Interview Evaluation Form Template

The stages to writing an interview evaluation report are as follows:

• Introduction: Introduce the applicant, the job they applied for, and the time and place of the interview at the beginning of the report.
• Candidate Information: Give the candidate's name, contact information, and the qualifications and expertise listed on their resume, along with other basic information.
• Evaluation Criteria: Describe the interview evaluation factors that were used. The abilities, information, and skills necessary for the job should be listed here.
• Evaluation Results: Analyze each evaluation criterion's success for the candidate. To support your conclusion, cite particular instances and quotes from the interview.
• Strengths: Emphasize the qualities of the applicant that make them a suitable fit for the job.
• Areas for Improvement: Indicate any areas where the applicant needs to improve and make recommendations for how to do so.
• Final Recommendation: Give a final assessment of the candidate's suitability for the job based on their performance during the interview and your evaluation. 
• Conclusion:  Finish the report with a succinct conclusion that highlights the main findings of the analysis and presents any final thoughts or remarks.
• Signature:  Include your name and position when signing the report.

In your assessment report, keep your professionalism and objectivity in mind. Avoid making assumptions or subjective judgements and speak plainly and concisely. Based on the candidate's behavior in the interview and the credentials and experience listed on their resume, you should evaluate them.

The following sections are usually found on an interview evaluation form:

• Candidate Information: The candidate's name, contact information, and the job for which they are applying are all listed in this section.
• Interviewer Information: The interviewers' names and positions are listed in this part.
• Evaluation Criteria: This part outlines the qualifications needed for the job and provides a framework for gauging how well each applicant performed in the interview. These requirements may include aptitudes for problem-solving and communication, as well as relevant job experience, education, and credentials.
• Scoring System: For each evaluation criterion, a rating method is provided in this part. This could be a scale with numbers from "poor" to "excellent," or it could be a ranking system. The rating method ought to be simple to understand and apply.
• Interview Questions: The interview questions are listed in this part. This is helpful in assessing the candidate's answers and can show their strong and weak points.
• Additional Comments: The interviewer may add any final remarks or observations regarding the candidate's performance in the interview in this part. This might involve details about the applicant's conduct, outlook, or other traits that could affect whether they are a good fit for the job.
• Final Recommendation: Based on the candidate's performance in the interview and the evaluation criteria, this part makes a final assessment of whether or not they are qualified for the job.

The interview evaluation form ought to be thorough, simple to use, and customized to the particular requirements of the company and the job open for application. The assessment standards ought to be precise and pertinent to the job. Both the recruiting team and the interviewer should find the form simple to read and use.

Here is an illustration of assessment interview feedback that offers detailed, helpful criticism:

"The candidate displayed excellent communication skills during the interview and was able to articulate their background and credentials. They also answered our inquiries thoughtfully and showed that they had a solid grasp of the job's demands.

We did observe that the applicant did not give specific examples of their successes or how they had helped their prior employers succeed. We advise the applicant to practice giving more thorough and precise instances in upcoming interviews.

We were generally impressed with the applicant's credentials and think they would be a decent fit for the job. In order to highlight their expertise and accomplishments during subsequent interviews, we advise them to concentrate on giving more specific examples.

In this instance, the criticism is specific, helpful, and provides concrete ideas for improvement. It also gives a fair evaluation of the candidate's strengths and weaknesses and makes it clear whether or not the candidate is a good fit for the job.