At the end of the interview, the interviewer is usually asked to write interview comments. But some interviewers and HR write interview comments? All the conditions are suitable. Recommended employment? 、? Not suitable, eliminated? There is no quality evaluation description that reflects the personality differences of job seekers. Writing equals writing in vain, which is meaningless and needs to be improved.
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.
Special attention should be paid to: when writing interview evaluation, try not to evaluate the candidate's personality, personal attitude and lifestyle. First, it is difficult to accurately assess the personal situation of candidates through such contacts; 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.
Simply put, 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 information of the candidates (which can not 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. But in general, it is still an objective description, without personal color. If the employing department really requires it, then provide it? Personalized service? .
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