This year's graduates often by assimilate to " await daub colorific white paper one piece " , can blend in company culture very quickly, plasticity is strong, in the process that grows together with the company, can build tall organization faithfulness to spend, because this gets,servantchoose a person for a job not less the favour of the unit. But, "White paper " this characteristic brought two catastrophe to inscribe to invite applications for a job at the same time. Above all, since be white paper, surface of hard to avoid looks a difference very small, in accumulation mountainous resume, background of similar record of formal schooling, similar mass organizations activity, similar item jackarooes, this kind feels a lot of HR are used " machine-made " , " dizzy " will describe, accept or reject naturally hard. Next, be in next interview link, because the student does not have what work experience, not before working performance can offer reference, the activity of a few after school that can participate in through off hours only or student job comes indirect understanding is this year's unripe, make very hard to the behavior with medium henceforth job thereby forecast, and should master heart of such as responsibility, initiative, viewpoint of value these depth second psychological feature, more extremely difficult.

　　 Did you see the secret of white paper the reverse side?

Apparently look, this year's graduates very much the same, it is white paper a piece. But in fact, everybody is to taking his genetic and particular domestic environment, idiosyncratic, with two years unique life study experience is on working station, these elements are in everybody made deep brand on the body, formed mode of characteristic of oneself particular ability quality, disposition, behavior and viewpoint of value, these metropolises have crucial effect to the expression in the job. So, the backside of every pieces of white paper, telling about rich content, daub is worn inherent colour, if unit of choose and employ persons can find method to see a large number of information of the reverse side of white paper, the two catastrophe among invite applications for a job are inscribed also with respect to be readily solved.

　　 Borrow me a pair a mind which perceives both past and future

Psychological evaluation solved afore-mentioned problems just about, because bigger and bigger effect was produced in this campus invite applications for a job in home, be in abroad, the application that psychology evaluates is more wide, american power natural resources runs association (Society For Human Resource Management, SHRM) once had made investigation, the result makes clear, fortune had 40% to use psychological test in talent choose process in 500 strong companies. Psychological exam (namely psychology is evaluated) through the measurement of science, objective, standard the method is opposite specific quality of the person undertakes metrical, analysis and evaluation, these quality include those to finish specific working place to need or to it the individual feature such as relevant skill, ability, disposition, interest, motive, they are the necessary basis that completes the work with fixed rate and quality. For example, be based on " ability 2 elements are academic " the ability exam of development, waited for 4 respects to make an on-the-spot investigation from analysis of impact of verbal understanding and expression, measure, logistic inference, data this year's unripe basic ability quality. These ability are to be in the job most foundation and the most necessary, consider to make clear, the forecasts future of this year's graduates job performance with the very can effective index of these respects and development latent capacity, because this a lot of enterprises are met,the expression in exam of force of aux will be able to serves as employ important and referenced index.
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