How does HR write the interview evaluation of candidates?

How does HR write the interview evaluation of candidates?

How does HR write a good interview evaluation of candidates? At the end of the interview, HR needs to make a fair evaluation of the job seekers who come to apply, but many HR evaluations simply do not reflect the differences of candidates. Let's talk about how HR writes the interview evaluation of candidates.

How does HR write a good interview evaluation of candidates 1 Professional HR will separate the interview stage from the decision-making stage, and will not evaluate candidates during the interview and will not make a decision on hiring.

During the interview, HR must ask questions in a planned way, listen carefully, observe, record, interview evaluation and hiring decision in the next step.

1. What aspects should be included in the evaluation of candidates?

(1) Basic information

1, the concept of time

Mainly depends on the difference between the applicant's arrival time for interview and appointment time.

2. Appearance and dressing

Whether an applicant dresses formally or casually depends on his attitude.

3. Mental outlook

Whether the applicant's mental outlook is energetic or depressed, and whether his tone of voice is coherent.

(2) Ability to work

1, working experience

According to the specific content of the applicant's self-introduction and HR mining, is it consistent with the description of work experience in the resume?

2. Professional skills

What are the professional skills currently mastered, what skills are lacking in the current job, and whether the applicant intends to improve through learning.

3. Communication skills

Is the communication between the applicant and HR normal? Can you correctly understand the interviewer's questions and face them directly?

4. Teamwork.

In your past work, have you ever helped other colleagues solve problems that do not belong to your own work? Why are you doing this? What is the meaning of helping?

5, emotional control and the ability to overcome difficulties

What is the candidate's emotional control ability, and how to adjust and resolve it in the face of work difficulties and department leaders' incomprehension? What methods and channels are used to solve the work problems solved in the past work?

(3) Career goals

1, personality interest

Whether the applicant's personality characteristics are consistent with his statement; What are hobbies and interests, and their relationship with career goals.

2. Career planning

Does the applicant have a career plan? Why? Is his work experience consistent with the plan?

(4) Reasons for leaving the company

1. Reasons for leaving.

What is the reason for the applicant's resignation in the last company? Is the company recruiting jobs now? Will there be similar reasons to the original resignation to prevent the same thing from happening?

2. Job hunting motivation

(1) Why do candidates choose their own companies? Why did you choose to apply for this position?

(2) Whether it can meet the specific salary requirements of the candidate.

Second, what should be included in the interview assessment form?

1, scoring standard

In order to make the interview score as objective as possible, when designing the evaluation scale, it is necessary to make the score have a certain scoring range and evaluation criteria.

A. Evaluation standard grade: When designing the interview evaluation scale, the interview standard grade can be divided into three grades, four grades and five grades. First grade, there is a certain standard content. As far as the words used in grading are concerned, the principle of equidistant should be embodied as far as possible, and the continuity of measure, degree and quantity should be maintained to avoid big jumps.

B, quantify each level. Rank quantification is to scale each evaluation standard. It can be quantitative, such as 1, 2, 3, 4, 5 ...10, 20, 30, 40, 50 ...; It can also be qualitative, such as excellent, good, medium, poor, poor or a, b, c, d, e.

2. Scale format

There are generally three interview evaluation scales:

I. Questionnaire Evaluation Scale

By using the questionnaire, the items that need to be evaluated are listed, and HR will evaluate the candidates according to their performance in the interview.

B, grade standard rating scale

Select the evaluation elements of this interview and divide each element into several standard grades. The human resources department grades candidates according to their performance.

C, comprehensive evaluation scale

Score according to the order of questions, and each evaluation element corresponds to several items. Finally, the average score is comprehensively counted on an evaluation form. The scale consists of three parts: interview question table, question score table and comprehensive score evaluation table.

Third, what should I pay attention to when writing an evaluation?

(1) interview record

Record it in time during the interview. You can't write subjective and general words, let alone describe what the candidates say in your own way. Instead, it should be written in a "verbatim record" way, so that the performance of candidates can be distinguished and different candidates can be prevented from getting similar comments.

(2) Fill in the evaluation scale

Try not to look at other applicants' rating scales, and grade according to the original job requirements. Don't make a recruitment decision at this step.

When grading, you should refer to the record of the previous step, review the key points of candidates' answers, pay attention to the problems related to job performance dimensions, and then write down the grading.

Try to avoid the influence of subjective factors, look for evidence to support yourself from records, and don't judge by impression or personal preference.

If there is no supporting evidence in the record, the job performance dimension should be scored low. HR should be as objective as possible when scoring, and only consider the behavior of candidates, rather than personal appearance, education, body and other background information.

(3) check the score and record it

You should take out your records and check them to see if the answers of different candidates are the same. If there are similar answers, HR should further check the rating scale to see if the same score is given.

The same behavior should be given the same score. In other words, no matter who the candidate is, as long as he does something that meets the job requirements, HR will give high marks, and vice versa.

HR should also check the scores of some key evaluation factors from the rating scale, compare the answers of high-scoring and low-scoring people, and re-examine whether their behavior matches the scores. If necessary, HR can adjust the score at this time.

(four) to make a recruitment decision

In the case of the same score, HR needs to refer to the evaluation scale. If a weighted scale is used, candidates who get high scores in higher weight categories should be considered for employment first.

How HR writes candidate interview evaluation II. Main contents of interview evaluation

1, job hunting motivation

Understand why candidates want to work in this unit, what kind of work they are most interested in, what they want to pursue in their work, and whether the positions or working conditions provided by the unit can meet the job requirements and expectations of job seekers.

