The interview method is that the examiner evaluates the quality of the candidate by talking with the candidate. This is the earliest and most common way for candidates to interview. Its content mainly revolves around the word "talk". This topic highlights the equal cooperation between candidates and examiners, but downplays the quality, elements and test sites. Strictly speaking, the interview method is not really a scientific interview method for candidates. Because there are no standardized questions, answers and processes in the whole interview process, examiners can ask questions from competitors at will, and competitors can also cause topics without following certain rules or processes. This interview method for candidates cannot measure and evaluate the quality of candidates purposefully, scientifically and accurately. The examiner's purpose is to understand competitors, and competitors' purpose is mainly to sell themselves and understand competitive positions.
Although the interview method is not scientific enough, it is still adopted, which shows that it has certain advantages. The first is freedom and flexibility. Examiners can give full play to their subjective initiative and have different dialogues with different contestants, and contestants can also have more opportunities to express themselves. Secondly, it is simple, easy to organize, requires at most two examiners, has low requirements on the environment, and greatly simplifies the design procedure.
The interview method also has its inevitable limitations. First, the requirements for the examiner are higher, and the examiner should be able to control the entire interview process. Second, the number of examiners is too small. Once the examiner's level is not high, it will cause mistakes and be easily suspected of cheating. Third, when there are many competitors, it is difficult to achieve equal difficulty and unfairness is more obvious. Therefore, this interview method has been gradually abolished, and now it is only used for preliminary screening of competitors.
Second, the question and answer method
Question and answer method is a competitive interview method, which takes the basic quality and potential of the position to be hired as the standard. Before the interview, candidates draw up the examination quality, examination items, examination points and evaluation criteria, and prepare interview books, select key and general questions from the topics, and form a series of well-structured and coordinated complete sets of questions, which are answered by a single competitor with the examiner as the theme, and then scored independently by each examiner in the examiner group. This method is simple to operate and widely used, and is often used as the basic method for candidates' interviews.
Some people think that this question-and-answer interview method is very similar to the dialogue between examiners and competitors, so this method is introduced as an interview. The author holds different views on this point, so it is introduced separately from the interview method. Readers can see from the definition that there is an essential difference between question-and-answer and interview. It is a structured interview method for candidates with scientific basis, and has now developed into the most widely used interview method for candidates. The interview procedures, evaluation items, topics, evaluation criteria and time of candidates are arranged in detail, and evaluation forms, questions, evaluation criteria and answers are designed.
Question and answer method is one of the interview methods of individual competition. The examiner group is generally composed of 7 to 9 people, of whom 1 is the main examiner, and competitors conduct competitive interviews one by one. The question-and-answer interview method must be answered according to the question set, which is one of the biggest differences between the question-and-answer interview method and the interview method. A set of questions refers to multiple sets of interview questions for competitive employment, with the same number of questions, difficulty, discrimination and answering time, which are selected by different people in the process of competitive employment interview. The elements tested in each set of questions should cover the quality of the elements to be evaluated in the interview. Each set of questions has its own emphasis and rigorous structure, including introduction, title, ending, reference answers and scoring criteria, and has different elements of scoring weight. The examiners in each set of questions have their own division of labor and cooperation, and they are responsible for their duties and obey the arrangements of the examiners. Although the quality items of each set of questions cover all the qualities and elements of the candidates' interview, each question in each set of questions only tests one or several quality elements, which requires the examiner to grasp the key points of each question and evaluate the candidates in a targeted manner. An individual interview is different from a group interview (for example, not leading a group discussion). In question-and-answer mode, all the questions and observations of the examiner group are concentrated on one competitor, and the whole competitor can't be inspired, revised and supported by other competitors in the group interview, which requires competitors to have the ability to analyze and answer questions independently, which is also one of the advantages of question-and-answer mode. Therefore, the question-and-answer method requires examiners and competitors to accurately judge the interview elements of candidates. The examiner's judgment elements are accurate, which can accurately judge the quality of the tested candidates and make accurate evaluation results. Participants judged the evaluation elements accurately, the answers were basically correct, and the speeches were effective. After correctly judging the evaluation factors, examiners and contestants should pay attention to whether the answers are content, focused and hierarchical, whether the arguments are correct, sufficient and reasonable, and whether theory can be combined with practice. Anyone who answers integrating theory with practice with content, emphasis, level, correct argument, sufficient argument and reasonable discussion will surely achieve ideal interview results.
