Candidate Evaluation Language: Link Interview Evidence to Criteria

Use agreed criteria

Start from the role requirement rather than comparing personalities. State what evidence the interview was intended to collect.

Record what was demonstrated

Attribute examples to the candidate and note the context. Do not convert a self-report into independent verification.

Separate inference from observation

Explain how the example relates to the criterion. Make the reasoning visible so others can question it.

Name the evidence gap

Missing evidence does not automatically prove inability. State what was not established and what authorised follow-up may be needed.

Work through an original example

Draft: “Weak leader.” The notes only show that the candidate described a shared task without clarifying their role.

A better summary is “The example did not establish the candidate’s responsibility for coordinating others; a role-specific follow-up would be needed.”

Practise, check and try a changed task

Write a fictional candidate summary with criterion, account, interpretation and limitation.

Ask another reader to underline any conclusion stronger than the supplied evidence. Revise before drafting a recommendation.

• Check the meaning against the original task, rather than rewarding impressive wording alone.
• Keep one concrete observation and one next action; avoid treating a single attempt as a complete assessment.

Continue with focused practice

Use the exercise to identify the kind of feedback you need. The HR English programme page describes the current learning format and practice. Compare its syllabus with your own task, starting level and available time before choosing training. Course participation alone does not establish professional competence or guarantee an outcome.

Explore CVHR® HR English