What are the skills of civil servant exam interview?
If you want to master the interview, you need to know the interview first. Interview and written examination are two main expressions of civil service examination: written expression and language expression. There are similarities between written expression and language expression ability. Examining candidates' ability to find problems, analyze problems, solve problems and organize words is different. For example, the written test has enough time for candidates to think and has the opportunity to organize the language repeatedly. For example, a written test cannot describe the psychological state of candidates in detail. On the other hand, the interview is a deeper and broader all-round inspection of candidates on the basis of written examination. The civil service examination must first pass the written test to examine the theoretical knowledge of the candidates, focusing on the IQ of the candidates; The interview focuses on examining the ability of candidates and testing their emotional intelligence. Both evaluation methods have their own advantages and disadvantages. There are many things that can't be detected in the written test of civil servants, such as the psychological endurance of candidates. Interview is a means to evaluate candidates' knowledge, ability, experience, temperament and personality through direct conversation between examiners and candidates or observation of candidates in specific situations, which provides an important basis for personnel recruitment.
Second? Understand the interview
If the written test of civil servants is the survival of the fittest, then the interview is the selection of the best. The written test focuses on knowledge, and the interview focuses on ability; The written test can measure IQ, and the interview can not only measure IQ, but also observe EQ. High knowledge does not necessarily mean strong ability, and high education does not necessarily mean high emotional intelligence. The purpose of civil servant interview is to break the deadlock of high scores and low abilities.
Compared with written examination, interview has its specific functions:
1, the interview can better see the candidates from all directions.
In the evaluation of civil servants, written candidates only hand in an answer sheet, and everyone's understanding of candidates is limited to this answer sheet. Interview can better reflect a candidate's thinking, eloquence, appearance, pressure resistance and experience than written examination. Although some candidates' distinctive characteristics can be expressed in written form, they can't be expressed because of the cover-up behavior of candidates or other reasons, so they can be evaluated more comprehensively through interviews.
2. Avoid making a final decision, evaluate the various qualities of candidates in a two-way way, and effectively shut out high scores and impostors.
It is impossible to evaluate a candidate's comprehensive quality just by passing the exam. There are various reasons that affect candidates' test scores, such as physical condition, unexpected events in the examination room, and even a little luck. Therefore, we need to make a more comprehensive evaluation of candidates through interviews. Give the candidates who make mistakes in the written test a chance to make a comeback, and also let those candidates who have high scores and low abilities cheat have nothing to hide.
For example, in the 20 10 civil servant recruitment examination in Yibin, Sichuan, it was found that someone answered questions in the interview, which showed great development potential and became an ideal candidate. Some people get high marks in the written test, but their words are dull during the interview, and they are naive and not profound in answering questions; Others can only recite this knowledge, and their ability to analyze and solve problems is poor.
3. Evaluate the comprehensive quality of candidates from multiple angles and directions.
Theoretically, an interview can accurately measure any quality of a candidate.
Interviews can be conducted by leading group discussion, role change, scenario simulation, etc., to examine the organization and leadership ability of candidates. By evaluating the emergency types of test questions, we can directly examine the actual working ability and adaptability of some candidates. The interview can comprehensively examine the candidates' knowledge, ability, work experience, logical thinking ability, language expression ability, problem analysis ability and communication ability through various types of questions.
Third? structured interview
Several interview questions designed in advance to examine the ability and quality of candidates. In other words, the interview content is clear and the interview procedure is clear and standardized. Structured interview highlights the characteristics of system structure from form to content, thus ensuring that this interview method is more effective, objective, fair and scientific.
(A) the main characteristics of structured interviews
Structured interview: A panel of examiners asks questions to candidates applying for the same position according to the prescribed procedures, using the same questions and asking questions according to the same questioning principles. Its main features include: 1. Design interview questions according to the structure of job analysis. This interview method requires in-depth job analysis, and it is clear which cases reflect good performance and which cases reflect bad performance at work. Executives will evaluate these specific cases and establish a question bank. The elements of structured interview evaluation involve knowledge, ability, quality, motivation, temperament and so on. , especially the specific problems related to responsibilities and skills, can ensure the success rate of screening.
2. Ask all applicants the same question. The content and order of the questions are determined in advance. There are two kinds of effective questions in structured interviews: empirical questions, which are related to job requirements and the behavior of job seekers in work or life; Situational question, the job-related behavior of job seekers under hypothetical circumstances. Sequence structure usually has the following types of questions: (1) Asking questions from simple to complex gradually deepens the difficulty of the questions, so that candidates can gradually adapt to the interview environment psychologically and fully show themselves. (2) Questions from general to professional content.
3. Adopt a systematic scoring program. A set of systematic and specific scales is designed from the perspective of behavior, and each question has a clear scoring standard. Establishing a systematic scoring scheme for the scoring standard of each question can ensure the consistency of scoring and improve the effectiveness of the structure.
The questions of structured interview include background questions, knowledge questions, situation questions, intelligence questions, behavior questions and willingness questions, and each question has its own characteristics and functions, serving the interview content and elements. In addition, structured interviews are generally conducted within a limited time, and 7-9 examiners test 1 subject at one time. The evaluation is scored according to the elements, and the scores of each element have a scientific structural proportion. The results are summarized by gymnastics scoring method-the scores assessed by examiners, with the highest score removed and the lowest score removed. The arithmetic average of the remaining valid examiners' scores is the interview results of candidates.
