First of all, we should start with the matters needing attention in our interview.
Interview? What is an interview? Actually, it's very simple. It's just an opportunity to show yourself. The purpose of the civil service examination entering the interview session is to evaluate the personality characteristics, psychological characteristics and various aspects through the interview after screening. Therefore, no matter which interview method the employer adopts, it is an opportunity for candidates to show themselves.
In this process of self-presentation, everyone should know that when answering every question in the interview, they should not be too verbose or too simple, but should highlight the key points, express clearly in language and make the main points clear. This is the understanding of the interview itself about how to express yourself in the interview.
(A) interview answering skills
Next, I will talk about the second aspect, which is the answering skills of the interview. I state some answering skills that I think from several aspects.
First, the answer to the first question in the interview. Let me give you another concept. I just talked about the first cause effect. Now I want to talk about the moon ring effect, which means that the moon will have a big halo the night before the wind blows. This effect means that the examiner has a good impression on one aspect of the applicant, so he will enlarge this impression, so he will unconsciously think that Germans are good at other aspects of the applicant, just like covering up all the ugliness. This is the meaning of the moon ring effect.
What do I mean by the moon ring effect? It means that the candidates begin to answer the first question at the beginning of the interview. If his answer to the first question is poor, it will make the examiner intuitively think that this person seems to be not so good, and he is not interested in focusing on the answers of the candidates below. He may be a little despised in his heart. He may answer the next question wonderfully, but he will miss it. We can't ask the examiner to be a machine, he will be absent-minded for 15 minutes and a half, especially when interviewing the last few examiners, which is usually the case when we interview.
That is to say, we should pay attention to the first topic. As I said just now, if structured interviews and semi-structured interviews are generally about the motivation of applying for civil servants, what kind of job they are suitable for, etc., you can make preparations in this respect, and there are many answers in this respect on the Internet, but you can have a look.
Second, the expression of language and body language. Candidates should not make the examiner feel arrogant, but don't care too much about the position. Being too concerned will make him in a state of high anxiety, make him answer questions poorly, and act a bit like Nuo Nuo, which will make the examiner look down on him. Therefore, when answering questions, our candidates should be unprepared, sincere, confident and steady, and fully show that they are very suitable for this.
Third, in the process of answering questions, the main points should be clear and the examples should be appropriate.
What do you mean by getting to the point? I'll talk about the evaluation elements of structured interviews later. Let me give you an example, such as comprehensive analysis ability, which has many aspects. For example, there is a phenomenon in the animal kingdom that hedgehogs will huddle together to keep warm and avoid the cold in winter, but they will stick together if they are squeezed too close. If they are too far away, they can't keep out the cold. What can you think of from this phenomenon? From this issue, it can be said that there is a limit to everything. Everything will be fine as long as we have a good grasp of the degree.
First of all, let me answer this question, which makes me feel confident about the degree. Then I will continue to associate. For example, I can associate it with a degree in dealing with people, interacting with people, communicating with superiors, subordinates and colleagues, and interacting with the outside world. You can also think about your own life, such as my irregular sleep, and properly grasp a degree.
I have to avoid the question when I answer. I may have talked about this question for ten minutes. After the person who answered left, the examiner looked at each other and asked what the person had just said. Why don't I understand? This is not good. We must make the main points clear first. On the basis of being able to make the main points clear, you can give some examples appropriately. On average, the answer time for each question should be 3 to 5 minutes.
As I mentioned just now, the interview time of civil servants is mostly between 15 and 30 minutes, and some are 10 minutes, which is relatively short, because 10 minutes is too short and 30 minutes is too long, so the general examiner can't stand such a long time.
Fourth, the role of application. Generally, applicants will know that I am applying for this position when they enter this role. I'm here to answer questions. When you answer, you can't say what I should do, but what I should do. I noticed that many candidates answered questions, such as the examiner asked a question, what would you do under what circumstances, and many people answered, what should I do with this question? This way reminds me of an idea. You should guess so, but you think you are not sure whether you will do it or not.
How should I answer this question? Personally, I think the better answer is about what I will do and how I will deal with it. Will make the examiner form several impressions:
First, this person really understands the problem from his own standpoint, but also knows how to deal with it in this situation, and shows confidence, as if he is familiar with this kind of problem, which will make the examiner form a good impression. To sum up, about entering the role, remember to change what should be, what should be, what should be, what I think should be done into what I will do, and what my handling method is.