According to the differences of question-answering methods, it can be divided into gradual question-answering, jumping question-answering and pressure question-answering and so on. Step-by-step question-and-answer method refers to strictly following the order from shallow to deep, from simple to complex, and from low to high, which is more suitable for most people's way of thinking and habits, and this method is more suitable for the recruitment of general positions. Jumping question and answer mode refers to breaking the step-by-step question and answer order. Jumping questions can be from complex to simple, from deep to shallow, or from shallow to deep, so that participants can't grasp the law of asking questions. This model is more suitable for those positions with broad ideas, flexible views and more problem-solving methods. Stress Q&A refers to putting competitors in a very unfavorable situation, even despair, and the competitors put forward countermeasures to observe whether competitors can often bear the pressure, give play to the favorable factors in the unfavorable situation, turn passivity into initiative, and whether they have the ability and quality to die. This method is mostly used in progressive question answering and jumping question answering, and there is no precedent for centralized use. As a staff member, no matter what position you hold, you need to have the awareness and ability to work under pressure.
For candidates, the question-and-answer interview method has many advantages. For example, the content is determined and the form is fixed, which is convenient for the examiner to actually operate; Candidates' interview evaluation items, reference topics, evaluation criteria and implementation procedures are all determined by scientific analysis in advance, which can ensure the high reliability and validity of the whole competitive interview; In the case of many competitors, this interview method for candidates is easier to be fair and unified; More importantly, this interview method is prominent, standardized, compact and efficient, and can achieve the goal more concisely.
In addition, there are interview methods for candidates between the interview method and the question-and-answer method, including the determined questions and procedures, which cannot be fully observed. This is actually a simplified question-and-answer method and a strict interview method.
Thirdly, scenario simulation method.
Scenario simulation evaluation is to set a certain simulation situation, requiring the testee to play a certain role and enter the role situation to deal with various affairs, problems and contradictions. Examiners observe and record candidates' behaviors in various situations, so as to evaluate their quality potential, or see if they can adapt or be competent for the job.
1, simulating the general document processing of public institutions.
This project can be used as a general scenario simulation method for candidates. Based on the daily official document processing of government agencies, it compiles several official documents to be processed (about 15 to 20), so that the main body can process official documents in a specific capacity. These documents to be processed should be meeting notices, requests for instructions or replies, letters from the masses, telephone records and memos that government officials often have to deal with, and the people to be processed should be required to complete them within two to three hours.
The preparation of documents to be processed can be roughly divided into three categories: the first category is that the correct conclusions have been drawn in the work, which can be slightly processed and refined on the basis of the investigation of documents and archives. This kind of document is convenient for evaluating the validity of subjects' results. The second category is documents with incomplete conditions and information, which mainly tests whether they are good at asking questions, assuming or asking for further information. The processing of such documents should be difficult to evaluate the meticulous and profound observation of the subjects, as well as the sensitivity, logic and thoroughness of thinking. The third category is that the conditions of document processing have been met, and the subjects are required to make a decision on the basis of comprehensive analysis of the problems. This kind of document should be easy before it is difficult, and it can be started alternately.
General document processing should be carried out in groups. Before the test, the person in charge of the test will give unified guidance, explain the purpose and requirements of the test, and eliminate the nervousness of the testee, so as to facilitate mutual cooperation.
2. Simulation of work activities
This test project can be carried out in the following two forms: first, the form of dialogue between superiors and subordinates, simulating the reception of grass-roots staff, with the testee as the superior and the evaluator as the subordinate, or reporting or asking for instructions to the superior leader. This simulation test can be talked with him by the examiner, and the rest of the examiners observe and score. Before the exam, candidates should read relevant materials to make them understand the background and requirements of the role. The subject of the examination can be a professional question, which requires a certain degree of difficulty and a clear scoring standard, and the time is about half an hour per person.
