definition of structured interview
structured interview, also known as standardized interview, is a standardized process of evaluating the subjects by using specific questions, evaluation methods and evaluation criteria according to the established evaluation indicators, strictly following specific procedures, and communicating with the subjects through language.
in structured interview, firstly, according to the analysis of the position, the evaluation elements of the interview are determined, the interview questions are prepared in advance in each evaluation dimension and the corresponding scoring standards are formulated. The interview process follows an objective evaluation procedure, and the performance of the interviewee is quantitatively analyzed, giving an objective evaluation standard. Different evaluators use the same evaluation scale to ensure the fairness and rationality of the judgment.
exam characteristics
1. Scoring:
Generally speaking, the evaluation elements are extracted according to the requirements of the proposed position, and the recruitment of civil servants is generally 5-7 evaluation elements. Each question generally corresponds to 1-2 test elements, and the scoring standard is given. Candidates who intend to take the same position should use the same set of questions, and the examiner should have a unified scoring scale.
2. Examiners:
Examiners are composed of 5-9 people, including one examiner, who is generally a person with three or more interview examiner qualifications in organizations, personnel departments and employers. Questions are generally asked by the examiner, but they can also be asked by the examiners in turn, and the examiners will be graded independently. Generally, the weighted sum examiners have to undergo special training, and they must have consistent behaviors and cannot have obvious personal subjective tendencies.
3. Standardize the examination process
Unify the strict examination organization and management; Unified interview procedures; Unified scoring standard and rating scale; The interview time of each candidate is roughly the same, usually the number of topics ×5 minutes.
characteristics of questions
Common structured interview questions include self-cognition and job matching, interpersonal communication, organization and management, emergency response and comprehensive analysis.
(1) Self-cognition and job matching
Example: Please introduce yourself and talk about why you applied for this position.
(2) Interpersonal communication
Example: You are a newcomer in the unit. Some old comrades often make things difficult for you and crowd you out, thinking that the newcomer is not good. What will you do?
(3) Organization and management
Example: In a certain place, it is stipulated that a car must have a corresponding parking space before it can be licensed. After the implementation of this measure for half a year, the leader sent you to investigate the implementation effect. How do you investigate?
(4) emergency response
Example: There will be an expert symposium tomorrow, but the expert called you tonight to say that something important can't come tomorrow. How do you handle it?
(5) Comprehensive analysis
Example: Premier Wen asked farmers and workers for their opinions on the 12th Five-Year Plan. What do you think?
interview process
1. Interview registration lottery
Candidates generally need to report at the designated place 1-3 minutes in advance, and the examination staff will check the candidates' ID cards, interview notices and other relevant documents. After that, the candidates draw lots to determine the grouping and entry order. In some areas, the grouping sign is drawn first, and then the sequence sign is drawn. In other areas, the grouping and entry order are determined at one time, such as: three (1), which means the first entry of the third group. In some areas, such as the civil service examination of central state organs, some ministries and commissions will arrange the examination room number and entry order of candidates in advance.
2. Waiting for the exam
After drawing lots, candidates enter the waiting area to wait for the exam. They are not allowed to leave casually before the exam is over. They are supervised by the examination room staff and need to be accompanied by staff when going to the bathroom. If the exam is scheduled in the afternoon, lunch will also be sent to the waiting room by the staff to prevent leakage.
3. Enter the examination room
According to the sequence, when it is a candidate's turn to enter the examination room, the guide will announce in the waiting room: "Please enter the examination room for candidate ×××". Candidates arrive at the entrance of the examination room with the guide and enter the examination room by themselves. The guide is not allowed to call the candidates' names directly, otherwise it will be considered a serious violation of the examination discipline. Generally, the guide only knows the candidates' serial numbers.
4. Answering questions
After entering the examination room, candidates go directly to the candidates' seats, say hello to the examiner after standing, and after receiving the instruction of "please sit down", candidates can sit down. After taking a seat, candidates generally need to report their own test sequence number, and the exam will begin after the examiner announces the introduction. Special attention should be paid to the fact that candidates cannot give their names. If they give their names in the examination room, candidates will be disqualified from the interview on the spot.
There are generally two forms in the interview: the question book and the examiner reading the questions. The national civil service examination time is generally about 2-3 minutes, and the topic is generally 4-5.
5. Exit
After the candidates have answered all the questions, the examiner usually asks the candidates if they have anything else to add, and the candidates usually answer nothing at this time. The examiner announced the withdrawal of the candidates, and the candidates went to the waiting room to wait for the scores.