(B) the evaluation elements of structured interviews
Structured interviews usually decompose interviews into several evaluation elements. It mainly includes comprehensive analysis ability, verbal expression ability, sentence organization ability, adaptability, planning and coordination ability, interpersonal communication ability, emotional control ability, matching degree between job hunting motivation and proposed position, communication ability, appearance, manners and so on. Under certain circumstances, the organ may also add or subtract other evaluation factors in the interview according to the actual requirements of the recruitment position of the unit.
Structured interview procedure
The organization and implementation procedure of structured interview mainly includes four links: establishing examiner, examination supervision team, making test questions, selecting and arranging interview examination room and specific interview operation.
Structured interviews should generally consist of 5-9 examiners, one of whom is the main examiner. In the composition of examiners, it is necessary to properly match gender, age, professional structure and post. In order to ensure the fairness and justice of the interview, 1-2 supervisors (comrades from the discipline inspection, supervision or notarization departments) can be properly equipped to participate in the whole interview process as needed. At the same time, according to the workload, a certain number of examiners, invigilators and other examiners are appropriately equipped.
In order to reflect the fairness of the examination, the examiners selected by the personnel department on the day of the interview will be randomly selected by the computer, and the examiners composed of the interview will be reshuffled every half day. Before the exam, the examiners don't know who the candidates they want to interview, and the candidates don't know which examiners they want to face. These are only known in the examination room. At the same time, the local taxation system directly under Wuhan adopts live broadcast, and some areas in Shandong also invite people to watch the candidates' interviews on the spot to increase the transparency of the interviews.
The interview of civil servants is not only a test for candidates, but also puts forward certain requirements for the quality of examiners. For example, the examiner who participates in the interview must have certain professional ability, strong sense of responsibility, decent style, enthusiasm and pre-job training.
The examiners participating in the interview are all comrades with profound professional knowledge, rich interview experience, fairness and decency. The organization department and personnel department require examiners to create an interview environment that enables candidates to give full play to their abilities and levels, and to use accurate and simple language when asking questions, so that candidates can clearly know what questions to answer and how to answer them. In the interview process, the examiner should ask questions accurately and concisely, with a gentle and sincere attitude, and should not show likes and dislikes to the candidates' behavior, so as to create a relaxed and natural atmosphere and eliminate the candidates' nervousness.
The supervision department supervises the interview procedure and the examiner's score, and promptly warns and corrects improper behaviors. Organize the personnel department to analyze the examiner's score after the interview. If the examiner score is abnormal, it will be deleted from the examiner database.
The basic process is as follows:
Enter the examination room on time? Collect articles that are not allowed to be brought, such as communication tools? Draw lots? Waiting for the exam? Examinations in sequence? Waiting for grades outside the classroom? Notify the result? end
Specifically includes the following points:
1, enter the examination room on time. Candidates need to arrive at the interview site 15 minutes before the formal interview. Candidates must not be late, otherwise they may be disqualified from the interview.
2, are not allowed to carry communication tools and other items collection. After entering the examination room, candidates must hand in their communication tools to prevent anyone from cheating by using communication tools. At the same time, it is generally not allowed to bring too many other items during the interview, but some places still allow candidates to bring interview materials.
3. draw lots. Draw lots to decide the grouping and entry order. In some areas, group labels are drawn first, and then sequence labels are drawn. In other regions, the order of grouping and items is determined at one time, such as: three (1), which means 1 item of the third group. In some areas, candidates are grouped in advance and the examination room number is arranged. At present, this practice is no longer adopted in most areas, because fairness cannot be guaranteed and it is easy for examiners and candidates to collude in advance. However, some central state organs' civil service examination ministries still use this form for interviews.
4. Waiting for the exam. Candidates enter the waiting area to wait for the exam after drawing lots. They are not allowed to leave casually until the exam is over. They are supervised by the examination room staff and need to be accompanied by staff when going to the toilet. If the exam is arranged in the afternoon, lunch will also be sent to the waiting room by the staff. Prevent candidates who have finished the exam from revealing the situation to those who have not.
5. Enter the examination room for interview in sequence. At the beginning of the interview, the guide will lead the candidates into the examination room in turn and inform the next candidate to get ready. Interview one person at a time, usually multiple examiners face one candidate. In this process, the examiner reads the interview instructions; According to the candidates' answers, other examiners can ask questions appropriately; Examiners independently grade candidates according to different elements on the grading table. Generally, it is advisable for each candidate to ask 3-4 questions, and the interview time for each candidate should be controlled at 15 to 20 minutes.
6. Wait for the result outside the classroom. At the end of the interview, the examiner announced the candidates' withdrawal. The examiner collects the interview score table of each examiner's weight and gives it to the statistician. The scorekeeper counts the interview results under the supervision of the supervisor, fills in the structured interview results summary table of candidates, and the next candidate enters the interview.
7. Notify the results. After the next candidate finishes the interview, the last candidate goes in to listen to the results. After the grader calculates the score, the invigilator and examiner sign it and give it to the staff to announce it to the candidates in the waiting room. Some are posted in the waiting room, and some look at the scores on the spot.
8. End. Graders, invigilators and examiners sign the interview results summary table in turn. After the interview, candidates are not allowed to stay and walk around at will, but should go home and wait. The website will publish the shortlist and medical examination list.
Finally, I hope the moderator can get a good score. Come on!