Structured interview is the most widely used interview method in current interview practice, and it is regarded as a main method in civil service recruitment examination, open selection of party and government leading cadres and competitive job interview.
First, the connotation and characteristics of structured interview
The so-called structured interview refers to the combination and analysis of interview contents, forms, procedures, scoring standards and results according to unified standards and requirements. Although structured interview is also conducted through the communication between examiners and candidates, it highlights the characteristics of standardization and structure from form to content. For example, a structured interview requires all candidates applying for the same position to have the same interview questions; The number of interviewers shall not be less than 2; A typical structured interview also requires preparing interview questions on the basis of job analysis of the proposed position. Because of this, the implementation process of structured interview is more standardized, and the interview results are more objective, fair and effective.
One of the criticisms of traditional interview is that the examiner's questions are too casual and he can ask whatever he wants; At the same time, the evaluation also lacks objective basis, so you can evaluate it as you want. Because of this, the application effect of traditional interview is not ideal, and the interview results are usually unconvincing. Structured interview is produced on the basis of overcoming the above shortcomings of traditional unstructured interview, so it is very popular in talent selection practice. Especially in the recruitment interview of civil servants, in order to ensure the objectivity and fairness of the selection work, the state specially stipulates that strict structured interview forms must be adopted.
Understanding the connotation and characteristics of structured interview will undoubtedly help candidates to better play their own level. Structured interviews have the following main features:
1. The determination of interview evaluation elements should be based on job analysis.
In structured interview, the evaluation elements are not determined at will, but determined by experts on the basis of systematic job analysis. The purpose of the interview is to choose a candidate who is more suitable for the position. If there is no job analysis of the job requirements, then it is impossible to determine the employment standards closely related to the proposed job requirements, and it is also impossible to achieve the best interview results. Therefore, determining evaluation elements based on job analysis is an important feature of structured interviews.
The interview process is the same for all candidates.
In the structured interview, not only all candidates applying for the same position have the same interview topics, but also the interview instructions, interview time, presentation order of interview questions and interview implementation conditions. This enables all candidates to be interviewed under almost the same conditions, ensuring the fairness and justice of the interview process.
3. There are standardized and operable evaluation standards for interview evaluation.
For each evaluation factor, structured interview has standardized and operable evaluation criteria. Outstanding performance in the interview is that each factor has strict operational definition and observation points, and the behavior evaluation standards corresponding to each grading level (such as excellent, good, average and poor) are stipulated, so that each examiner has a unified standard scale for evaluating candidates. The evaluation standard also stipulates the weight of each evaluation element, so that the examiner can know which elements are main and key, and which elements are secondary and subsidiary. Candidates' interview scores are finally counted by scientific methods (that is, the highest and lowest scores among many examiners are removed for each element, then the arithmetic average score is taken, and then the total score is synthesized according to the weight).
4. The composition of examiners is structured.
For structured interviews, the number of examiners must be at least 2, usually 5-7. Generally speaking, the examiner's composition is not decided at will, and it is often scientifically allocated according to the needs of the proposed post, according to a certain proportion of specialty, position and even age and gender. One of them is the examiner, who is generally responsible for asking questions to candidates and mastering the whole interview process.
In a word, structured interview has the characteristics of fixed questions, rigorous procedures and unified grading. From a practical point of view, the measurement validity and reliability of structured interview are relatively high, which is more suitable for large-scale, organized and standardized employment interviews. Therefore, structured interview has become the basic method of employment interview at present.
Of course, structured interview, as an evaluation method, also has its shortcomings, mainly because the examiner is not flexible enough in implementation and is usually not allowed to ask targeted questions to some candidates when necessary. On the other hand, the examiner still has to ask pre-planned questions about some identified aspects. Another disadvantage of structured interview is that it is boring when it is implemented, so that examiners are prone to fatigue when there are many candidates.
Second, the basic requirements of structured interviews
Structured interview has certain requirements for candidates, examiners, examination rooms and other aspects. As a typical structured interview, the basic requirements of the national civil servant recruitment interview are as follows:
1. Requirements for interviewing candidates
In the civil service recruitment examination, the candidates for the interview are selected as follows: 1. The candidates for the interview are recommended by the government personnel department to the employing department; The second is to select candidates in accordance with the prescribed proportion. Generally, the number of interviewees is required to be 3 times of the number of people to be hired; Third, according to the candidates' written test scores from high to low, candidates with qualified written test scores have the basic conditions to enter the interview.
