First, the characteristics of structured interviews
Structured interview is one of the main types of interview examination, which mainly examines the candidate's comprehensive analysis ability, oral expression ability, planning and coordination ability, adaptability, self-emotional control ability, interpersonal cooperation consciousness and skills, the matching between job-seeking motivation and proposed position, manners and so on.
structured interview
Many examiners often ask questions to candidates according to a set of pre-designed test questions containing various evaluation factors. According to the candidates' answers, the scores of the candidates in each evaluation factor are given. The sum of the scores of each evaluation factor is
The final result of the structured interview of candidates. In other words, structured interviews are not about political quality or moral cultivation, nor about knowledge accumulation. Its essence is a basic psychological and ability requirement for employees.
Standard competency test.
In order to have a more comprehensive understanding of structured interviews, the institutional examination counseling experts of the Zhonggong Teaching and Research Center suggest candidates to understand the following main features:
1. Determine the evaluation elements of the interview based on job analysis.
Evaluation elements and
Not randomly determined, but determined by experts on the basis of systematic work analysis. The purpose of the interview is to choose a candidate who is more suitable for the position. It is impossible without job analysis of job requirements.
Determining the employment criteria closely related to the requirements of the proposed position will not achieve the best results of the interview. Therefore, determining evaluation elements based on job analysis is an important feature of structured interviews.
2. All candidates face the same examination process.
In structured interviews, not only the interview topics are the same for all candidates who apply for the same position, but also the interview instructions, interview time, presentation order of interview questions and interview implementation conditions. This enables all candidates to interview under almost the same conditions, ensuring the fairness and justice of the interview process.
3. Standardize operational evaluation criteria
For each one,
Evaluation elements, structured interviews have standardized and operable evaluation standards. The outstanding performance of each element has strict operation definition and observation points in the interview, and each score (such as excellent, good, average,
Poor) The corresponding behavior evaluation standards make each examiner have a unified standard for the evaluation of candidates. The evaluation standard also stipulates the weight of each evaluation element, so that the examiner can know what is the main, what is the key and what is the key.
Elements are secondary and subordinate. The interview results of candidates are finally counted by scientific methods (that is, for each element, the highest and lowest scores among many examiners are removed, and then the arithmetic average score is obtained, and then according to the weight,
Comprehensive total score.
It is recommended to pay attention to the Chinese public education civil service examination network, and you will get the examination-related information and internal reference materials as soon as possible.
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If in doubt, please consult the public education enterprises in China.