How to write interview comments

As HR, how do employees write interview comments to new employees after the interview? This is a skill that every personnel worker should master. The following is how to write the interview comments I compiled. Welcome to reading.

How to write interview comments 1 interview evaluation is often subjective. The evaluation of personnel commissioners is often influenced by many factors such as personal subjective impression, emotion, knowledge and experience. Different examiners often have different evaluations of the same applicant, and each has its own evaluation basis.

Interview evaluation usually includes four aspects.

1, basic information

The interview evaluation first presents basic information, including candidates, interviewers, 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.

This is a very important embodiment, and we need to grasp two points: first, indicators, that is, typical behaviors that reflect the quality of candidates; The second is quantitative scale, which describes the quantitative level or quality level of various abilities and psychological qualities embodied in these behaviors.

4. Conclusion

Through the analysis, the conclusion of whether to hire or not is drawn.

How to write an interview comment 2 At the end of an interview, the interviewer is usually asked to write an interview comment.

However, the interview comments written by some interviewers and HR are all general expressions such as "all the 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.

In fact, interview evaluation should be an evaluation that can properly and completely reflect the main content of communication between the interviewer and the applicant, so that others who have not participated in the interview can basically understand all aspects of the applicant through this evaluation.

As an HR department, it is necessary to tell the good and bad, and let the relevant managers analyze and decide whether to hire according to the good and bad.

I was born to be useful. Everyone has advantages. We must affirm the advantages and correct the disadvantages.

Generally speaking, when evaluating others, you should say yes first, and so should writing interview comments. After judging the truth of what the job seeker has seen and heard, record what you think is true and write it in the interview comments column.

Pay special attention: when writing interview evaluation, try not to evaluate the personality, personal attitude and lifestyle of the candidate.

One reason is that it is difficult to accurately evaluate the applicant's personal situation through such contact;

Second, work and life are two different concepts.

However, if HR thinks that this personal situation is enough to affect his work, he can communicate with the department on his initial impression and judgment, but the final conclusion is still decided by the department.

To put it simply, the interview evaluation should focus on the skills, qualities and qualifications of the candidates, and analyze and judge these aspects against the job description or the basic quality model of the post, while putting the personal situation of the candidates (which cannot be fully reflected in the interview) in a secondary position.

Whether the candidate is qualified in the interview or not, or he reports after the interview is successful, and so on. He must register 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.

As the responsibility of HR is to assist the department to recruit the required employees, and the decision-making power lies with the department, individuals tend to describe the performance of candidates objectively and to the point. Of course, if the employing department needs HR for reference, HR can also give its own reference according to the actual performance comparison requirements.

However, under normal circumstances, it is still an objective description, without personal color. If the employing department really has requirements, it will provide "personalized service".

How to write interview comments 3 1, with the necessary intelligence and understanding to lead the work of the departments under their jurisdiction.

2. Good at expression, clear thinking, clear organization, strong logic, good at grasping the crux of the problem, able to remain calm when disagreeing with members' views, and dare to persuade others to agree, but not convincing enough when emphasizing their own views, without overall awareness, and actively safeguarding personal views.