2. Determine the requirements of interview evaluation elements
The determination of interview evaluation factors is the premise of determining interview methods, compiling interview questions and implementing interviews. What factors should be tested in the interview should be determined according to the proposed position of civil servants, the situation of candidates and the feasibility of evaluation. For example, a province stipulates that the evaluation factors for the recruitment and interview of national civil servants in county-level organs are policy, theoretical level, professionalism and realism, organization and coordination ability, adaptability, language expression ability and appearance.
3. Requirements for the interviewer
Interview examiners should have high political and professional qualities, as well as a high sense of responsibility and mission. Examiners should be responsible for professional training for interviewers, so that they can master interview contents, methods, operational requirements, scoring standards and interview skills. After the establishment of the interview examiner qualification management system, in principle, only those who have obtained the interview examiner qualification through prescribed procedures can serve as interview examiners.
4. Requirements for interview examination room
The choice and arrangement of interview examination room have certain influence on the evaluation results. Therefore, the examination room should be arranged according to the requirements of interview implementation.
5. Requirements for formulating interview implementation plan
Before organizing an interview, the interview organ shall formulate an interview implementation plan to ensure that the interview work is organized, planned and carried out according to procedures. The contents of the interview implementation plan should generally include: the organization and leadership of the interview; Composition and training of examiners and judges (groups); Interview methods and procedures; Compilation method and printing of interview questions; Time and place of interview; Other job related to the interview.
6. Requirements for the composition of the interviewer team
The interviewer group is generally composed of 7 ~ 9 people, and it is best to combine old and young in age; Professionally, we should absorb authoritative people with rich business practice experience, business theory research and interview skills. The interviewer group at or above the provincial level is generally composed of representatives in charge of the examination, leaders in charge of the employer, representatives of enterprises and experts and scholars. The interviewers at the city and county levels are generally composed of organizations, personnel, employing departments, discipline inspection and supervision departments, and business backbones.
7. Other requirements
The recruitment interview of civil servants should also follow the following principles:
(1) The principle of equal opportunities for candidates in the interview.
Fairness and justice are particularly important in the interview. Fairness is reflected in measuring candidates with a ruler and equal opportunities; Fairness is reflected in the objectivity and fairness of the examiner's grading, and it overcomes subjective randomness.
(2) the principle of avoidance.
According to the relevant regulations, anyone who has a direct interest in the candidate should be avoided during the interview. For example, the interviewer or organizer has a husband-and-wife relationship, a direct blood relationship, a close relationship between husband and wife, and a relationship between children and parents-in-law. , they should be avoided.
(3) the principle of supervision.
The purpose of supervision is to ensure that the interview is conducted under the condition of equal competition. Supervising the whole interview process is the guarantee to successfully complete the interview. First, organize supervision, and invite discipline inspection, supervision and notarization departments to participate in the interview; Second, the supervision of news and public opinion, the staff of news and public opinion departments have the right to understand and report the interview work in an appropriate way; The third is the supervision of candidates, who are the best supervisors. Because they have personally experienced the whole process of the interview, they have the right to appeal and blame the interview organization procedures, the examiner's level and the test questions. Examiner departments should set up corresponding mechanisms (such as report boxes and suggestion boxes), listen to their opinions carefully, and make proper handling according to relevant regulations and procedures.
Third, the preparation steps of structured interview questions
Structured interviews require high topic design, and topic preparation usually includes the following steps:
1. Determine interview evaluation elements according to job requirements.
At present, the primary task of compiling interview questions is to analyze the proposed position, put forward several elements that should be evaluated, and determine their corresponding weights according to the correlation between each evaluation element and the proposed position. Simple job analysis requires interviews with relevant personnel (including the incumbent and his direct leader) to clarify the main job responsibilities of the position and its quality requirements for the incumbent. A more comprehensive and in-depth job analysis also needs to use key event method, log method and questionnaire survey method to analyze the work of incumbents.
