What kind of questions will be in the 2020 national examination interview?
There are three types of interview questions in the national examination: structured interview, leaderless group interview and structured group interview.
First, structured interviews.
1. What is a structured interview?
Structured interview, also known as standardized interview, is relative to the traditional experience interview. It is called structured interview because the grading standards are structured, the grading examiners are unified, the examination room forms are structured, and the topics are structured. An interview method of asking questions one by one according to a pre-established interview outline and recording the interviewer's answers and comments in a standard format.
2. What is the process of structured interview?
Interview registration and lottery → Waiting for the exam → Entering the examination room → Answering questions → Candidates leaving → End of interview → Next candidate entering → Confirmation of results → End of interview.
Introduction and answering skills of various questions in structured interview
Comprehensive analysis: Comprehensive analysis is a headache for the majority of candidates in the public examination interview, and there are often situations such as incorrect topic expression, too little analysis content and nothing to say. The most fundamental reason for these problems is the lack of analytical ability and correct analytical methods. There are two ways to answer the comprehensive analysis questions correctly and comprehensively: information analysis and actual analysis.
Situational response questions: Situational simulation questions are frequently examined in the interview process, often appearing at the last question of the test questions, mainly to examine the candidates' language understanding and expression ability, and the candidates play a role in the questions and conduct simulated communication with the examiner. The question method of scenario simulation is often very clear, generally "please simulate on the spot", which can allow candidates to substitute questions as soon as possible and is the best question to examine candidates' communication and expression ability.
Interpersonal communication skills: the principle of interpersonal topic proposition is to put forward a proposition around the interpersonal relationship related to work, which is accompanied by many interpersonal contradictions in form. On the one hand, how to treat it, on the other hand, how to resolve it. This kind of topic is essentially a measure of a person's emotional intelligence, and in the selection of civil servants, in addition to non-selectivity, there is also your ability to solve and deal with problems. You know, we should not only get in touch with colleagues, but also deal with the masses. And often people with high emotional intelligence will solve problems well.
Planning, organizing and coordinating questions: In the interview of civil servants, there are often problems of organizing activities, with the purpose of testing candidates' planning and organizing abilities. Therefore, whether candidates can organize activities according to the actual situation is the key to get high marks.
Other types of questions: structured interviews include many types of questions, such as cross talk stories, philosophy, policy understanding and so on. And all kinds of interview forms are to examine whether the interviewee has the basic requirements for civil servants, so I must not leave my initial heart in preparing for the exam, and the first thing to do is to answer carefully around the interview ability.
Leader-less group interview
What is a leaderless group interview?
The leaderless group discussion interview uses scenario simulation to interview the candidates collectively. By giving a group of candidates (usually 5-7 people) a job-related question, let the candidates discuss it for a certain time (usually about one hour) to test their abilities and qualities in all aspects, so as to make a comprehensive evaluation of the candidates.
What is the process of the interview without leading group?
Admission of candidates → personal statement → free discussion → summary statement → exit of candidates → grading review → admission of the next candidate → result confirmation → end of interview.
Introduce various questions in the interview without leading group discussion.
(1) Open-ended questions: that is, the questions are set concisely, with few restrictions, and can be answered from multiple angles. This kind of topic mainly examines whether the candidates' thinking is comprehensive, pertinent and clear, and whether they have unique views and opinions.
(2) Dilemma: It refers to asking candidates to choose one of the two answers with advantages and disadvantages, which is what we often call a dilemma. This kind of question is subjective and most like a debate. The two options are not completely right or wrong, but each has its own advantages and disadvantages, mainly examining the candidates' analytical ability, language expression ability, persuasion ability and emotional control ability.
(3) Multiple-choice questions: mainly examine the comprehensive analysis ability, language expression ability and persuasiveness of candidates. Moreover, such topics are often clear-cut and sharp, and they are more likely to cause disputes among candidates, requiring candidates to have clear views and strict logic.
(4) Resource competition: It is suitable for the discussion and interview of leaderless groups in designated roles, allowing candidates in the same position to allocate limited resources or compete for certain places and qualifications through self-recommendation. This kind of question can arouse the candidates' full debate and help the examiner to evaluate the candidates.
(5) Operation questions: mainly examine the subjective initiative, cooperation ability, operation ability of candidates and the role they play in a practical task. In addition, this type of question does not test language ability, but mainly tests the practical ability of candidates and whether candidates have certain professional skills.
Structured group interview
What is a structured group interview?
Structured group interview is a new interview form based on structured interview, combined with group interview, taking turns to answer questions, commenting on each other and answering questions separately.
What is the process of structured group interview?
Interview registration and lottery → Waiting for the exam → Entering the examination room → Answering questions → Candidates leaving → End of interview → Next candidate entering → Confirmation of results → End of interview.
(Different from structure, the questions asked by examiners are random, not fixed topics, similar to peer-to-peer interviews, which have appeared in the Ministry of Foreign Affairs for more than two years. )
Structured group interview skills
(1) Answer should be concise.
Due to the limited time, each topic is only two minutes. When the examination time is up, the examiner will stop and there is no extra time for candidates to continue to supplement. Therefore, in the thinking stage before the exam, candidates should prepare what they want to say concisely, so that they can say it without verbosity and clutter during the interview.
(2) Comments should be dialectical and comprehensive.
When answering questions in an interview, when candidates start to comment on other people's answers, they should start with the contents of the other people's answers and make comprehensive comments. We can't generalize. In comments, we should not only see the advantages of others, but also see the shortcomings of others, so as to be dialectical and comprehensive and strive for fairness and justice.
Use words accurately.
On the one hand, everything said in the examination room should be based on objective reality, and we must never make subjective assumptions. On the other hand, the language should be accurate when commenting, such as: try not to appear "so-and-so view is wrong" and use "relatively imperfect or specific" and other languages, because completely wrong views rarely appear.
The quality training of civil servants should reflect
Examiners will observe candidates in all aspects, including personality, feelings, attitudes, language, communication and interaction skills. Candidates should pay attention to details: others should carefully record when answering questions; Keep smiling when communicating with others; Language should properly take care of each other's feelings; When others point out problems, you can accept them frankly and generously, and so on.
Put it in position.
Candidates should put themselves in the perspective of a "doer" when commenting. Candidates should remember that "comments are for doing things, not answering questions." High-quality reviews should present "what is the other party's problem+the necessity of this problem+the solution to the problem" in the structural arrangement.
Grasp the rhythm
Two minutes to comment on the three questions of two candidates respectively is definitely not enough time. Therefore, we must master the rhythm: we can comment on the issues together; In the process of comment, the main point comment method is adopted, that is, there is a main sentence to guide and then elaborate, so that the content of the comment will be more clear.