How to write the interview evaluation opinion?

Question 1: How to write interview evaluation mainly includes: scoring elements, expression ability, professionalism, analytical judgment ability, organization and coordination ability, special professional ability, comprehensive planning ability, observation points, accurate words, completeness and fluency, clear hierarchy, persuasiveness, adherence to principles, high self-demand, strong sense of responsibility, initiative, ability to work under pressure and willingness to do more work.

Taking action in a way suitable for organizational goals, needs and optimization can grasp the essence of problems through superficial data, decompose complex problems, processes or projects into components and systematically consider or organize extensive thinking, analyze problems from different positions and angles, and propose solutions. They can understand the leadership intention and implement it in various departments in an appropriate way, are good at using and calling various resources, play the role of groups according to the special requirements of each position, have the desire to expand and apply technical knowledge, and are interested in technology.

Question 2: How to write the interview evaluation opinion? Interview evaluation can be written from several aspects.

Because the examiner's position is different, the time is different, and the region is different, so the content of the side evaluation for candidates is not exactly the same, and the focus is not the same. For example, if this position is in a party organization or personnel department, the examiner's evaluation may be biased towards the candidate's moral standards, political standards and discipline standards. Whether there is a clear political stance and the principle of being a man and doing things is very important to the examiner. If it is in the general administrative department, the ability of candidates to deal with problems is more important. However, the basic content of interview evaluation is universal, mainly including:

(1) Appearance and demeanor

This refers to the candidate's body shape, appearance, skin color, clothes and manners, mental state, etc. National civil servants have higher requirements for gfd, so gfd is an important part of the recruitment interview for civil servants. Research shows that people with dignified appearance, neat clothes and civilized manners generally work regularly, pay attention to self-discipline and have a strong sense of responsibility.

(2) Professional knowledge

Understand the depth and breadth of candidates' professional knowledge and whether the professional knowledge meets the requirements of the position to be hired, as a supplement to the written test of professional knowledge. The interview is more flexible and in-depth in the investigation of professional knowledge, and the questions asked are closer to the demand for professional knowledge in vacant positions.

(3) Work experience

Generally, according to the results of consulting the candidate's resume or work registration form, some related questions are asked to ask the candidate's background and past work to supplement and confirm his actual experience. Through the understanding of work experience and practical experience, we can also examine the examinee's sense of responsibility, initiative, thinking ability, oral expression ability and rational situation when something happens.

Question 3: How to write the interview evaluation? Name: gender: age:No.: applied position: department: evaluation grade 1 (poor) 2 (poor) 3 (general) 4 (good) 5 (good) 1. Etiquette performance II. Job hunting motivation 3. Introversion and extroversion 4. Elasticity 5. Social skills 6. Expression ability 7. Relevant professional knowledge 1 1. Overall evaluation and evaluation suggestion: Conditional employment suggestion: No employment: Employer's department opinion signature: HR department opinion signature: General manager opinion signature:

Question 4: How to evaluate the stability of the interviewer? A person's future performance after entering the company will be affected by many factors, such as development opportunities, colleague relations, resources, company development, etc., including many uncertain factors. So we can't find a foolproof way to ensure the accuracy of the choice. However, this does not mean that we are powerless in the face of this low accuracy. Practice has proved that we can adopt appropriate decision-making mode to improve the accuracy of selection and avoid some basic mistakes. When making a decision, Ren Zheng Fei of Huawei "solicited the opinions of most people, consulted with a few people, and finally made up his own mind". Enterprises have different requirements for job stability of candidates at different stages. Generally speaking, if an enterprise is in a start-up or declining stage, it can pay more attention to the ability and work experience of the applicant when recruiting, so as to open up business or save the enterprise crisis as soon as possible. If the enterprise is in the stage of development or maturity, it requires higher job stability of the candidates, and the higher the recruitment level, the higher the job stability of the candidates. In the stage of selecting resumes, you can get a preliminary understanding of the job stability of candidates by observing their work experience; Then, psychological tests can be used to verify the job stability of candidates. In the interview stage, after knowing the reasons for leaving, organizational adaptability, personal attitude and other aspects, we can comprehensively evaluate and judge the job stability of candidates, so as to comprehensively and accurately evaluate the stability of candidates. (1) Measure the career stability from the degree of career planning of candidates: Generally speaking, candidates with good career planning have high stability, so pay attention to the industries and positions in which candidates have worked in their resumes to judge their career stability: (1) If candidates have been working in the same type of positions in the same industry, such as quality management in the toy industry, such candidates have quite good career development direction and career planning. (2) If the applicant has been working in different positions in the same industry or the same position in different industries, such as having worked in the toy industry in the past, but having held positions in procurement, quality, production management and sales. Or those who have worked in trading houses, purchasing centers or manufacturing enterprises but have been engaged in quality management, such candidates also have a clear career development direction and high stability. (3) Even if the applicant's previous work experience can't be classified by industry and position, the current position lasts for a long time and has formed a lifelong career trend. The stability of such candidates is relatively high, but it is necessary to talk about the reasons for changing the career development direction during the interview. (2) Measure the job stability from the time of the applicant's past personal experience: pay attention to the duration of each job, the frequency of changing jobs, the interval between jobs, etc. , and evaluate the stability of the applicant. Reminder: We should also pay special attention to those candidates who frequently change companies. Some candidates may just want to find a job temporarily, and then slowly find a more stable permanent job. We should pay special attention to these people. We may have invested three months in their staff training, but they left before the work was about to enter the state. When selecting employees, we will pay special attention to these disloyal and insincere candidates. The following criteria are for your reference: (1) If you change your work unit three times or more within five years after you start working, it means that the employee's stability is poor. As a person who has just started working, he must work hard in a work unit for 2~4 years before he can achieve something. If you constantly change work units at the beginning of your job, it means that the applicant has never found a position where he can play (continue to write on the online page). (2) If the applicant's previous working hours are basically the same, it may have formed the habit of leaving. When the work lasts for a certain period of time, he will leave his job unconsciously, often because he wants to change his working environment. The job stability of this candidate is poor, but it is still formal. (3) If the duration of each job of the applicant shows an upward trend and the frequency of changing jobs shows a downward trend, it shows that the job stability of the applicant is increasing, so that the job stability of the applicant will be better and it will be easier to find the law. (4) Observe the start and end time of each job of the candidate. If the job ends ... >>

Question 5: How do you write interview comments? People's personality,

service ability

Job function matching, teamwork ability

Wait a minute. You can write down all your concerns for future reference.