Generally speaking, after obtaining relevant evaluation elements through job analysis, each evaluation element should be defined. For example, for the element of "oral expression ability", its general definition and operational definition are as follows:
(1) General definition.
The process of clearly expressing one's thoughts and opinions orally, aiming at different audiences, in different ways and styles, and trying to make the audience accept them.
(2) Operation definition.
-understand the meaning of others;
-articulate and fluent;
-The content is organized and logical;
-others can understand and have certain persuasiveness;
-accurate, appropriate and measured words.
2. Select interview questions according to the evaluation factors.
Each specific interview question type has its own characteristics and functions. It is necessary to choose suitable interview questions according to the factors of job evaluation and the characteristics of candidates, and try to avoid similarities. Generally speaking, for college students who participate in the civil service recruitment, due to the lack of practical work experience, they generally do not use behavioral interview questions, but use situational interview questions. For example, if we want to examine their interpersonal cooperation consciousness and skills, we can't ask such a behavioral question: "In your previous job, …". Because they have no work experience. But you can design a situational question like this: "Suppose one of your colleagues always gives you trouble at work, …, what would you do?"
Step 3 customize interview questions
After determining the evaluation elements and interview questions, you can begin to compile the test questions. The form of the test questions can be different, but it is the fundamental purpose of the interview to closely focus on the evaluation elements (content). In principle, at least one test question should be prepared for each assessment element (except the two elements of language expression ability and words and deeds). The test questions can be drawn from a wide range, but it is best to focus on the study, life and work practice of the test subjects and not be divorced from reality.
4. Test questions
Customized test questions should also be tested to understand their operability and discrimination, and revised repeatedly on this basis. At the same time, on the basis of the test, improve the scoring standard of the test questions and write the reference answers of the test questions.
Fourth, the organization and implementation procedures of structured interviews
The organization and implementation procedures of structured interview mainly include the establishment of examiner team; Select and arrange interview examination rooms; The specific operation and implementation of the interview are three major links.
Select and train interviewers.
We have talked about the importance of the interviewer's composition to the structured interview. At present, there are three common forms of interviewer organization: one is organized by personnel department, and the examiner is composed of personnel department staff and related experts; The other is composed of personnel department and employing department, and the examiner is appointed by two departments according to a certain proportion; Another is that the employing department organizes itself and the examiner is selected by the department. No matter what organizational form is adopted, the examiner is the protagonist. All examiners must be trained before the interview to improve their operational level.
Regarding the selection of interview examiners, we should select examiners in strict accordance with the requirements of structured interviews mentioned above, and select people with both ability and political integrity to join the examiner team. If the examiner is not a person with both ability and political integrity, it will be difficult for us to ensure that we can get candidates with both ability and political integrity through interviews. At the same time, the training of examiners is also indispensable. Research and practice have proved that the reliability and quality of the scores of trained examiners are obviously higher than those of untrained examiners. In addition, the normative and procedural requirements of structured interviews are very high, and intensive training must be carried out before the interview is implemented.
In the civil servant recruitment interview, in order to ensure the fairness and justice of the structured interview, two supervisors (comrades from the discipline inspection and supervision department or notary department) can be selected to participate in the whole interview process according to actual needs. At the same time, according to the workload, a certain number of examiners, invigilators and other examiners are equipped.
2. Select and arrange the interview examination room
The specific organization and implementation of the interview is very complicated, including the selection and layout of the interview examination room, the equipment of the waiting room and examination supplies, the interview notice and contact information of the candidates, and the decision of the interview order by drawing lots in advance. These jobs may seem unremarkable, but any job that is not done well may affect the smooth implementation of the interview.
There are four basic requirements for the interview examination room: first, the environment where the examination room is located must be undisturbed and quiet; Second, the examination room area should be moderate, generally 30 ~ 40 square meters is appropriate; Third, the temperature and lighting are suitable; Four, each independent interview examination room should set up a number of waiting rooms according to the number of candidates outside the main examination room, and the selection of waiting rooms should keep a certain distance from the main examination room to avoid mutual influence.
