Interview opinion of sales staff

As recruiters, we should write interview evaluation to the candidates at the end of the interview, especially during the initial and second interviews. This has several advantages: first, it helps to clarify the interview questions, your thoughts will be clear with the questions, and at the same time, it also records the key advantages and disadvantages of the candidates; The second is to provide a basis for the second interview, which is conducive to controlling the key points in the second interview process; Third, it is convenient for future filing, especially personnel files. But in reality, the interview comments written by some interviewers and HR are all general remarks such as "the conditions are suitable, it is recommended to hire" and "if it is not suitable, it will be eliminated", which is meaningless and has not played its due role. 1. What's your interview comment? Please give an example to illustrate the interview comments I wrote, which can be roughly divided into: first, the image temperament, such as the candidate is more mature and stable, and has a good conversation; The second is personality, such as the applicant's cheerful personality, good conduct, consistent with the company culture; The third is knowledge and ability, such as formal full-time undergraduate graduation, and strong hands-on ability. ...

Reference can be made from the following dimensions:

1, the interviewer's personality;

2. The interviewer's ability of reaction, expression and logical thinking;

3. The economic ability of the interviewer;

4. The interviewer's job-hunting motivation;