| Talent acquisition or recruitment has been one very important process in human resource management.Talent assessments or employment screening tests are used by many organizations with purpose to identify candidates who has high potential and will be a good fit for jobs,company culture and values of a company.A well-managed and scientifically-designed assessment and evaluation process can help the organization predict a new hire’s on-the-job performance and stability,so,in theory,applicants who pass the screening test should perform better as employees if they’re hired,thus to help organization find the best talent,optimizing time to hire and minimizing the risk of making the wrong selection decisions.A good talent assessment and evaluation process should be able to quantify the chosen candidates’ knowledge and skills,experience,potentials,personality,and culture fit,and thus should be should be scientifically-designed and selected.The Big 4 international accounting firm has been hiring thousands of graduates from China’s top schools.P Firm,as one representative of the Big 4,hires more than 2000 outstanding graduates each year in China.however,they could receive tens of thousands of applicants each year.With purpose to ensure the quality of hire,they have been using multi-stage graduate assessment process,including CV screening.Aptitude Test,Assessment Centre,and one-on-one Interview,to select the right talents fairly,accurately and enjoyably with affordable time and cost.Taking P firm’s graduates recruitment for 2013 as example,this study was conducted to explore the validity and reliability of the different assessment tools and interview process used in graduate recruitment process through a regressive correlation analysis between students’performance in different stages along the recruitment process and their real performances after they join the firm.This study helps us understand the predictiveness of each assessment tool in campus recruitment,and will be of significance in help us understand whether those tools are effective in helping us select out those real talents accurately,thus to help us optimize assessment process in the future,minimize the risk of wrong hires and improve the performance of human resources.This paper is divided into five parts.The first chapter is Introduction part,beginning with a brief review on research background,problem,and purpose of this study.In this chapter,we will make a literature research both at home and abroad,and puts forward the significance of studying the effectiveness of the talent evaluation tool.The second chapter will focus on theory studies of talent assessment and evaluation,elaborating the purpose,concept definition,theory,and methodologies of talent selection and assessment,and how they applied in real world.The third chapter focuses on the introduction and analysis of the assessment and selection process of graduate recruitment for P Firm.We will also discuss on its background in constructing the graduate talent evaluation process,the interview,selection tools,and methodologies and how they are organized.In Chapter Four,we will make an empirical research on the real data from P Firm’s Graduate Recruitment in the year 2013.A regression analysis is conducted on the correlation between students’ performance in recruitment process,and their real job performance and stability after they joined the firm.The fifth,and also the last chapter analyze our regression analysis result and how we could use them in future’s design of recruitment process,especially for graduate recruitment. |
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