6. Publish the results
The scorer collects the examiners' scoring tables for the candidate and calculates the scores. After the accounting is completed, it will be submitted to the supervisor for review. After being signed by the supervisor and the examiner, it will be handed over to the staff to announce to the candidates in the waiting room, and some will be posted in the waiting room. In some areas, candidates wait for the scores to be announced on the spot before leaving the examination room. This situation is applicable to the situation where the number of candidates is relatively small, and the waiting room system is implemented in most areas. In addition, the interview scores of some units of civil servants in central state organs are generally not announced on the spot.
7. After the interview
Candidates are generally required to leave the waiting room as soon as possible after getting the scores, and are not allowed to stay or walk around at will. Candidates go home and wait, and the website will announce the shortlist and medical examination list.
structured interview answering ideas
The civil servant interview is a comprehensive and systematic examination project. If you want to get high marks in the civil servant interview, you must have excellent performance in knowledge accumulation, answering level, image temperament, psychological quality and other aspects. For the majority of candidates, the most direct and first consideration is how to learn to answer questions and how to answer an interview question well. Here, for the interview "answer" part to provide some preparation guidance for the majority of candidates.
structured interview is the most widely used interview method in civil service examination. It is an interview method that asks questions according to the pre-established interview outline, and records the candidates' answers according to the standard format, so as to make corresponding evaluation.
In the structured interview, the interview topics of candidates in the same position are the same, which avoids the influence of different difficulty levels of different topics on candidates' scores; Examiners grade in strict accordance with the evaluation form, thus avoiding the disadvantages of scoring entirely by subjective impression; The final score of the candidates is calculated by the examiners after removing the points and the lowest points, which reduces the influence of the examiners' individual tendencies on the candidates.
Because of the characteristic of structured interview, as long as candidates have a full preparation before the exam, the interview results can be improved rapidly. If you want to get good grades in the interview, you must have a clear grasp of the problem-solving ideas of various types of structured interviews, and on this basis, form personalized answers that match the reported positions and personal characteristics.
The basic questions of structured interview include five categories: self-cognition, interpersonal communication, organization and management, comprehensive analysis and emergency response. Below, we make a general review of the problem-solving ideas of these five types of questions:
1. Self-cognition and job matching
There are three main types of self-cognition and job matching questions:
The first type is direct. There are several direct ways to ask questions: "Please introduce yourself", "What are your advantages and disadvantages" and "Why do you want to report to a civil servant". For direct test questions, candidates should pay attention to the fact that their answers must match the job requirements of civil servants, and focus on their own advantages, which are reflected in their study experience, work experience and personality characteristics, and emphasize that these characteristics they have are exactly what they need for this position.
The second type is indirect, which examines the matching between candidates and positions through indirect questions. For example, "What's your motto", "Who do you admire most", "What's your favorite book" and so on. In fact, it is a relatively hidden way to examine the values of candidates, and candidates should pay attention to digging out the content they answered to meet the requirements of the reported position.
the third type is pressure type. Examining the adaptability and psychological quality of candidates by putting pressure on them. For example, "Your major seems to have a certain distance from our requirements, please talk about your opinion." For this kind of test questions, candidates should keep calm, not only admit that they are still far from the ideal state, but also try to convince the examiner of their advantages in the position they are applying for.
Because everyone's experience and characteristics are different, the answer to the self-cognition question can't be the same. It is a kind of question that can best reflect the candidate's personality in a structured interview. When dealing with self-awareness questions, candidates should carefully sort out their own experiences, dig out their bright spots, sum up their own advantages, and prepare examples to be used as arguments, so as to truly achieve "no one has me, no one has me."
2. Interpersonal communication
Interpersonal communication test questions usually set an obstacle situation in interpersonal communication, such as misunderstanding, conflict or contradiction. Candidates are required to deal with the complicated interpersonal relationships involved in it "personally", coordinate the interests of all parties, and solve the interpersonal communication obstacles in the situation. Take a real question as an example: "You have a director and an old colleague in your office, and the old colleague always gives you his own work.