Fifth, the overall grasp of time.
As I mentioned before, generally speaking, the time is 15 to 20 minutes, and at the beginning of the interview, if the interview is structured or semi-structured, the examiner will tell the other party, please sit down, how long is the interview today, and we will have a few questions in the process, and the interview will begin. He will make the time clear from the beginning.
I also want to emphasize here that quite a few people have never heard of time. For example, several examiners sit in front of them and then feel weak and forget when they talk about it. You don't have to listen to what the examiner is saying, but listen carefully to the interview time and how much time each question took. For example, how many questions, how many questions, and then how long does each question take? For example, some questions have long answers, and some questions have only one answer. For example, if you have to answer for one minute, I will be a little confused, but if you talk about a topic for five minutes, I will be a little impatient.
Let's talk about the harm of being too long and too short. For example, answering several questions in a row is too short, which is more common for introverted candidates, or if you want to know the candidates from the beginning, you should be clear and concise. For example, if you summarize this question, people give you 20 minutes to show yourself, and you finish it in 8 minutes. Now that you have come for an interview, you should be confident and seize these 20 minutes to show yourself, instead of saying that you lost 12 minutes to make a fool of yourself.
In addition, if you answered the first question for 65,438+00 minutes, you will answer the next four questions for 65,438+00 minutes. The first question is nothing more than why you came for an interview and whether you are suitable for this position, but you said you were good and you were strong. As a result, you find that you haven't finished your main points, so you can't fully show yourself. My examiner still thinks you talk too much, just talking. For example, each question is only 5 minutes, and the time for the next question may be up, but the examiner may give you a chance to answer the last question, but he will tell you that you are overtime. Generally, candidates will be very nervous when they hear this sentence, and you will scribble the last question.
This is the fifth aspect of answering skills, about the overall grasp of time. I know how much time each question has on average, and I can add or subtract 2 minutes appropriately. This is the limit.
Sixth, try to get feedback from the examiner during the interview.
I want to explain how to get feedback in this place. During the interview, I also emphasized that introverts, in particular, tend to bow their heads and take notes to sort out their ideas, but they are afraid to look up. When they look up, examiners and staff will feel weak. At this time, you have no idea what the examiner thinks of you.
I repeat, I also do examiner training. When I ask the examiner for training, I will explain that the examiner should try to reduce and avoid his body language when answering questions. That is to say, when the candidate answers questions, you may think that one of his ideas is very good, or his handling method is very good, or his behavior style and behavior concept are more in line with your own standards. Your examiner may show some compliments, such as nodding and smiling, which is some positive feedback. These are all things that examiners should avoid, or when candidates' answers are poor and not suitable for their own ideas, we shake our heads and sigh, which is also a blow to candidates. So I will ask the examiner to give as little feedback as possible, but these requirements do not mean that every examiner can do it. More or less examiners, because this is the examiner will have some feedback during the interview, and this feedback is observed by our candidates, especially the examiner. The examiner asked a question and the examinee began to answer it. Don't speak too fast in the process of answering. Listen carefully and speak slowly, mainly by looking at the examiner and other examiners properly and looking up to answer this question.
Although the examiner is an examiner, his score will account for 5 points. It can be judged according to the performance of the examiner. For example, your answer will be inconsistent with the examiner's correct answer, so you can change the mouth shape appropriately to make it round. If the examiner thinks your answer is good, you can continue.
Seventh, how to deal with difficult problems.
As I said before, no matter how well prepared the candidate is, you can't fully predict what situations and problems you will encounter during the interview. If you encounter unexpected situations and problems, or you have not studied professional problems, or you don't know how to deal with them, what should you do at this time? I also met some interviews, and one person answered "Yes". I think it's so interesting. I like absolute challenges and don't know how to answer "yes". You can't do this in an interview. I don't think I can answer this question by myself. I can say that this question is long, or I didn't hear it clearly just now. Can you repeat that? In another way, I repeat this topic myself and remember it over and over again. Generally speaking, there is paper and water on the table, so you can extend the time appropriately and leave yourself room for change to see if you can come up with something. Don't worry, the more anxious you are, the narrower your mind will be and the less you can answer questions.
I'm just saying let the examiner repeat it, or ask the examiner such a question yourself, and then sort out your thoughts and see if you can come up with anything. Of course, even if you do? Minutes can't make you think particularly well, because it's a problem you can't cope with, but you can buy yourself some time. When you answer, you can avoid the important, and the indirect answer and euphemistic avoidance may deceive the examiner.
