Interview evaluation method:
1, comments and evaluations
The characteristic of evaluation is that it can deeply evaluate different aspects of candidates and reflect the characteristics of each candidate. The disadvantage is that it cannot be compared horizontally among candidates.
2. Graded evaluation
Scoring evaluation is to compare the same aspects of each candidate, and its characteristics are just the opposite of comment evaluation.
The focus of interview evaluation:
1, systematic and universal question bank evaluation knowledge, written test is preferred.
2. Appropriate on-site inspection skills.
3. Personality interview questions and rich interview experience to judge cognition.
4. Classic assessment tools symbolically test personality and motivation.
Interview evaluation demonstration form:
In the actual recruitment interview scenario, the evaluation dimension will be evaluated and scored, and then the corresponding summary will be made, which is also commonly known as the interview evaluation form. Specific evaluation forms will be presented in different forms according to the requirements of each enterprise. Generally speaking, there will be scoring forms and written records.
Common interview methods:
1, behavioral interview
Behavioral interview refers to predicting job seekers' future performance by asking them about their past behavior. Based on the principle that past behavior is the best predictor of future behavior, this interview method can effectively judge the ability and suitability of job seekers.
2. Situational interview
Situational interview is an interview conducted in a simulated work scene, which requires job seekers to play a certain role or solve practical problems in order to evaluate their abilities and qualities. This interview method can effectively judge the performance of job seekers in future work.
3. Structured interview
Structured interview refers to an interview conducted according to a certain structure and process, which requires the interviewer to make a detailed interview plan and list of questions before the interview to ensure that all important qualities and abilities are evaluated. This interview method can ensure the fairness and objectivity of the interview.
4. stress interview
Stress interview refers to testing the resilience and psychological quality of job seekers by asking challenging questions or creating a tense atmosphere. This interview method can effectively understand the performance and adaptability of job seekers in a high-pressure working environment.