How to write a comprehensive evaluation for an interview

How to write a comprehensive interview evaluation

At the end of the interview, the interviewer is usually required to write an interview comment. However, the interview comments written by some interviewers and HR are all general statements such as "suitable conditions in all aspects, recommended for employment", "not suitable, eliminated", etc., without any description of the quality evaluation that reflects the personality differences of the job seekers. Writing is equivalent to writing in vain, it is meaningless and needs to be improved.

In fact, the interview evaluation should be a good evaluation that can properly and completely reflect the main content of the communication between the interviewer and the applicant, and let other people who did not participate in the interview pass this evaluation. You can basically understand all aspects of the applicant's information.

As the HR department, it is necessary to speak out both the good and the bad, so that relevant managers can analyze the good and bad aspects to determine whether to hire them. I am born with talents that will be useful. Everyone has advantages. We must recognize the advantages and correct the shortcomings. Under normal circumstances, when evaluating others, you always say good things first. The same is true when writing interview comments. After judging the authenticity of the good things you see and hear about the job seeker, you will consider everything that is true. Record it and write it in the interview comments column.

Special attention should be paid to: When we write interview evaluations, we should try not to evaluate the applicant’s personality, personal life attitude, lifestyle, etc. One reason is that: the applicant’s personal situation is difficult Through this contact, the evaluation can be accurate; secondly, because work and life themselves are two different concepts. However, if HR believes that this personal situation is enough to affect work, then it can communicate with the department about its initial impression and judgment, but the final conclusion will still be determined by the department.

Simply put, the interview evaluation should focus on the skills, qualities and qualifications of the applicant, and analyze and judge these aspects against the job description or basic quality model of the position, and compare the applicant's Personal circumstances (which are actually not fully reflected during the interview) are placed in a secondary position.

Regardless of whether the applicant passes the interview, or whether the interview is successful and you will report in the future, etc., you must register the interview information. Record the interview status, interview results, important comments, employment results, etc. It is important to have written records and comprehensive registration of all information.

Since the duty of HR is to assist the department in recruiting the employees they need, the decision-making power lies with the department. Therefore, I prefer to describe the applicant’s performance objectively and pertinently. Of course, if the employing department needs HR to give reference opinions, Then HR can also give its own reference opinions based on actual performance comparison requirements. However, under normal circumstances, it is still necessary to provide an objective description without personal overtones. If the employing department really requires it, "personalized services" will be provided. ;