The layout of the interview examination room is also very knowledgeable. As far as the location arrangement of examiners and candidates is concerned, there are usually the following modes:
A is a round table, with multiple examiners facing one candidate;
B is a one-to-one form, and the examiner and the candidate sit at a certain angle;
C is a one-to-one form, the examiner and the examinee sit opposite each other, and the distance is close;
D is a one-to-one form, where examiners and candidates sit opposite each other and are far apart;
E is a one-to-one form, and the examiner and the examinee sit on the same side of the table.
The positions of the above examiners and candidates are different, and the interview effect is also different. So which position is good? In the interview, if C is used, the examiner and the examinee sit face to face, and the two sides are very close to each other, looking directly at each other, which is easy to cause psychological pressure on the other side, making the examinee feel like being tried in court, making him nervous and unable to play his normal level. Of course, you can use this form when you want to examine the stress tolerance of candidates. In the form of D, the distance between the two sides is too far, which is not conducive to communication. At the same time, the excessive spatial distance also increases the psychological distance between people, which is not conducive to better cooperation between the two sides. If the form of E is adopted, the examiner and the examinee sit on the same side of the table, and the psychological distance is close, which is not easy to cause psychological pressure. However, the examiner's position is somewhat humble and not solemn enough, which is not conducive to the examiner's observation of the examinee's expression and posture. Use the form of A and arrange it in a round table, so that candidates will not feel too much psychological pressure and the atmosphere will be more serious. In the form of B, examiners and candidates sit at a certain angle to avoid looking too straight, which can relieve psychological tension and avoid psychological conflicts, and is also beneficial to candidates' observation. Therefore, we suggest that in general, it is best to arrange interviews in two positions: A and B.
3. The specific operation and implementation of the interview
As mentioned above, standardized operation and implementation process is one of the important features of structured interviews. Generally speaking, in the recruitment of civil servants, the specific operation and implementation steps of structured interviews are as follows:
(1) Explain the overall planning of the interview, matters needing attention and examination room discipline to candidates who enter the interview. For example, before the interview, candidates can't communicate with candidates who have already interviewed, otherwise it is equivalent to leaking questions, because the interview questions of candidates in the same position are likely to be exactly the same. In view of this, candidates are not allowed to use mobile phones, BP machines or walk outdoors while waiting for an interview in the waiting room.
(2) Draw lots to determine the interview order of candidates, and register the examination numbers and names in turn. In the recruitment interview of civil servants, formal fairness is as important as content fairness, and even formal fairness will attract more attention, because people can easily see whether it is formal fairness or not. Because of this, many employing departments attach great importance to this issue, and the interview order is often decided by the candidates themselves before the interview begins to ensure fairness and justice.
(3) At the beginning of the interview, the invigilator will lead the candidates into the examination room in turn and inform the next candidate to get ready.
(4) For each interview 1 person, the interview procedure is as follows: First, the examiner reads out the interview instructions; Then the examiner or other examiners will ask the candidates to answer relevant questions in advance according to the interview questions; According to the candidates' answers, other examiners can ask questions appropriately; Examiners independently grade candidates according to different elements on the grading table.
(5) It is generally appropriate to ask 6-7 questions to each candidate, and the interview time for each candidate is usually controlled at about 30 minutes.
(6) At the end of the interview, the examiner announced the candidates' withdrawal. The examiner collects the interview results of each examiner and gives them to the rater, who counts the interview results under the supervision of the supervisor and fills in the structured interview results summary table of candidates.
(7) The rater, supervisor and examiner sign the interview result summary table in turn, and the structured interview is over.
V. Typical structured interview questions and scoring criteria
The following are the structured interview papers and grading standards for the national civil servant recruitment interview for readers' reference.
1. Example 1: A structured interview book for civil servants in a city and its grading standards.
Interview description: Hello, first of all, congratulations on your successful passing the written test. Welcome to today's interview. I invited you here in the hope of getting to know you directly through conversation. We will ask you some questions, some related to your past experience, and some need your opinion. I hope you can answer our questions seriously and realistically, and try to reflect your actual situation and real thoughts. In the later evaluation stage, we will verify what you said. We will keep your personal information confidential. The interview time is about 30 minutes. Before answering each question, you can think about it and don't be nervous. When answering, please pay attention to the brevity of the language. All right, now let's get started. (pause) The first question is:
(1) Entering the society from school is an important choice in life. You are choosing life, and life is choosing you. Please briefly introduce your basic situation and main experience.
