Structured interviews generally include four types of questions.
1. Situation problem puts forward a hypothetical work situation to determine the reaction of job seekers in this situation.
Second, jobknowledgequestions, (jobknowledge questions) to explore the knowledge of job seekers and jobs. These problems may be related to basic educational skills or complex scientific or management skills.
3.jobsamplesimulationquestions includes a scenario that requires job seekers to actually complete an example task. When this is not feasible, key work content simulation can be used. Answering such questions may require physical activity.
Fourthly, the question of worker requirement aims to determine whether job seekers are willing to adapt to the job requirements. For example, the interviewer may ask the job seeker if he is willing to do repetitive work or move to another city. The essence of this problem is a preview of actual work. And may help job seekers choose themselves.
You can prepare well in advance according to this, and try to relax and not be nervous ~ ~
What if the structured interview is very tense? Be confident, speak louder and don't care too much.
Is this year's provincial examination interview a structured interview? What is a structured interview? Provincial exams are basically structured interviews! Structured interview is an exam for 7 examiners, answering 3-4 questions! You can go to Zhonggong. Just find out the real question!
What is a structured interview? Structured interview has always been the main force of national examination and provincial examination interview. However, in the national examination and national tax interview at the beginning of this year, structured group interview was adopted for the first time. At first, this interview form was only used in Hainan provincial examination, but it was not widely favored. However, with the increasing number of applicants and the escalation of daily busy work, structured groups, which are twice as efficient as ordinary structured interviews, have been favored by more provincial examiners. Presumably, major provincial examinations will try this interview form one after another. Once the pilot is successful, it may be widely adopted. Anyway, since this form has appeared, it should attract enough attention, just in case.
First, weaken short-term thinking and strengthen deep expression. Because structured group interviews need 10- 15 minutes off-site, the thinking time is much longer than ordinary structured interviews. Many candidates can get a good answer outline after a long time of thinking, and the outline can be taken to the examination room for reference. Therefore, in this case, if you can think of more highlights than others and have a deeper understanding of the topic, you can highlight the cultural literacy of the candidates. Examiners also prefer candidates who are fluent in spoken English and have comprehensive and in-depth understanding.
Second, pay attention to the balance between independent thinking and short-term learning ability. In a structured group interview, because you answer in turn, there are always two questions that you will start to answer after others. Then, on the basis of thinking about the outline independently, I can quickly learn the advantages of others' answers, quickly add them to my own answering ideas, take the essence and discard the dross, learn quickly and enrich myself. In the examination room or in the examiner's life and work, priority will be given to young people who study well, especially those who learn faster.
Third, pay attention to adaptability. In the structured group interview, in addition to answering questions in turn, there will be an examination session of mutual evaluation and answering at last. In this ingenious link, many candidates will unconsciously point out many problems of others, or reply directly when responding. In fact, such performance will not be appreciated by the examiner. The essence of this link is the examinee's quick response, finding out the flaws in the other party's answers, pointing them out, and then making appropriate supplements to highlight his deeper cognitive level of the topic. This is actually the ability to find problems in the reaction and solve problems quickly. Of course, the same is true in the reply session. Commentators should first thank each other for their pertinent comments, and then respond effectively after arousing their deeper thinking. In short, the examiner values the impromptu and in-depth supplementary communication in this link.
Fourth, listening ability and recording ability. In order to achieve the above abilities, listening and recording are necessary. Judging from the work affairs of civil servants, this ability is a standing quality, which runs through the whole career. It is no exaggeration to say that without listening and recording, any other ability is nonsense. Therefore, in the group interview, candidates must pay attention to the answers of other candidates, because this is the material for your effective comments and responses, and it is also the point that the examiner is very concerned about in the examination room.
What is the form of structured interview? Structured interviews are mainly divided into behavioral descriptive interviews and situational interviews.
Behavioral descriptive interview originated from "past behavior is the best prediction of future behavior". Setting the recruitment situation means that the best way for recruiters to predict future employees is to understand their past performance. Generally speaking, the behavior description interview problem is a behavior problem based on key competency characteristics, so it is necessary to analyze the job requirements of competency characteristics to determine the required competency characteristics.