Another is the test of arranging work. The inspected is required to arrange and arrange the work in a specific capacity in combination with the actual situation of the department after reading the superior documents or meeting minutes. This project can be conducted in the form of a single test, and the examiner is generally the leader of the recruitment department. Under certain conditions, the evaluator can make a more in-depth overall evaluation of the appraisee. Finally, score according to the scoring standard.
3, role-playing method
Provide candidates with certain background and role description in advance. In the simulation process, candidates are required to complete certain activities or tasks as roles, such as receiving visitors, presiding over meetings and reporting work.
4. Field operation method
Provide candidates with certain data and information, and ask candidates to make plans, design charts, draft official documents, and calculate results. Within the specified time. Computer operation, account arrangement and file basket operation are widely used, all of which belong to this form.
5. Simulated meeting method
Divide several candidates (about 10) into a group to discuss a problem to be discussed, an activity to be arranged or a problem to be decided. The specific forms are simulated organization, presiding, recording and discussion without leading group. Among them, basket test and leaderless group discussion are interview methods developed in recent years on the basis of drawing lessons from foreign advanced evaluation techniques.
Fourth, the defense law.
The lottery interview refers to determining some questions that need to be answered by candidates before the exam according to the needs of the post, and making question labels. After the candidates enter the venue, they will answer the questions on the question label by drawing lots on the spot. Generally speaking, the number of questions depends on the number of candidates, and each question contains 1 ~ 3 questions. In the process of answering questions, the examiner grades the candidates according to the answers to the questions prepared before the exam and the overall performance of the candidates when answering this question.
The advantages of this interview method are simple operation, definite scores and easy mastery of objectivity and fairness of scores. The disadvantage is that the survey area is narrow, lacking pertinence and flexibility, and it is difficult to master the mode of "written test+oral answer", which is not conducive to candidates to play their unique advantages. In addition, due to the different test questions selected by different candidates, it is difficult to be completely equivalent, which means that candidates applying for the same position may face different test questions with different difficulties, which brings unfair factors to the evaluation and compromises comparability.
1. Preparation stage
The first step: make a defense plan and establish a leading body. On the basis of completing the written examination, according to the announcement of recruiting cadres, the whole process of defense is decomposed, and the content, purpose, object, organization method, implementation procedure, examiner composition, scoring method, admission ratio, etc. of defense are determined, so that the defense organization has rules to follow. At the same time, organize the leaders of personnel departments and employers to form an authoritative leading body to ensure that the whole defense work is led, organized and planned.
Step 2: Review the defense qualification and issue a Notice of Defense. Qualification examination is a method to initially determine the respondent according to the registration and written test results. Its purpose: first, according to the conditions of applying for the exam, to verify whether the candidates are qualified to participate in the defense; The second is to verify the accuracy of the written test results. In fact, the qualified winners will be included in the list of candidates for defense and announced. At the same time, the candidates will be issued "Instructions for Defense", and the defense procedures, content forms and scoring methods will be made public to ensure the standardization of the procedures and the fairness of the defense.
The third step: determine the content of the defense and do the topic. Defense is not only a supplement and extension to the written test effect, but also a process of "two-way communication" with candidates directly. On the basis of written examination, it is to further examine the comprehensive situation of candidates' ability and quality, work experience, physical fitness and energy, so as to truly give examiners a more comprehensive and objective three-dimensional image and provide sufficient basis for selecting suitable talents. Therefore, it is necessary to determine the interview content according to the requirements of the proposed position, focusing on:
(1) Professional knowledge: the depth and breadth of mastering professional skills and necessary professional subject knowledge and the ability to use them flexibly.
(2) Relevant knowledge: the depth of understanding of legal, social, economic and scientific knowledge related to this major.