If you want to answer the interpersonal communication questions well, you must proceed from the "role" set by the questions, and effectively solve the contradictions or conflicts in the situation through appropriate behaviors and measures, so as to maintain good interpersonal communication and cooperation. For interpersonal communication questions, a general idea is to find more problems on yourself and not find faults from others. Interpersonal communication test questions examine candidates' ability to deal with the following groups of people according to the scenes set in the topic: first, the relationship with their superiors; Second, the relationship with your colleagues; Third, the relationship with their loved ones; Fourth, the relationship with your friends; Fifth, the relationship with their clients. Regarding dealing with the relationship with one's superiors, the main idea is to obey the leadership and respect the authority of the leadership; When dealing with the relationship with colleagues, we should help colleagues enthusiastically, proceed from the overall situation when encountering contradictions, be patient and not intensify contradictions; To deal with the relationship with relatives, we should try our best to achieve the unity of principle and flexibility; Dealing with the relationship with friends, principle is the first, and be cautious about making friends; Handle the relationship with your clients, be enthusiastic and patient, and serve the masses wholeheartedly.
When answering questions about interpersonal communication, candidates can explore some effective communication skills from their past experiences, or learn some "clever tricks" of communication through books or training, and use them when answering questions. Show your ability to deal with people through some specific communication methods, instead of making a big deal out of it. Dealing with any problem is always done with the word "communication"-such an answer is mediocre and reflected in the score will not be too high.
III. Organizational management
The organizational management test requires candidates to plan and organize an activity to test their planning, organizing and coordinating abilities. In recent years, the examination points of such questions have become more and more detailed, and more and more attention has been paid to the practical work ability of candidates. Such as the real question: "Many cadres go to the grassroots to exercise, all of them go through the motions or go on vacation. If you are from the organization department and are responsible for the supervision of cadres' exercise, what do you do now?"
For the questions of organization and management, there are three general ideas for answering questions: First, finish what you started. This idea means that when answering such questions, we should pay attention to the time sequence and logical sequence of things, and plan and arrange them in turn according to the steps of preparation, organization, coordination, control and summary. Second, we should consider it comprehensively, in which the arrangement of people is the core. In preparation, we should not only determine the form and process of activities, but also consider the elements of activities such as people, money, things, land and time in place. We must firmly grasp here, put the arrangement of people in the first place, arrange all the relevant people, and more than half of the things will be planned. Third, put yourself in the activity situation to consider. There are many types of organizational management questions, such as reception, investigation, meeting, training, etc., each of which has its own characteristics and cannot be generalized. When answering questions, we should highlight the characteristics of such activities and put an end to routine. At the same time, when organizing and managing questions, there are also micro-,meso-and macro-points, all of which require candidates to answer in the same time, which requires candidates to distinguish the details and side importance of the answers, grasp the key points and show the highlights.
For example, the interview question of a civil servant in a province: "You are the person in charge of the street to carry out the activities of killing rats and mosquitoes in the city. How do you organize it? Follow-up: What are the key and difficult points? " The first question here is relatively macro, which requires candidates to consider how to organize an activity in an all-round way, involving all aspects of activity elements; The second question is microscopic, which requires candidates to grasp one or several links in the whole activity and discuss them in detail.
It can be seen that candidates must set out from the questions, put themselves in specific activity situations, make specific analysis, and make distinctive and targeted arrangements, so as to avoid templating and get high scores.
Fourth, comprehensive analysis
Comprehensive analysis questions are often regarded as a kind of difficult questions by candidates. In many places, comprehensive analysis questions generally appear as the first question in civil service interviews. Whether you can answer the first question well is very important for the whole interview, and candidates must not take it lightly.
The types of comprehensive analysis questions mainly include social phenomena, famous sayings and epigrams, cartoons, etc. Among them, social phenomena questions are almost compulsory. For example,
The state has sent a group of outstanding civil servants to various departments in developed countries such as the United States, so talk about your views. (social phenomena)
"A fine horse can take risks, but plowing is not as good as an ox; A vertical car can carry a load, and crossing a river is not as good as a boat. " Please talk about your understanding. (famous sayings and epigrams)
For comprehensive analysis problems, we should first locate them. Positioning includes positioning the nature of the problem reflected in the topic and positioning the related knowledge points. The orientation of nature refers to judging whether the phenomenon in the topic is positive, negative or dialectical, and the orientation of knowledge points refers to quickly judging whether the problems reflected in the topic belong to politics, economy, culture or people's livelihood, and which major policies of our party and government are related, mainly based on the report of the 17th National Congress, the 12th Five-Year Plan and the government work report of that year. After positioning, it is necessary to analyze the problem in detail, and the thinking of analyzing the problem must be divergent, including the analysis of the causes, effects and countermeasures of the problem.
When answering comprehensive analysis questions, we should have three dimensions, namely breadth, height and depth. We should consider social problems from the standpoint of civil servants, analyze social hotspots from multiple angles, and put forward countermeasures and solve problems from the perspective of the government. At the same time, in order to reflect the personalization of the answer, candidates can combine their own feelings appropriately.