Situational interview originates from the goal setting theory in motivation theory. The interviewer's future behavior will be greatly influenced by his goals or behavioral intentions. The purpose of situational interview is to set up a series of things that the interviewer may encounter at work and ask "what would you do in this case" to identify the job-related behavior intention of the job seeker.
The first step of situational interview is job analysis. By analyzing the competency characteristics required by key events, the interviewer can be competent for future work. Because there must be key events, situational interviews are not suitable for positions with great changes and positions with few people in the past.
Structured interview content
1, resume screening criteria
2. Value demand assessment
3. Experience asking questions
4. Cultural matching degree
5. Behavior interview
This is also a complete combination of structured interviews.
The design of structured interview mainly includes four steps:
1, post analysis
2. Determine the evaluation elements.
3. Determination of interview questions
4. Determine the evaluation criteria and examiners.
key link
In structured interview, the main links can be divided into;
1, opening remarks, the main purpose is to create a relaxed interview atmosphere and tell candidates the interview methods used in the interview.
2. Review of main background.
3. Review of behavioral events.
4. Additional information consultation.
5. End the interview.
6. evaluation. Among them, the review of behavioral events is the main part, and the interviewer should listen carefully and make records.
20 13 is Yiyang civil servant interview a structured interview? What is a structured interview? Hello! Yiyang civil servant interviews have been structured interviews in recent years, and this year is likely to be a structured interview!
What is a structured interview?
Structured interview refers to a form of interview implemented according to standardized procedures. Based on job analysis, it adopts the same evaluation elements and interview questions for candidates applying for the same position, and the examiners who have been systematically trained will evaluate the candidates at the same time according to the established standards. The life system, implementation and result evaluation of interview questions are all carried out in accordance with the standardized procedures formulated in advance. More interview information and introduction can be found on Yiyang Zhonggong Education Network (:off. /zhinan /hn/bkzn/all. ).
What is the structured interview of national examination? Answer for you: structured interview, also known as standardized interview, is relative to the traditional empirical 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.
What is a semi-structured interview? Semi-structured interview refers to the interview elements, some of which require unity and some do not. That is, on the basis of pre-designed test questions (structured interview), the examiner puts forward some random test questions to the candidates in the interview. Semi-structured interview is a form between unstructured interview and structured interview.
It combines the advantages of both methods and effectively avoids the disadvantages of single method. Generally speaking, this interview method has many advantages. With two-way communication, the interviewer can get richer, more complete and deeper information than the material method, and the interview can combine the structure and flexibility of the content. Therefore, the application of semi-structured interview is more and more extensive.
General procedure of semi-structured interview:
1) interview preparation: job analysis, determination of evaluation elements, design of score sheet and preparation of interview questions;
2) Hosting the interview: the standard of hosting, how to control the interview procedure and how to end the interview;
3) Judgment of interview: methods and key points of interview record, integration of information and utilization of various clues.
What is a structured interview? Is Shanxi a structured interview? Hello, Chinese public education is at your service.
Structured interview: also known as standardized interview, is a standardized process of evaluating candidates through face-to-face verbal communication between evaluators and candidates by using specific questions, evaluation methods and evaluation criteria according to established evaluation indicators.
At present, interviews generally take the form of structured interviews or leaderless group discussions, and some units will adopt both forms at the same time.
If in doubt, please consult the public education enterprises in China.
Is the national examination interview a structured interview? 1. check-in: generally, check-in is concentrated in the morning, and you need to arrive at the designated place 10-30 minutes in advance.
2. Check the identity: the examination staff checks the relevant documents.
3. Draw lots: draw lots to decide the grouping and the order of participation. In some areas, group symbols are drawn first, and then sequence symbols are drawn. In other areas, grouping and order are determined at one time, such as: three (1), which means 1 entry 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 contact in advance.
4. Waiting for the exam: Candidates enter the waiting area 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 be sent to the waiting room by the staff. In order to prevent the candidates who have finished the exam from revealing the situation to the candidates who have not taken the exam and ensure fair competition among the candidates.
5. Entering the examination room: In order, when it is the candidate's turn to enter the examination room, the guide will announce in the waiting room: "Please enter the examination room", and the candidate will arrive at the entrance of the examination room with the guide. Guides are not allowed to call candidates by their names directly, otherwise it will be considered a serious violation of examination discipline. The general guide only knows the serial number of the candidate.