(3) Comprehensive analysis ability: have certain analysis and judgment, summary and generalization ability, and explain the problem thoroughly, comprehensively and clearly.
(4) Organization and management ability: Have certain ability to organize, coordinate and handle specific affairs.
(5) Language expression and adaptability: be able to express your thoughts, opinions and opinions accurately in words and characters; Have the ability to adjust and control the environment, and immediately enter the role.
(6) Natural quality: healthy, energetic, quick-thinking, able to understand and answer questions quickly and accurately.
On the basis of determining the content of the defense, do a good job in making the test questions.
Class A: defense questions (that is, * * * * questions)
Ask questions around the professional knowledge required by the post (the scope, focus and weight of each set of questions should be balanced as much as possible), classify each set of questions, and then the candidates will answer them by themselves according to the types of questions.
Class b: random questions (that is, personality questions)
According to the different experiences and job requirements of candidates, this paper puts forward some specific questions that can firmly grasp the personal experiences and job requirements, and formulates some questions that can measure the work experience, attitude and ability of candidates. It was randomly put forward by the examiner and extended according to the on-site situation.
Step 4: Establish and train "examiner" team. The defense examiner should have the following qualities:
(1) Adhere to principles, be fair and upright, respect talents, and be objective and fair.
(2) Strong professionalism and serious work attitude.
(3) Familiar with this major and related professional knowledge and rich experience.
(4) Good at thinking, quick response, broad vision and strong language communication skills.
A person can't be proficient in everything, but can only be "one expert with many abilities", which requires that when forming an evaluation team, the sources of personnel should be wide and the personality and temperament should be properly matched. At the same time, the male-female ratio of examiners should be appropriately determined according to the male-female ratio of candidates (generally 7∶3). Each evaluation team should be composed of 7 ~ 9 people, mainly composed of personnel departments, employers' leaders, professional and technical backbones and relevant experts and scholars. On the basis of establishing a team, carefully organize the training of defense examiners, promote the implementation of defense work and improve the quality of defense.
Step 5: do a good job in the layout of test sites and prepare materials.
2. Implementation stage
Step 1: Introduce the test center. In order to eliminate the examinee's nervousness and make the examinee establish a natural and comfortable psychological feeling. Candidates will be brought into the examination room by the reception liaison at the specified time. According to the prescribed procedures, the host will introduce the following information to the candidates in turn:
(1) Evaluate the organizational unit of the proving ground.
(2) Composition of bid evaluation team: names, positions and titles of examiners and notaries.
(3) Staff composition: host, scorekeeper, timekeeper, topic selection, receiving contact unit, name, etc.
(4) Introduce the defense methods, procedures and time. That is, the first introduction question, the second draw for defense and the third random question and answer. The defense time is generally 20 ~ 30 minutes.
(5) announce the discipline and regulations of defense.
(6) Give candidates hope and encouragement.
After the introduction of the host, the group was taken into the waiting room to wait for a reply.
Step 2: Respond. As a means to evaluate candidates, defense is another test after the written test and scenario simulation test in the whole examination recruitment work, and it is also a competition of candidates' comprehensive knowledge and ability. In order to give full play to the role of defense evaluation, make the defense examination serve the employing department, serve the identification and selection of talents, and achieve the purpose of survival of the fittest, there are four links here.
(1) Candidates are ready to draw questions. According to the defense sequence number, candidates randomly select two A-type defense questions in turn (the first candidate starts to defend 10 minutes, the second candidate draws lots to prepare, and so on), select one question, and then prepare it in the preparation room without materials for 10 minutes. After the previous candidate has finished his defense, the staff will guide him into the defense examination room.
(2) Guiding questions. In the defense, both the subject and the object are in a state of high tension, and a slight negligence may lead to failure in the exam. In order to ease the examinee's nervousness, improve the examiner's influence on the examinee's behavior, and create a relaxed and natural atmosphere, the host can directly ask two or three questions (about family, study, work and life) for 2 to 5 minutes. Examiners take this opportunity to examine candidates' adaptability, gfd and mental state.
