20 18 structured interview process of Nanping institutions

Explain in detail the requirements, steps and implementation process of structured interview in public institutions.

Requirements for structured interviews

Structured interview has certain requirements for candidates, examiners, examination rooms and other aspects. The basic requirements are as follows:

1. Requirements for interviewing candidates

In the recruitment examination, candidates who enter the interview are selected as follows: first, the interview is recommended by the government personnel department to the employer department; The second is to select candidates in accordance with the prescribed proportion. Generally, the number of interviewees is required to be 3 times of the number of people to be hired; Three, candidates should be ranked according to the written test scores from high to low, and passing the written test scores is the basic condition for entering the interview.

2. Determine the requirements of interview evaluation elements

The determination of interview evaluation factors is the premise of determining interview methods, compiling interview questions and implementing interviews. What elements should be tested in the interview should be determined according to the position to be recruited, the situation of the applicant and the feasibility of evaluation. For example, according to a province, the evaluation factors of county-level organs' national recruitment interview are policy, theoretical level, professionalism and realism, organization and coordination ability, adaptability, language expression ability and appearance.

3. Requirements for the interviewer

Interview examiners should have high political and professional qualities, as well as a high sense of responsibility and mission. Examiners should be responsible for professional training for interviewers, so that they can master interview contents, methods, operational requirements, scoring standards and interview skills. After the establishment of the interview examiner qualification management system, in principle, only those who have obtained the interview examiner qualification through prescribed procedures can serve as interview examiners.

4. Requirements for interview examination room

The choice and arrangement of interview examination room have certain influence on the evaluation results. Therefore, the examination room should be arranged according to the requirements of interview implementation.

5. Requirements for formulating interview implementation plan

Before organizing an interview, the interview organ shall formulate an interview implementation plan to ensure that the interview work is organized, planned and carried out according to procedures. The contents of the interview implementation plan should generally include: the organization and leadership of the interview; Composition and training of examiners and judges (groups); Interview methods and procedures; Compilation method and printing of interview questions; Time and place of interview; Other job related to the interview.

6. Requirements for the composition of the interviewer team

The interviewer group is generally composed of 7 ~ 9 people, and it is best to combine old and young in age; Professionally, we should absorb authoritative people with rich business practice experience, business theory research and interview skills. The interviewer group at or above the provincial level is generally composed of representatives in charge of the examination, leaders in charge of the employer, representatives of enterprises and experts and scholars. The interviewers at the city and county levels are generally composed of organizations, personnel, employing departments, discipline inspection and supervision departments, and business backbones.

7. Other requirements

The following principles should also be observed in the employment interview:

(1) The principle of equal opportunities for candidates in the interview.

Fairness and justice are particularly important in the interview. Fairness is reflected in the fact that candidates use "a ruler" to measure and have equal opportunities; Fairness is reflected in the objectivity and fairness of the examiner's grading, and it overcomes subjective randomness.

(2) the principle of avoidance.

According to the relevant regulations, anyone who has a direct interest in the candidate should be avoided during the interview. For example, the interviewer or organizer has a husband-and-wife relationship, a direct blood relationship, a close relationship between husband and wife, and a relationship between children and parents-in-law. , they should be avoided.

(3) the principle of supervision.

The purpose of supervision is to ensure that the interview is conducted under the condition of equal competition. Supervising the whole interview process is the guarantee to successfully complete the interview. First, organize supervision, and invite discipline inspection, supervision and notarization departments to participate in the interview; Second, the supervision of news and public opinion, the staff of news and public opinion departments have the right to understand and report the interview work in an appropriate way; The third is the supervision of candidates, who are the best supervisors. Because they have personally experienced the whole process of the interview, they have the right to appeal and blame the interview organization procedures, the examiner's level and the test questions. Examiner departments should set up corresponding mechanisms (such as report boxes and suggestion boxes), listen to their opinions carefully and deal with them in accordance with relevant regulations and procedures.

Second, the preparation steps of structured interview questions

Structured interviews require high topic design, and topic preparation usually includes the following steps:

1. Determine interview evaluation elements according to job requirements.

At present, the primary task of compiling interview questions is to analyze the proposed position, put forward several elements that should be evaluated, and determine their corresponding weights according to the correlation between each evaluation element and the proposed position. Simple job analysis requires interviews with relevant personnel (including the incumbent and his direct leader) to clarify the main job responsibilities of the position and its quality requirements for the incumbent. A more comprehensive and in-depth job analysis also needs to use key event method, log method and questionnaire survey method to analyze the work of incumbents.

2. Select interview questions according to the evaluation factors.

Each specific interview question type has its own characteristics and functions. It is necessary to choose suitable interview questions according to the factors of job evaluation and the characteristics of candidates, and try to avoid similarities. Generally speaking, for college students who take the exam, because of their lack of practical work experience, they generally don't use behavioral interview questions, but use situational interview questions more. For example, if we want to examine their interpersonal cooperation consciousness and skills, we can't ask such a behavioral question: "In your previous job …". Because they have no work experience. But you can design a situational question like this: "suppose one of your colleagues always makes trouble for you at work ... what do you do?"

Step 3 customize interview questions

After determining the evaluation elements and interview questions, you can begin to compile the test questions. The form of the test questions can be different, but it is the fundamental purpose of the interview to closely focus on the evaluation elements (content). In principle, at least one test question should be prepared for each assessment element (except the two elements of language expression ability and words and deeds). The test questions can be drawn from a wide range, but it is best to focus on the study, life and work practice of the test subjects and not be divorced from reality.

