How to write interview evaluation comments?
First, write a good interview comments need to pay attention to:
1, interview comments should focus on the basic requirements of job application;
2. The language of interview comments should be as concise as possible, and the meaning should be accurate and objective, and it should not be perfunctory because the candidates can't see it;
3. Interview comments are an all-round evaluation of candidates' comprehensive performance during the interview, and both advantages and disadvantages need objective evaluation;
4, clearly indicate whether to hire attitude, to avoid ambiguity.
Second, the company's human resources department recently interviewed the training supervisor for comprehensive comments:
1, gfd: The clothes are neat and clean, the appearance is dignified, and the image meets the post requirements;
2. Manners: clear language expression, certain logical thinking and communication skills, extroverted personality;
3. Job matching: non-professional graduates (Bachelor of Business Administration), with more than 3 years of work experience in this position and certain management experience;
4. Stability: more than 3 years working experience in this industry, and the number of job-hopping is no more than 3 times, which is relatively stable; Strong willingness to apply for a job, willing to accept and agree with the company's management system and corporate values; comment
5. Professional skills test: PPT courseware production of employee execution, full score 10, 8 points;
6. Comprehensive evaluation:
This person is handsome, well-behaved, well-balanced, strong in language expression, extroverted and good at active communication. Three years professional working background, good professional skills test. As a married woman of childbearing age, she is psychologically mature and has certain pressure resistance. 3 years working experience, good job matching. I don't have a working background in a big company, but I have contacts in various departments of small companies, and I can meet the company standards through training. This person is recommended by an insider of the company, and his salary requirement is within the salary standard of this position. You can try. It is recommended that the probation period be three months. Please ask the human resources department to make relevant arrangements.
Standardized writing of interview comments
Interview evaluation should also be standardized, and the information expression should be accurate and complete. To this end, we should pay attention to the following points.
1. What kind of interview evaluation is a good evaluation?
In my opinion, this question should be answered like this: a good evaluation is an evaluation that can properly and completely reflect the main content of communication between the interviewer and the applicant, and let other people who have not participated in the interview basically understand all aspects of the information of the applicant through this evaluation. So, what did the interviewer communicate with the applicant? Is all the information exchanged truthfully recorded? Is there a general division of labor in the interview content of the interviewer? Are interview comments in plain text? Why not use a lot of quantitative or quantitative comments? To achieve the above points, it is by no means a few words in the title.
2. Need a standard interview evaluation form.
The human resources department should design a planned form to standardize the interviewer's evaluation. In my opinion, the contents of the form mainly include: basic information of the applicant, interview content, company standard, applicant's situation, coincidence rate, weight of this item, score of this item, total interview score, total interview comment, interviewer's signature and date. In general, 1 A4 paper is enough, with no more than 2 sheets at most. The first three items are filled in by the human resources department and handed over to the interviewer, and the rest are filled in and signed by the interviewer.
Interviewers who interview different contents fill in different contents. Because there are corresponding recruitment standards, the human factors of the interviewer are reduced. Finally, the overall evaluation is also based on the above interview content, and it is also a constraint on the interviewer's personal behavior. Such an interview evaluation form is attached to the employment approval form to let the superior leaders know the general situation of the candidates.
3. It is suggested to design relatively uniform interview comments.
After all the interview contents are exchanged, the matching degree between candidates and company standards is clear in the table. Therefore, in the general evaluation, we can design a unified comment like this: "Among the above * interview contents, * excellent, * good, * unqualified, the final score is *, and it is recommended to hire or not." Finally, the interviewers' evaluation is integrated to judge whether to hire, so the comments are reasonable.
4. Simulate the interview, and conduct review writing training.
You can find employees in different positions in five companies to conduct a mock interview, arrange interviews with about five or seven interviewers, and divide the work (such as personnel, professional, testing, hands-on and so on). ), or you can all participate, there is no division of labor, but you must give points and evaluations separately, and you must not communicate with each other before evaluation.
If in the evaluation process, it is considered that the designed form or standard comment needs to be improved, it should be put forward and improved through consultation, and then applied to the actual interview evaluation.
In short, interview comments should try to restrain the interviewer's random evaluation behavior, make the comments more standardized and unified, and make them "do multiple-choice questions, don't fill in the blanks, don't answer briefly, and don't ask and answer questions". Although this is rigid, it is more standard and standardized, which can control the influence of human factors on the interview results to a greater extent, and also make the approving boss see it more clearly. This is also a highly responsible performance for the applicants, employers and companies.
Of course, such a standardized interview evaluation focuses on: what the interview content is, the company's employment standards, scoring methods and so on. They are all set for a specific post and need to be discovered through continuous exploration and improvement. But with this goal, don't be afraid of the complexity of the road. Everyone should try to take every step. As the saying goes, there is a journey of a thousand miles without accumulation.