff recruitment system in SAC.Based on the study on the application of structured interview and assessment center technique in recruitment of new staff in SAC, this article clearly states that the advanced talent assessment technique shall be steadfastly applied in state-owned enterprise. In addition, in case that essential elements are available, more talent assessment techniques will be introduced in the recruitment for other posts in the company, so as to tailor the recruitment to the demands of the company and to offer a solid human resource support for the company's development.