Subsequently, the host announced the beginning of the defense.
(3) Answer questions. Topic defense focuses on the evaluation of the depth and breadth of candidates' mastery of professional knowledge. Through the candidates' answers to the selected professional questions, one is to understand the candidates' logical thinking and reaction ability; The second is to understand the proficiency of professional skills and the ability to deal with professional and technical problems; The third is to examine the comprehensive analysis ability and language expression ability of candidates. After the defense begins, the candidates first read out the questions and titles they have drawn, and then briefly explain their views and answers to the questions according to the prepared outline.
After the examinee's narration, the examiner can ask questions about the ambiguity of the questions answered or the contents that need to be appropriately extended, and the examinee will immediately answer and clarify his own views and opinions. Other "examiners" should ask questions with the examiner's consent, and the language should be accurate and concise (no more than 45 seconds is appropriate).
Answer time 15 minutes. Then the alarm will go off, that is, stop asking questions.
(4) Random question and answer. Random question-and-answer is an uncertain question randomly asked according to the candidates' own work experience, academic background, professional characteristics and relevant knowledge of applying for the major. Its purpose is to further examine the ideological level and ability and quality of candidates through questions and answers, compare the differences of moral, intellectual and physical qualities among candidates, and show the individual advantages of candidates, so as to draw a more comprehensive, true and credible conclusion and achieve the purpose of defense.
In the question and answer, the examiner is familiar with the question first, and then unfamiliar with it according to the questions drawn up in advance; Concrete first, then abstract; In line with the principle of micro before macro, ask questions to candidates, firmly grasp the questions related to candidates, and use "trigger-type" questions to inspire candidates to summarize and analyze themselves, so as to achieve the purpose of understanding candidates' working ability and potential consciousness more deeply, compare their true level horizontally, and select the best candidates for elimination.
This question and answer is about 5 ~ 10 minutes. When it's time to reply, the timekeeper will sound the alarm and the reply will stop.
(The total time for defense shall not exceed 30 minutes)
Step 3: Performance evaluation. Performance evaluation is an important part of defense, and the level of candidates is reflected by scores. How to evaluate the results is the most important embodiment of the quality of defense and the principle of "fair competition".
(1) examiner's score. After the candidates' defense is completed, the host announces the examiners' scoring, and each examiner scores independently according to the main points of the answers and his own observation, analysis and evaluation of the candidates, and writes them on the bright scoreboard. At the same time, the moderator announces the main points of the answers to the questions, and sends the self-evaluation form to the candidates, who measure and grade themselves according to their own answers (to examine their self-evaluation ability and self-confidence).
(2) The examiner gives a bright score. The host announced that the "examiner" was on, and all the "examiners" raised the scoreboard at the same time. The host sang the scores in turn and the scorers recorded them in turn.
(3) announce the results. According to the highlighted scores, in order to avoid subjective and artificial deviation, the moderator announced that the highest and lowest scores would be removed, and the rest were calculated by weighted average method. The host announced the final score and withdrew the candidate's self-evaluation form.
The fourth step: notarization. Doing a good job of notarization is an effective measure to embody the principle of "fair competition and merit-based admission" and a necessary method to do a good job in cadre examination and employment and building a clean government. Inviting the notary department to supervise all defense procedures in defense is to recognize the legitimacy of defense procedures from a legal point of view.
Verb (abbreviation of verb) phonetic method
It is also a common way to ask candidates to give a speech during the interview. This is a more concentrated and direct evaluation of candidates' performance in interviews and group discussions. At this time, there were no talking partners, no examiners to ask questions, only the audience. Candidates are the only actors on the podium. They can fully and independently express their temperament, demeanor, oral expression ability, views and opinions.
The interview speech is different from the speech in general occasions. The audience of the interview speech is mainly the interviewer, who will decide whether you are suitable for the position you are fighting for according to the candidate's speech. Therefore, we should take this as the center, show ourselves to the audience and win good feelings and recognition. The other part of the audience are other candidates who take part in the competition. They can't comment on your speech and have no right to decide the examiner's judgment, but their emotional reaction will still affect the examiner's evaluation of you. If you can beat them in the momentum of the speech and convince them in the content of the speech, then you have a great chance of success.
