Scoring by the interview examiner is a very important part of the process as it determines whether the candidate will advance to the next round of selection or be hired. Below we will look at several aspects** how the interview examiner scores and how to evaluate the candidate's performance.
Interview examiners need to know the scoring criteria and scoring elements before grading. The scoring criteria usually include communication skills, logical thinking skills, professional knowledge, work experience, manners, etc., while the scoring elements relate to the candidate's performance in various aspects. The examiner needs to evaluate the candidate according to the marking criteria and scoring elements and give the corresponding score.
Interview examiners need to pay attention to the following points when scoring. 1. The examiner needs to evaluate the candidate's performance objectively and impartially, without being affected by any external factors. 1. The examiner needs to accurately grasp the scoring criteria and scoring elements to ensure the accuracy of the assessment. 3. The examiner also needs to pay attention to the comprehensiveness of the assessment, and do not only focus on the candidate's performance in one aspect, but ignore the performance in other aspects.
When evaluating a candidate's performance, the interviewer can start with the following aspects. First of all, the examiner needs to understand the logic and organization of the candidate when answering the questions. If the candidate is able to articulate his point of view clearly, using sound reasoning and arguments to support his point of view, then he will be given extra points for being logical and organized. Secondly, the examiner needs to know how accurate and in-depth the candidate is in answering the questions. If a candidate is able to answer the questions accurately and is able to analyze the questions in depth, then his accuracy and depth are a plus. In addition, the examiner needs to understand the candidate's resilience and innovation ability when answering the questions. If a candidate is able to respond flexibly to problems and come up with novel ideas and solutions, then his resilience and innovation will be rewarded.
In addition to the above aspects, the interview examiner also needs to pay attention to the candidate's work attitude, professionalism, teamwork ability and other aspects of performance. If a candidate excels in these areas, his overall score will improve.
Finally, the interview examiner needs to score the candidate based on the scoring criteria and scoring elements. When grading, it is necessary to evaluate the candidate's performance objectively and impartially, and not be influenced by any external factors. At the same time, it is also necessary to pay attention to the accuracy and consistency of the scores when scoring to ensure that the scores can truly reflect the ability level of the candidates.
Interview examiners need to comprehensively, objectively, and accurately evaluate the candidate's performance when scoring and scoring according to the scoring criteria and scoring elements. Only in this way can we select outstanding talents and contribute to the development of the organization. If you need more information, you can consult books and literature related to civil service interviews. 2024 Public Examination Shore Guide