6. Interview Start: After the candidates enter the interview room, they go directly to the candidates' booth, say hello to the examiner after standing, report their own test sequence number, and after receiving the instruction of "Please sit down", the candidates can sit down. After the candidates are seated, the examiner announces the instructions and the exam begins.
It is particularly important to note that candidates cannot give their names, otherwise they will be disqualified from the interview on the spot.
1 person for each interview, the interview procedure is as follows: first, the examiner reads out the interview instructions; Then the examiner asks the candidates to answer relevant questions as required 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.
In some units, structured interviews take the form of issuing question books. After the examiner has read the interview instructions and given the instructions to start answering questions, the candidates can turn over the problem book that is upside down on the candidates' desk. Also have a plenty of reading a paragraph of material first, then listening to the topic, there are written materials or video materials.
The examination time is generally 10 -25 minutes, and the topic is generally 3-5.
7. Exit: After the candidates have answered all the questions, the examiner will generally ask the candidates if they have anything else to add. Most of the time is up, and candidates usually don't answer at this time. The examiner announced that the candidate had left and waited for the score in the waiting room. After the raters check the scores, candidates can leave the examination room after being notified of the scores in the waiting room. There are also some areas where candidates leave after the on-site results are announced. This situation applies to the situation where the number of candidates is relatively small.
8. Scoring: The examiner will give his own scoring sheet to the rater to calculate the score. After the accounting is completed, it shall be submitted to the supervisor for review.
9. End of interview: At the end of the interview, the examiner announced that "candidates please leave". The staff will lead the candidates out of the interview room.
10. Announce the results: After the rater calculates the results, the invigilator and examiner sign them and give them to the staff to announce to the candidates in the waiting room. Some are posted in the waiting room.
Structured interviews and leaderless group discussions have their own advantages and disadvantages. In this paper, Li Mingyue, an expert in civil service exam interview, explains the five steps of structured interview and sorts out the process of structured interview.
I. Admission of candidates
The first impression left by the examinee to the examiner begins when the examinee enters the examination room. Then the admission link is particularly important. Candidates have no language communication with the examiner when they enter the venue, so the candidate's appearance becomes the only thing to show the examiner. According to the professional characteristics of civil servants, candidates should show generous and solemn characteristics when entering the stadium.
In addition to the well-known dress and etiquette requirements, some details are also important for the majority of candidates.
Knock on the door when you go in, and you can't go in until you get permission. At this time, the volume of knocking at the door should be moderate, neither too loud nor too small. After admission, many candidates will stride into the examination room, and the door behind them will slam. It is easy to leave the impression of impatience to the examiner, and it will also make the candidates nervous. Therefore, we suggest that after entering the venue, turn around and close the door gently to avoid the huge noise caused by the automatic closing of the door. At the same time, candidates can use this short time to adjust their mentality again and face the examiner with full enthusiasm.
In the process from the door to the examinee's seat, his arms swung hard and his head was held high, showing a full mental state.
When you get to your seat, let the examiner say hello and bow. Sit down after you get permission. At this time, use both hands to move the seat to the appropriate position. Doing so can avoid the harsh sound of pulling the seat and leave a bad impression on the examiner. In addition, moving the seat with both hands can better adjust the position of the seat from the table, leaving suitable space for sitting on the seat next.
Second, the interview answer
Answering questions in the interview is the core link of the whole interview, and it is also the key stage of whether the interview can be successful and whether you can get the ideal position. At this stage, answering interview questions correctly, smoothly and perfectly is an indispensable part of success, but some details such as interview methods and answering rhythm can not be ignored, which need the majority of candidates to know before the exam. Structured interviews generally require candidates to answer 2-5 questions within a specified time. There are two ways to write questions: the examiner looks at the questions and the candidates look at the questions. For the interview method that requires candidates to look at the questions themselves, candidates must have a question book in front of them. But I'm not sure if there is a question book about the way the examiner asks questions in front of the candidates. This requires candidates not only to practice enumerating the main points and organizing answers by reading the questions, but also to pay attention to the training of listening ability and extract effective information points from the questions they hear. Relatively speaking, this has higher requirements for candidates and should attract enough attention from candidates.