4. Test questions

Customized test questions should also be tested to understand their operability and discrimination, and revised repeatedly on this basis. At the same time, on the basis of the test, improve the scoring standard of the test questions and write the reference answers of the test questions.

Third, the organization and implementation procedures of structured interviews

The organization and implementation procedures of structured interview mainly include the establishment of examiner team; Select and arrange interview examination rooms; Interview specific operation implementation and other three links.

(a) Selecting and training interviewers

When selecting interviewers, it is necessary to clearly select people with both ability and political integrity to enter the examiner team. If the examiner is not a person with both ability and political integrity, it is difficult to ensure that talents with both ability and political integrity can be obtained through interviews. At the same time, the training of examiners is also indispensable. Research and practice have proved that the reliability and quality of the scores of trained examiners are obviously higher than those of untrained examiners. In addition, the normative and procedural requirements of structured interviews are very high, and intensive training must be carried out before the interview is implemented.

In the employment interview, in order to ensure the fairness and justice of the structured interview, two supervisors (comrades from the discipline inspection or notarization department) can be selected to participate in the whole interview process according to actual needs. At the same time, according to the workload, a certain number of examiners, invigilators and other examiners are equipped.

(2) Selection and arrangement of the interview examination room.

The specific organization and implementation of the interview is very complicated, including the selection and layout of the interview examination room, the equipment of the waiting room and examination supplies, the interview notice and contact information of the candidates, and the decision of the interview order by drawing lots in advance. These jobs may seem unremarkable, but any job that is not done well may affect the smooth implementation of the interview.

There are four basic requirements for the interview examination room: first, the environment where the examination room is located must be undisturbed and quiet; Second, the examination room area should be moderate, generally 30 ~ 40 square meters is appropriate; Third, the temperature and lighting are suitable; Four, in addition to the main examination room, each independent interview examination room should also set up a number of waiting rooms according to the number of candidates, and the selection of waiting rooms should keep a certain distance from the main examination room to avoid mutual influence.

The layout of the interview examination room is also very particular. As far as the location arrangement of examiners and candidates is concerned, there are usually the following modes:

A is a round table, with multiple examiners facing one candidate;

B is a one-to-one form, and the examiner and the candidate sit at a certain angle;

C is a one-to-one form, the examiner and the examinee sit opposite each other, and the distance is close;

D is a one-to-one form, where examiners and candidates sit opposite each other and are far apart;

E is a one-to-one form, and the examiner and the examinee sit on the same side of the table.

The positions of the above examiners and candidates are different, and the interview effect is also different. In the interview, if C is used, the examiner and the examinee sit face to face, and the two sides are very close to each other, looking directly at each other, which is easy to cause psychological pressure on the other side, making the examinee feel like being tried in court, making him nervous and unable to play his normal level. Of course, you can use this form when you want to examine the stress tolerance of candidates. In the form of D, the distance between the two sides is too far, which is not conducive to communication. At the same time, the excessive spatial distance also increases the psychological distance between people, which is not conducive to better cooperation between the two sides. If the form of E is adopted, the examiner and the examinee sit on the same side of the table, and the psychological distance is close, which is not easy to cause psychological pressure, but the position of the examiner is not prominent enough and solemn enough, which is not conducive to observing the expressions and postures of the examiner and the examinee. Adopt the form of a and arrange it in a round table, so that candidates will not feel too much psychological pressure and the atmosphere is more rigorous. By adopting the form of B, examiners and candidates can avoid looking too directly, relieve psychological tension and avoid psychological conflicts, which is also beneficial to candidates' observation. So in general, interviews usually use a and B.

(C) the specific steps of the interview

As mentioned above, standardized operation and implementation process is one of the important features of structured interviews. Generally speaking, in employment, the specific operation steps of structured interview are as follows:

(1) Explain the overall planning, precautions and examination room discipline of this interview to the candidates who enter the interview. For example, before the interview, candidates can't communicate with candidates who have already interviewed, otherwise it is equivalent to leaking questions, because the interview questions of candidates in the same position are likely to be exactly the same. In view of this, candidates are not allowed to use mobile phones, BP machines or walk outdoors while waiting for an interview in the waiting room.

(2) Draw lots to determine the interview order of candidates, and register the examination numbers and names in turn. In the employment interview, formal fairness is as important as content fairness, and even formal fairness will attract more attention, because people can easily see whether it is formal fairness or not. The interview order is often decided by the candidates themselves by drawing lots before the interview to ensure the fairness and justice of the interview.

(3) At the beginning of the interview, the invigilator or examiner leads the candidates into the examination room in turn and informs the next candidate to prepare.

(4) For each interview 1 person, the interview procedure is as follows: First, the examiner reads out the interview instructions; Then the examiner or other examiners will ask the candidates to answer relevant questions according to the interview questions in advance according to the division of labor; According to the candidates' answers, other examiners can ask questions appropriately; Examiners independently grade candidates according to different elements on the grading table.

(5) It is generally advisable to ask 6-7 questions to each candidate, and the interview time of each candidate is usually controlled at about 30 minutes.

(6) At the end of the interview, the examiner announced the candidates' withdrawal. The examiner collects the interview results of each examiner and gives them to the rater, who counts the interview results under the supervision of the supervisor and fills in the structured interview results summary table of candidates.

(7) The rater, supervisor and examiner sign the interview result summary table in turn, and the structured interview is over.