1, some basic problems in the speech
Speech mainly embodies the ability to concretize one's own views and effectively express one's views to others.
Speaking to a large group of people or even a group of people you are not familiar with in public, you may feel worried or scared. This will lead to confusion, memory loss, tongue-tied, so that the masses lose interest and attention and cannot answer questions raised by the audience. At this time, you will seek help at all costs in order to get rid of this situation.
However, some people show special speaking skills in public. They have the ability to express facts and opinions with trust, care and even pressure. However, public speaking is just a common communication skill, just like writing reports and letters. As long as you master some basic essentials and enhance your self-confidence, you can improve the effectiveness of your speech.
Before you prepare to make a "campaign" speech, here are four questions you must answer. Answering these questions correctly will guide you to make a good speech and achieve success.
(1) Why do you want to give a speech-the purpose of the speech.
This question seems clear, but you must always pay attention in your speech. Your speech is to show your talent, personality and demeanor to the audience, prove that you are an excellent candidate, win the audience's goodwill and recognition, and finally win the position and post you are applying for. This is your central task. Don't do anything that is not conducive to achieving your goal in your speech.
(2) Who are you talking to-the goal of the speech.
Your audience is very special, because they are mainly interviewers, and they are concerned about whether you can convincingly prove that you are the person really needed in this unit and this position; In addition, your competitors are also your audience. Although they don't have the right to vote like examiners, their emotions and reactions will affect the examiner's evaluation of you. If you can convince most of your competitors to agree with and admire you, you will achieve great success.
(3) What do you want to say-the content of the speech.
The content should be substantial, credible and persuasive. You can't just shout slogans, but use facts to prove that your knowledge, skills, work experience, hobbies and specialties are suitable for the requirements of the applicant unit and post. In addition, don't forget to emphasize your belief and determination in job hunting and express your true feelings with strong appeal.
(4) What do you want to say-the structure of the speech.
You should consider what to say first, what to say later, what to focus on, and what to say by the way, prioritize and allocate the time-content structure of the speech. You can consider using visual means to help you express yourself and let the audience understand. You can also consider inserting some anecdotes, anecdotes or humor into your speech. But don't deviate from the purpose or overdo it.
2. Language use in speech.
The speech on competitive employment is conducted in a specific time, space and situational environment. Therefore, the use of language is very important to the success or failure of speech, including language, intonation, emotion and body language.
Basic requirements of (1) language expression.
Speak in Putonghua correctly (except those with special requirements in ethnic minority areas), pay attention to the rhythm, control and adjust the speech speed and intonation according to the prepared speech, and use nonverbal expressions (body language) such as eyes, gestures and postures. Express the speech as clearly, accurately and incisively as possible.
(2) Coordinate the expression of body language.
Silent body language is better than sound. Correctly grasping the use of body language in speech can play a icing on the cake and have a stronger appeal. Body language generally refers to gestures, posture, facial expressions, eyes, interpersonal space position and a series of actions that can reveal the inner meaning.
Body language has the function of revealing inner qualities. The research results of body language show that body language has many functions, such as exchanging ideas, conveying feelings, expressing psychology, emphasizing references, expressing social connections and so on, and has certain sociality and stipulation. Therefore, body language definitely reveals the inner quality.
Body language also reveals the inner quality intuitively. Language reveals inner qualities with certain abstractness and indirectness, while body language directly reveals inner qualities through vivid and real actions. Some behaviors are subconscious. If a person answers his superiors and says that there is no problem in completing a task, but subconsciously holds the back of his head with his hand and shows a trace of doubt, then this undoubtedly shows that this person's answer is not absolutely certain, and may have moral characteristics such as boldness, competitiveness and vanity, which need to be comprehensively judged in combination with other evaluation information. In addition, this move also shows the intuitive characteristics of body language silently revealing internal qualities.