Follow-up: Everyone's personality has advantages and disadvantages. What do you think the advantages and disadvantages of your personality characteristics will have on applying for civil service positions? Why?
Thinking about the topic: background topic. By understanding the basic situation of the candidates, we can examine the matching degree between the candidates' job-seeking motivation and the positions to be held, as well as their self-awareness ability.
Reference scoring standard:
Good: Have the knowledge and quality required for the proposed position. Be able to evaluate yourself dialectically and objectively, and have strong self-awareness ability. Experience and self-evaluation are sincere and credible. Good at analysis and summary.
English: basically have the knowledge and quality required for the proposed position. Experience and self-evaluation are reasonable and credible, and self-cognitive ability is average.
Poor: the existing knowledge and quality are far from the proposed position, the self-evaluation lacks authenticity and the self-cognitive ability is poor. Motivation does not match the proposed position.
(2) Suppose you are an office worker of the Personnel Bureau of our city. As the director is going to hold an expert seminar on examination and employment in this city, you are responsible for the leadership instructions. Please talk about your specific plan.
Follow-up: If the original meeting place is changed two days before the meeting starts due to important foreign affairs activities, how will you ensure the normal meeting?
Thinking about the topic: situational topic. Focus on the planning, organization and coordination ability of candidates. At the same time, it can also reflect the adaptability of candidates.
Reference scoring standard:
Good: The preliminary planning is careful and feasible, starting from all aspects of the meeting, with comprehensive planning, rigorous implementation steps and clear focus. Handle emergencies properly and have strong coordination ability.
Chinese: the plan is feasible, and the organization and implementation links are appropriate, but not thorough. Can put forward corresponding treatment methods for emergencies, and the coordination ability is average.
Poor: the plan has big loopholes and poor feasibility. The measures to deal with emergencies are weak and the coordination ability is poor.
(3) Suppose you are a staff member of a state organ, and a leader is partial to you in his work, giving you a lot of special treatment in going abroad and evaluating outstanding students, but it also causes some colleagues to be dissatisfied with you and alienate you. How will you deal with this problem?
Thinking about the topic: situational topic. Putting candidates in a dilemma, we should examine their awareness and skills of interpersonal communication, mainly their awareness and communication skills in dealing with the ownership relationship between superiors and subordinates and peers.
Reference scoring standard:
Good: I feel embarrassed, and I can consider the problem from the perspective that is conducive to work and unity. Be able to steadily persuade the immediate superiors to change their practices, actively communicate with relevant leaders, and eliminate misunderstandings. At the same time, be tolerant of some colleagues' inappropriate practices and communicate appropriately.
China people: I feel embarrassed, but I am afraid of betraying the trust of my immediate superiors. I am willing to explain the situation to the relevant leaders and communicate with colleagues who have opinions privately, hoping to clarify the misunderstanding.
Poor: I don't feel embarrassed. I think my special treatment is the inevitable result of the leaders trusting me, and there is no need to take any action on it.
(4) Since the reform and opening-up, with the widespread attention paid to personnel training and the sharp increase in the demand for talents in China's economic and social development, there have been phenomena of domestic brain drain, western brain drain to the east and northern brain drain to the south. Please talk about your views on this issue.
Follow-up: How do you think this problem should be solved?
Thinking about the topic: intelligent topic. Focusing on the ability of candidates to comprehensively analyze problems can also reflect the candidates' job-seeking concept and motivation to a certain extent.
Reference scoring standard:
Good: Good at grasping the essence and crux of the problem, starting from the geographical, humanistic and economic factors in different regions, comprehensively and pertinently analyzing the talent's career choice flow. We can broaden our thinking, put forward positive ideas and measures, and realize a virtuous circle of talent training and social development. Have certain opinions. Clear thinking and strong organizational skills.
Chinese: We have basically grasped the essence of the problem, and can analyze and think from the geographical, economic, cultural and other factors in different regions. The proposed measures and methods are feasible. However, there is a lack of depth and breadth of thinking. The expression is organized.