Question 6: The interview assessment form comprehensively evaluates how the interviewer writes, giving you an overall impression and feelings during the interview conversation. Any suggestions and opinions?

Question 7: How to write an evaluation opinion after the recruitment interview? I am responsible for the recruitment of Schneider. After the general interview, I will give three comments: first, what kind of person is the first impression of the applicant? Generally speaking, as long as it is not too impulsive, too procrastinating and more positive; The second point will evaluate the applicant's education and experience, personal skills and so on; The third point will be about whether this candidate is suitable for the position he applied for. If it's appropriate, of course it's in. If it is not suitable, whether it can be transferred to other suitable posts, or whether it is not suitable for the development direction of the company, and list the reasons.

Question 8: How to write the self-evaluation in the interview resume? Write your self-evaluation as beneficial as possible, such as your strengths, your strengths.

For example: serious and responsible work, good at communication and coordination, strong organizational skills and team spirit; Lively and cheerful, optimistic and enterprising, caring, good at teaching; Only by being self-motivated and diligent in learning can we continuously improve our ability and comprehensive quality.

In the future work, I will work hard with abundant energy and the spirit of hard study, steadily improve my working ability and keep pace with the company. Self-study ability is very strong. I taught myself a lot of computer knowledge at school. Can skillfully assemble computers, understand computer maintenance, skillfully operate windows and office software, and be familiar with Internet resources. Understand auto cad photoshop and other software; I can write general programs in C language. I am very independent. Without the supervision of my guardian, I was admitted to Chongqing University, a national key university, with the highest score in the whole school. I have strong hands-on ability, and I can finish the experiment quickly when I do it at school. I have solid professional knowledge, positive working attitude, ability to work independently, great team spirit and good cultural quality. Entrepreneurial spirit, good personnel management and communication and coordination skills. I am adaptable, responsible, diligent and have a good team spirit.

Question 9: How to write comments for interview salespeople, and the criteria for interview salespeople to write comments;

1, the interview evaluation first presents basic information.

Applicant, interviewer, gender, age, position, date and contact information; The HR specialist in charge of the company interview should register the above basic information one by one and record it for easy searching and checking.

2. Analyze the skills of candidates.

All kinds of jobs have minimum requirements for candidates' skills, such as foreign language proficiency, computer proficiency, and the highest academic qualifications. , should be understood and recorded.

3. Analyze whether the candidate matches the position.

Through interviews and communication, comprehensively analyze whether the candidate's materials meet the basic requirements of the post, whether they meet, whether they can be shaped, and whether they match the company and the team.

Question 10: How to write your own comments? The HR manager said that the words "lively and cheerful, outgoing and generous, hard-working" are commonly used by many job seekers. In this case, it is difficult to impress and infect HR managers, and it is easy to make your resume fall into the ranks of "unannounced interviews". Experts say that quantifying your grades and achievements in your resume is one of the most effective ways. For those job seekers who have a lot of work experience, they can show their achievements in a quantitative way, such as winning tens of thousands of orders for the company or creating tens of thousands of benefits for the company. If your work can't bring direct benefits to the company, you can also write your work results. It is suggested that job seekers use rational and logical thinking in resume production, with clear thinking, prominent viewpoints and sufficient arguments, so that your resume will naturally stand out among many resumes. Common expressions in resume self-evaluation (model essay reference) 1. Serious and responsible for work, good at communication and coordination, strong organizational skills and team spirit; Lively and cheerful, optimistic and enterprising, caring, good at teaching; Only by being self-motivated and diligent in learning can we continuously improve our ability and comprehensive quality. In the future work, I will work hard with abundant energy and the spirit of hard study, and steadily improve my working ability. 2. Solid professional foundation: good grades in school, serious study, hard study of professional knowledge, and lay a good foundation for future work. In addition, I also took a double degree-psychology major. 3. I work in the Propaganda Department of the College Student Union, and I am the Minister of Propaganda Department of the College Branch of the Li Yun Youth Volunteers Association. Can be well integrated into the organization and communicate with people, get along well. 4. optimistic and positive; Be serious and responsible for things and work. I am calm and cheerful, enthusiastic, good at communication and coordination with people, strong affinity, enterprising spirit and team spirit, and strong hands-on ability. 5. Good coordination and communication skills, strong adaptability, quick response, active and flexible, diligent and enterprising, earnest and meticulous, hard-working, serious and responsible for work, good at teamwork learning and paying attention to the combination of theory and practice, with considerable social practice ability, strong professionalism and sense of responsibility, able to face any difficulties and challenges. 6. I am cheerful, sincere, self-motivated, adaptable and United, and I can get along well with my colleagues and work together. In the four years of work, I have completed my work conscientiously with a cautious work style and a serious and positive work attitude. I am practical and hard-working. If I am lucky enough to be hired, I will do my best to create benefits for your company, thus fully demonstrating my ability and value.