2, interpersonal skills

In the interview, by asking the candidate what kind of club activities he often participates in, what kind of people he likes to deal with and his role in various social interactions, he can understand the candidate's interpersonal tendency and skills in getting along with others.

3. Work attitude

First, understand the candidates' attitudes towards study and work in the past; The second is to understand their attitude towards the position they are applying for. In the past, they didn't have a serious attitude towards study or work, and they didn't care about people when they did a good job. It is hard to say that they can be diligent and responsible in their new jobs.

4. Self-control and emotional stability

For national civil servants and many other types of staff, self-control is particularly important. On the one hand, in the face of criticism from superiors, work pressure or personal interests, we should learn to be restrained, tolerant and rational, and don't affect our work because of emotional fluctuations; On the other hand, they should be patient and flexible in their work.

5, personal hobbies and hobbies

Candidates can learn about a person's hobbies, such as what sports they like to do, what books they like to read, what TV programs they like to watch, what hobbies they have, and so on. , often conducive to job placement after employment. In addition, during the interview, the examiner will also introduce the company's situation and requirements, as well as the position to be applied for, discuss the salary and welfare of the candidate, and answer other questions that the candidate may ask.

6. Enterprise

Aggressive and enterprising people usually set career goals and work hard for them.

Second, how to write interview comments after HR interview?

1, basic information.

The basic information is appearance and dress. Is the job seeker's dress neat or sloppy? Whether the job seeker's mental outlook is full or depressed, and whether the tone of speech is coherent or not, this is all a message.

In addition, the native place of job hunting, including his age and school, and the living conditions in the local area, have you just come to look for a job or have you been working for several years? Do you have a permanent house? Can I get married and start a family? Whether there are children or not, whether there are elderly people to take care of at home, all should be written on it. This is the basic information.

2. Ability to work.

Especially talk about work experience first. Work experience, the actual situation of applying for a job is consistent with the work experience on your resume. What is the main job of your original job? Where is the difficulty?

What important events have you experienced and how to solve these problems? There is also whether the work experience is connected with the work experience of the position we are asking now, the new position you are facing now, and whether his job skills are available. This is one aspect.

The second word is about this learning ability. Learning ability, mainly depends on what skills are lacking in modern work ability? Can they improve through this research?

It depends on his understanding of this research. What are your reading habits and study habits? What have you mastered through self-study? New technology, intelligent skills.

The third is communication skills. When communicating with a job seeker, whether the communication can be carried out normally depends on his understanding and communication ability. Can you understand your question? Is this evading the question or in Dai Li, Zhang Guan? This is the interaction with him, and how persuasive are the people related to him?

The fourth is teamwork. I asked him if he had helped other colleagues and solved some problems that did not belong to his job when he knew his past. Why did he do it? What's the point of helping to do it? This can also understand his cooperation with the team.

The last one includes emotional control and the ability to overcome difficulties. How is his emotional control ability? When faced with work difficulties, what should the department leader do if he doesn't understand? How to resolve it? We can also judge which problems have been solved in the past work and how.

3. Career goals.

Career goals are divided into two parts, the first is this personality interest, and the second is career planning. In the interest of professional figures, we must see whether his personality and interest characteristics are consistent with his expression, and what is the relationship between his hobbies and career goals?

For example, he likes photography. Does his daily work photography have anything to do with his work?

The second word is about career planning. In fact, any job seeker has a certain plan. You should ask him why he plans like this, ask him what he thinks and how to realize the plan.

Whether this plan is consistent with the position we are recruiting now depends on what efforts he will make to meet it. If now he says that I want to be a sales director in the future, and he turns out to be an administrator now, then the plan will be inconsistent. If the plan is inconsistent, he may not even recognize that everything he has done has been successful.

4. The initial reason for leaving the company.

There are two main reasons for leaving the company:

First of all, what was your reason for leaving your last job? Whether the company's current recruitment situation is similar to the original resignation situation, in order to prevent this from happening again.

2. What makes you understand his job choice? Is it career development and environment? Is it training and learning? Or a raise? The promotion of the position is to take care of all aspects of the family. If you must understand, realistic factors and so on.

Finally, it is about salary expectations. Be sure to know the candidate's expectation range or bottom line for this salary. Can our company provide him with information that he can't satisfy during the interview?

4. Comments on the interview.

Interview comments must not be too gorgeous, but must be comprehensive and grasp the core elements, such as job seekers who are stable and optimistic, good at communication, careful, hardworking, plastic, with three years of professional experience and certain creativity. Can think about problems from multiple angles and make suggestions.

It is suggested to examine their professional skills or comprehensive skills during the second interview, or to write that the job seeker has a flamboyant personality, insufficient teamwork ability, too strong expression of words and meanings, unsatisfactory work experience, vague career planning objectives, too high salary expectations, and does not meet the needs of the employer, and will not be hired. This passage will eventually give a final result.

Generally speaking, there are three results, one is that the interview is observed, the other is to hire, and the third is not to hire this piece. If you are the final admission condition, you must give salary suggestions and probation suggestions.

When we write interview comments, we mainly write some key points, remember to ask questions when reading resumes in some suspicious places, and be sure to ask them during the interview. There are still some inconsistencies that must be asked clearly.

There are periods and intervals, such as 20 16 to 20 19, which he wrote, and then 20 19 to 202 1, which he didn't write, but you must ask him what he is doing, so that you can know something about him.