How to write the interview comments at the front desk

In everyday life, everyone has written comments, and you must be familiar with all kinds of comments. Comments can effectively guide the evaluated object towards the ideal goal. Then what kind of comments are good? The following is how to write the comments on the front desk interview I compiled for you, for reference only, I hope it will help you!

At the end of the interview, the interviewer is usually asked to write interview comments. However, some interview comments written by interviewers or hr are all general statements such as "all conditions are suitable, it is recommended to hire" and "unsuitable, eliminated", and there is no quality evaluation description that reflects the personality differences of job seekers. Writing is equal to writing in vain, which is meaningless and needs improvement.

Writing interview comments well, on the one hand, reflects the importance and professional ethics of job seekers; On the other hand, it can be used as a reference for enterprise recruitment evaluation and decision-making, talent reserve and so on. This article introduces some suggestions for reference:

1, with strong universality: the language is concise, concise, true and objective. Don't eat the same pot, if everyone's comments are similar, it won't play a real evaluation role. Such as "good image and temperament", "natural and graceful" and "plain personality" and so on.

2. Strong practicability: put an end to broad or generalized evaluation, and highlight everyone's advantages and disadvantages, such as high loyalty, stable work experience, strong job hunting will and so on.

3. pertinence: it is necessary to have certain reference for job application. For example, if you apply for general work, you can fill in "from the western countryside, hard-working"; For example, if you are applying for a salesman, you can fill in "speak clearly and have opinions" and so on.

4. Objective conditions affecting employment: It can reflect the real information that may affect employment according to the interview situation, such as "married, educational background", "address near the company", "the company needs to provide accommodation", "frequent job hopping, unstable work experience" and so on.

5. Urge the employing department to fill in the form carefully: according to the importance of each employing department and the position applied for, the human resources department needs to supervise and follow up. Due to the limitation of professional technology, the evaluation of hr department often stays at the levels of sensory impression, objective conditions, basic quality, professional ethics and qualification review. And ask the employing department to fill in the deeper interview opinions that are true, useful, professional and job-matching, so as to provide reference for decision-making, employment or reserve.

6. Salary suggestion: Although the hr department knows the market conditions, the internal salary range and the work experience of the applicant, etc. It is often impossible to deeply understand the professional quality and job proficiency of personnel, and it is necessary for the employing department to put forward more objective and professional salary suggestions for reference. For example, an electrician with eight years' working experience has a market price of about 5,000 yuan, so it is impossible to objectively understand the skill level and professional level of the candidate. To put it bluntly, the suggestions of the employing department will be more objective and true.

7. Do a good job in file registration: No matter whether the candidate is qualified in the interview or if he reports after the interview is successful, he should do a good job in registering the interview information. Record interview status, interview results, important comments, employment results, etc. It is very important to have the habit of writing down and registering all information comprehensively.

Matters needing attention in writing interview comments:

1. Content: The main content of interview comments comes from the performance of the candidate in the interview process and the information described in the resume. Such as education, work experience, professional skills (knowledge), professional qualifications, language expression, communication skills, personality, etiquette (dress, etiquette, polite language, temperament) and so on.

2. Language: The language of interview comments must be concise, concise and accurate, not wordy, vague and wordy.

3. Conclusion: There should be an evaluation conclusion at the end of the interview comment. Interviewers should show their attitude towards candidates and write their conclusions clearly to provide reference for re-examination or employment. The evaluation conclusion can be divided into the interview evaluation conclusion of the employing department according to the interviewer (for example: satisfied, hoping to ensure employment; Basically satisfied, can be used as an alternative; Dissatisfied, rejected), the interview evaluation conclusion of the personnel department (if it meets the recruitment requirements, it is recommended to enter the second interview; It basically meets the recruitment requirements and needs to be further confirmed through re-examination; Do not meet the recruitment conditions), the interview evaluation conclusions of superior leaders (for example, agreeing and approving employment; Basically agree, and then decide after the doubts are identified; Do not agree to hire).

Although interview comments are relatively simple, they reflect the standardization and normalization of a company's personnel, and also reflect the professional level and word processing ability of hr personnel. Therefore, after the interview, comments are essential, so it is necessary to write well and provide reference for re-examination or employment.

Interview evaluation:

First, formulate the selection criteria and interview evaluation form. Although the recruitment process is the same, the competence of each position is different, so the selection criteria and interview evaluation forms are also different, especially for key positions and important positions. For example, sales positions need very good communication skills, middle and senior management positions need very good emotional intelligence, and technical positions need very good practical skills. The human resources department should work with the employing department to formulate the talent selection criteria and interview assessment form, so that each position has a talent selection criteria and an interview assessment form, and an interview assessment form can be used if the standards are the same.

Second, for ordinary positions, it is enough for the human resources department and the employing department to conduct interview evaluation, but for middle and senior management positions, it is best to adopt group interview evaluation, which can reduce the risk of employing decisions. Ordinary posts pay more attention to the matching of people and posts, middle and high-level management posts pay more attention to the matching of humanities, and technical posts pay more attention to practical skills.

Interview evaluation is the basis for deciding whether a candidate is hired or not. Should be based on the selection criteria and interview evaluation form, seeking truth from facts, making less subjective decisions, especially not cronyism.