Eighth, we should answer questions according to the examiner's mentality.
I want to talk about the examiner's mentality in detail. First of all, as I said before, generally speaking, civil servant interviews are mostly about a certain position and several positions in a certain unit. It's impossible to have one today and one tomorrow. This examiner can't stand it, especially the examiner is a leader. Generally, there are 20 people in a centralized interview 10, and the examiner is very tired.
For example, starting at 8 o'clock this morning, there will be 9 people, one for 20 minutes. The first three or five examiners are full of energy. In this case, when answering questions, if the candidates are in the morning or in the early stage of the interview, they can speak in detail when answering each question, which will make the examiner form a better impression. │
But if you draw lots, for example, when the employer informs you, you are in the back. When the employer informs you, you can ask whether it is in front or behind. If you are in the back, drinking coffee may not have a better effect. In this case, the examiner is very tired and exhausted, and it is very tired to observe the candidates in all aspects. He is particularly disgusted with the person who answers questions in a procrastination way, and thinks that this person is wasting my time.
What our examiners fear most, especially those who always participate in interviews, is to answer Rory's long-winded questions. They didn't know what to say for a long time, but they were still unconscious and particularly disgusted. At this time, the candidates' answers should be more clear and clear, and the ideas should be made clear. At this time, the examiner will think that such candidates have clearer ideas and more experience in doing things.
We should know what kind of time sequence we are in during the interview or during the whole interview process, and then determine our interview strategy accordingly. This is the eighth aspect of interview skills.
Finally, expose your personal shortcomings appropriately.
As I said just now, our first question is very good, and we often ask candidates to talk about personal things, including the advantages and disadvantages of competing for this position. Many people talk about their own advantages, which is true. But at least I represent the thoughts of quite a few examiners. You have achieved your advantage, but you are not.
The examiner will have several ideas, such as the applicant's refusal to talk about his shortcomings and lack of sincerity. At the same time, the applicant couldn't hear the question clearly when listening, and the answer was off course. Some questions were left unanswered and forgotten. We can show our shortcomings appropriately, but don't tell our fatal shortcomings. This skill is a must.
(2) Introduction of interview methods
As for the civil service examination, the regulations will put forward a series of interview evaluation factors. The evaluation factors mainly include comprehensive analysis, speaking ability, adaptability, organization and coordination ability, interpersonal skills, job hunting motivation and so on. What I'm mainly talking about is what kinds of interview methods exist.
First of all, let me talk about interview methods, which are generally divided into three ways: structured, semi-structured and structured. This can be called one. In this way, the applicant has several examiners, which can be counted from two, but most of them will be 5, 7, 9, 5 and 7. This way I call it a kind.
Second, discuss in groups.
Third, scenario simulation.
Among the three interview methods, the first one, structured interview, semi-structured interview and unstructured interview, is the most commonly used.
First of all, let me talk about what a structured interview is. Firstly, the connotation of structured interview is analyzed according to the job content and post nature. Who analyzes it depends on the specific situation. Some people are judged by the personnel department, and some entrust independent intermediaries to do it. According to this analysis, the key elements of a structured interview should be determined. Determining the key elements means determining what kind of abilities are most needed for this position. For example, this position requires this person to be very meticulous and rigid, just like financial rigor. It is also possible that a position is a person with a lot of external contacts, so we should focus on the elements.
The interview elements are 1 1, but not all of them can be judged. What we want to judge in the interview is mainly the most relevant position.
In the third aspect, the proposition is made according to the evaluation factors. For example, I can identify the five most important elements of this position. I may focus on every element, such as interpersonal skills, communication and coordination skills. According to this question, I design a question, which may be a situational question, asking under what circumstances, such as the superior leader losing his temper with you for no reason. This is the problem of interpersonal coordination. Generally, it is necessary to design the corresponding equal share standard, that is, the equal share table, which generally aims at all evaluation factors and the weight of each evaluation factor, such as how many points can be scored, and a * * * is 100, and then different factors account for different weights.
Then began to implement interview evaluation, quantitative analysis of candidates' performance, that is, scoring, not excellent but poor, but specific equal share. For different candidates, we use the same criteria, and all candidates will use the same breakdown table for the same position. All the questions are asked by the examiner, the questions are the same, and the splitting standards are the same, so as to be fair and reasonable.