Deterministic (habitual, congenital) and uncontrollable (unconscious, uncontrollable, physiological reaction, pupil change, heartbeat, sweating, bioelectric reaction, etc.). ) body language makes it inevitable to show quality.
For example, laughing at others will "scoff"; Getting carried away will be "cocky"; Self-reflection will "ask yourself" and "ask yourself"; If you are angry and impatient, you will be "angry"; There is a nameless fire in my heart, and I will "frown" and "bite the bullet"; Very happy "laugh" and "dance"; When people are calm or excited, they always like to have a cigarette in their mouth. These phenomena show that the inner feelings and qualities have the inevitability of body language expression.
3. Psychological preparation before the speech
In 2000, psychologists conducted psychological tests on the top students of 5 1 in Peking University to study the reasons why these top students got good grades. The results show that the mentality before and in the examination room is the key factor for students to play normally. People of the same level, even the same person, have different abilities after the exam because of their different psychological States, and their grades naturally vary greatly. The written test is like this, and the post (employment) is no exception. Comparatively speaking, post-competition (employment) speech requires higher psychological quality than written examination. Therefore, it is very important and necessary to make psychological adjustment before and during the post (employment) speech.
(1) Grasp the opportunity psychology.
Candidates should fully understand the significance of participating in this speech, regard it as a rare opportunity to show their talents and attach great importance to it. Philosophers have said that opportunities favor those who are prepared. Some people are careless about the upcoming opportunities, seem to be in a hurry, and even think that there are many opportunities in Japan. This attitude towards "this time" is difficult to play well. On the contrary, once people realize that this opportunity is rare and understand its value to their own success, they will cherish "this time" and have the ambition and determination to win. Under this psychological control, people can easily enter the best competitive state, gain unprecedented motivation to pursue success, and urge themselves to use their brains, go all out, devote themselves wholeheartedly, make careful preparations, and mobilize their talents and potentials to the maximum extent.
(2) Strong self-confidence.
To improve self-confidence, we must learn to properly estimate and analyze the objective situation, and at the same time constantly give positive self-psychological hints to create psychological advantages for ourselves.
First, correctly understand and evaluate the objective situation. Learn to decompress yourself psychologically: on the one hand, we should prevent hearsay, partial hearing and partial belief, and exaggerate the seriousness of the objective situation; On the other hand, we should downplay the intensity of competition, and even try to calm our nervousness by belittling our competitors.
The second is to value your own advantages. We should correctly evaluate our own strength, pay more attention to our own strength, and believe that we are the talents that employers need. Think like this, you will gain stronger psychological self-confidence and belief in winning, and cheer for yourself. Of course, this kind of self-confidence is by no means blind, but should be based on certain strength and advantages.
Third, we must firmly believe in the fairness of job competition (employment). Some people listen to the improper statement too much, thinking that the success of job competition (employment) mainly depends on relationships. It is very harmful to doubt the fairness of job competition (employment) so much, which often shakes self-confidence Under the control of this mentality, people may put their energy into relationships, use their strength in the wrong place, and if they don't put in real efforts before the war, they will inevitably be eliminated when they make speeches. In a word, doubting the fairness of job competition (employment) is the easiest way to kill self-confidence, and this prejudice must be corrected consciously. From the actual situation, in the increasingly fierce competition, the survival and development of enterprises and units depend on having talents. Competition for posts (employment) is to openly select truly useful talents for the society, and the process of competition for posts (employment) is highly transparent. In view of the possible disadvantages and loopholes in post competition (employment), many units have also taken many restrictive measures. Therefore, candidates have no reason to doubt the fairness of job competition (employment), but should firmly believe that job competition (employment) is a green channel for outstanding talents.
(3) Peer psychology.
Speaking at the post (employment) is intuitively the relationship between the exam and the candidates, and it is easy to produce unequal psychology. Under the unequal mentality, candidates will regard the examiner as the master of their own destiny and form self-psychological deterrence and self-restraint from the heart. If they are too stiff or out of control, it will inevitably affect their normal ability.