In addition, candidates also need to know some settings of desks and chairs in the examination room. Because most examination rooms have desks and chairs for candidates to use. But in some places, there are only chairs and no tables in the examination room. In the case of a desk, candidates can put their hands on the desk to answer questions, which is not difficult for the majority of candidates. Without a desk, candidates may feel unexpected after entering the examination room, and feel at a loss after sitting down. We suggest that candidates put their hands on their legs, sit up straight, and quickly adjust their emotions to enter the state of answering questions.
Before the interview, candidates generally have their own designs for admission, greeting and seating. However, if they find that the situation they face is not in line with their own ideas after entering the market, they don't have to panic, and they can flexibly follow their own design plan. For example, when designing candidates to enter the examination room, they should register their numbers with the examiner, say hello, and wait for the examiner to say "please sit down" before taking a seat. However, some examiners will tell you "please sit down" directly after you enter the venue, so candidates should have such resilience-just sit down directly after expressing their gratitude. At this time, if the candidates still follow their own design completely, it will be too rigid.
Grasp the rhythm in the process of answering questions in the interview. Because of the different characteristics of each kind of interview questions, it is normal that the answer time of each question is different. But for thinking time, we suggest that candidates try to keep the same time. On the one hand, it shows that you have given relatively full consideration to every problem; On the other hand, it also avoids unnecessary troubles caused by thinking too long or too short on certain topics. If the thinking time is too long, the remaining answer time will be relatively short, and it is inevitable that the sooner the better, resulting in the disharmony of the whole rhythm. If the thinking time is too short, the examiner will think that you are prepared for this kind of topic, which may improve your psychological expectation of your answer. Don't rush to answer familiar questions, even if they happen to appear in actual combat. You can further review the topic or further enrich the sublimation focus. In short, it is very necessary to keep a certain rhythm of answering questions.
Third, ask questions at will.
In the structured interview exam, the examiner may ask a question according to your answer. At this time, some candidates mistakenly thought that there were loopholes in their previous answers, which led the examiner to ask questions and made them more nervous, thus failing to answer the questions raised. Actually, it's not necessary On the contrary, it may be because your previous answer was wonderful that it aroused the examiner's great concern and desire for further understanding. If the examinee shows panic, it is trapped by the examiner.
The characteristic of structured interview lies in the fixation and standardization of rules. From the form of proposition to the way of asking questions to the standard of grading, there are provisions at the beginning of the exam. Therefore, the questions randomly given by the examiner or the questions felt by the candidates are likely to be designed before the exam and are part of the structured interview questions. The examiner is not only asking you a question, but also asking other candidates the same question. So, just answer the examiner's so-called "random questions" or questions like other questions, and don't be nervous about it.
The most difficult thing for candidates is the stress test in random questions. For example, the examiner will ask, "I heard you used the back door before the exam." How to explain this? " Or "through your answer to the question just now, we find that you are not suitable for such a position, so we are not going to hire you." Do you have anything to say? " In the examination room, faced with such questions, most candidates will be extremely nervous and don't know how to answer them. In fact, as long as you understand the characteristics of structured interviews and know that this is just an ordinary question, calm down and think about it.
Fourth, the candidates quit.
During the whole interview, the candidates were extremely nervous. When answering the last question, some candidates breathed a sigh of relief and collapsed, and the etiquette they learned was suddenly thrown out of the cloud nine. This is absolutely impossible. Because the examiner is still grading you at this time, although there are various sub-items, the total score is obtained according to the sum of the sub-items, but the overall impression is also very important. The previous performance has been very good, and it is really not worth leaving a bad impression on the examiner in the end. Therefore, we suggest that candidates greet the examiner with a smile after answering the last question. After the examiner explained that candidates can leave the venue, they got up to thank them and left the examination room happily, giving the examiner a consistent image.
Verb (abbreviation of verb) score audit
Due to different local conditions, the score review is slightly different. Some can get scores after a while and ask candidates to sign for confirmation; Some places don't publish scores on the spot, but publish them uniformly after all interviews.
In any case, you should realize that as long as you are interviewing in the examination room, you should keep a good mental state and always remind yourself of your manners. No matter what the score is, don't write your feelings on your face. Don't ask others' scores, especially those of competitors, and show your mature and calm personality. Even if you don't succeed in this exam, I believe your good performance will leave a deep impression on the examiner. If the interview is successful, your wonderful performance in the whole interview process will lay a good foundation for your future work.