Let's talk about what a semi-structured interview is. Semi-structured is to design the scoring table, and as I said just now, there are weights and elements, which add up to 100 points, and the examiner should also score and make propositions. But what is more important than a structured interview? Allow free questions.
Just now I said that the examiner would ask questions, and the questions were designed in advance. The examiner asked the candidates and answered, saying that the interview is over today and the candidates can leave.
In the semi-structured interview, after answering the scheduled questions, I will ask you a few more questions, depending on the employer's ideas, such as questions that the examiner is interested in or questions asked by other examiners.
In addition, unstructured interviews. This does not mean that there may be no rigorous grading table, there may be no pre-listed questions, there may be only one examiner, and the interview may not be so serious. Unstructured does not necessarily need to design tables, not necessarily have propositions, not necessarily have an examiner group, but the same place as structured interviews is the same communication. The examiner asks the examinee to answer, and then the examiner asks questions after the answer. It's just that there is no strict process in unstructured, and the essence of * * * lies in the form of question and answer.
1. I have explained the meaning of structured, semi-structured and unstructured. Here are some structural information. Let's talk about what the examiner will do before the interview, or what the information and grading rules should be.
First, the elements and test questions will be designed in advance before the structured interview. Once the interview begins, for example, eight people interviewed for this position this morning, once the interview begins, the examiner can't change the report card. For example, the examiner thinks that I think comprehensive ability is particularly important for this position. It is absolutely impossible for us to change the original score of 10 to 25.
Secondly, you can't change the test questions at will. Because a topic is designed in advance and sent to the examiner, the examiner may ask questions with a slight gap in spoken English, but he can't ask more questions without asking a question, or say that the idea about this topic is very different from the original one. This is something that the examiner can't change at will, and it is one of the preparations that the examiner should make.
2. Let's talk about the examiner's scoring principle. This is not a democratic evaluation. For example, if this person answers and leaves, let's discuss how this person is. As soon as the discussion was over, the examiner set the tone and everyone scored the same. This is absolutely not allowed. For examiners, as long as the grading standards are stable, there is no need to grasp that the examiners are consistent, and there is no need to exchange views on a person. Examiners should keep their grades stable and don't have big ups and downs. For example, 10 people average 80 in the morning and 70 in the afternoon when they are tired, which is not allowed.
Why are you more familiar with the process and scoring rules of structured interviews? In particular, four examiners in some examiner groups of employers may not have participated in structured interviews. In order to get familiar with this rule, we can discuss it after the first applicant has finished. This discussion is to make the interview better in the future.
Many people consider whether the first person to attend the interview will take advantage or suffer. In fact, I have thought about this question many times and communicated with many people. Generally speaking, it seems that two-thirds or three-fifths of people feel that they have suffered, but personally, because I am more of an examiner, I will judge the truth of the first person through data analysis. At least my empirical data shows that the first person may not suffer. So, whether you are the first to attend the interview or the first to draw lots, don't be depressed. That's not true. On the other hand, the last person may not suffer, so don't be swayed by considerations of gain and loss.
3. Let's continue to talk about our structured and semi-structured, and let me talk about the use of the scoring table.
First of all, the scoring table has various weights, and the different weights add up to 100. Such as coordination, organization, execution and emotional stability. There is a certain relationship between different elements. For example, a topic may be aimed at an element, and there will be something about an element in the score sheet, such as what coordination ability means. The examiner can refer to the evaluation elements and make a specific score in the following scoring column according to the answer status of the first corresponding question.
Besides, generally speaking, if it is a better structured interview, there will be one or two evaluation factors without specific topics. This evaluation factor refers to, for example, language expression ability, such as execution ability, which means that it is not easy to answer a specific question, and the examiner will score after the candidates have answered all the questions. Language expression can only be graded at the end. Maybe the first question was not answered well, but the following answers were all very good.
I have talked about the specific correspondence between so many elements and topics, but I want to remind all candidates that candidates should not blindly guess what this topic is about and whether this topic is about interpersonal coordination ability. I have also studied several aspects of elements, and I should answer them from the aspect of coordination. This idea is not necessarily a good thing. However, I tested the sense of responsibility or the spirit of seeking truth in this topic, and you actually answered the question of coordination. On the contrary, I think your sense of responsibility or realistic spirit is not good, so don't lead to self-defeating.