Poor: narrow-minded, staying in the description of phenomena, it is difficult to grasp the substantive reasons and put forward positive measures. Poor expression level.
(5) What would you do if you were walking in the street and suddenly someone mistakenly thought you were a thief and caught you, causing passers-by to watch?
Q:
When the police arrived, they found someone else's lost wallet in your pocket. What should you do?
-the truth of this scene in the street has not yet been clarified, but it has spread rapidly in the school. What should you do?
Thinking about the topic: situational topic. Focus on the candidates' resilience and emotional stability.
Reference scoring standard:
Good: Be able to get rid of difficulties decisively, tactfully, quickly and steadily, eliminate misunderstandings and not intensify contradictions.
Chinese: We can finally get rid of the predicament and eliminate the misunderstanding, but the method is not active enough and clever enough. The mood is basically stable.
Poor: Being at a loss in an emergency and treating misunderstandings negatively. Emotional tension and impatience.
The question just now was to give you some pressure. Please don't mind. Now let's change the subject.
Please make a comment on your interview today.
Thinking about the problem: this question focuses on the self-awareness and realistic spirit of candidates, comprehensively understands and grasps the comprehensive ability and quality of candidates, and verifies and supplements each other with the above examination results.
Reference scoring standard:
Good: I can evaluate myself objectively, know my strengths and weaknesses very clearly, and have enough understanding and accurate grasp of my efforts. A sincere and pragmatic attitude.
English: I can basically see my own advantages and disadvantages, and I am sincere, but I have not pointed out my own direction of efforts.
Poor: I can't see my shortcomings or advantages, I have no confidence in myself or am too arrogant, and my attitude is not sincere.
I'm glad you answered our question-that's all for today, thank you!
2. Example 2: Structured interview book and evaluation points of judicial system in a province.
Interview description: Hello, first of all, congratulations on your successful passing the written test. Welcome to today's interview. I invited you here in the hope of getting to know you directly through conversation. We will ask you some questions, some related to your past experience, and some need your opinion. I hope you can answer our questions seriously and realistically, and try to reflect your actual situation and real thoughts. In the later evaluation stage, we will verify what you said. We will keep your personal information confidential. The interview time is about 30 minutes. Before answering each question, you can think about it and don't be nervous. When answering, please pay attention to the brevity of the language. All right, now let's get started.
(1) Please take two or three minutes to briefly introduce your resume and family situation.
Question thinking: This question is used to make a natural transition and introduce the topic after a simple greeting or greeting. First, let the candidates relax and naturally enter the interview situation; The second is to see how the candidates' self-cognitive ability is; The third is to let the examiner have a preliminary impression on the candidates.
Evaluation point:
-Study and work experience;
-Current living conditions (such as housing, spouse, children, etc.). );
-the self-cognitive ability of candidates.
(2) If you are a staff member of the judicial organs in our province, the organization decides to send a five-member team to a county (township) to investigate and study the problem of rural law popularization, and the leader puts you in charge of this matter, then how will you organize and implement it?
Idea: Evaluate the candidate's organizational ability, research ability and work experience.
Evaluation point:
-Ability to analyze, handle and solve problems.
-Ability to plan, organize and coordinate
-Practical experience
(3) Social security is one of the hot issues that people pay attention to at present. At present, robbery and murder cases in some places are on the rise; Car bandits and road bullies are rampant, and hooligans and evil forces in some towns and villages are rampant in villages; Social evils such as prostitution, drug abuse and gambling have been repeatedly banned.
Would you please briefly talk about how to strengthen the comprehensive management of social security?
Question thinking: Assess candidates' ability to analyze and solve problems.
Evaluation point:
-the breadth and order of thinking
-abstract generalization ability, analytical and comparative ability
-Policy and theoretical aspects
(4) From a psychological point of view, in order to leave a good impression on the examiner, candidates will try their best to show their own advantages and cover up their own shortcomings. Do you have this mentality now?
Question 1: What do you think are your main strengths and advantages?
Question 2: What do you think are your main shortcomings and shortcomings?
Thinking: Examine the adaptability of candidates. Ask questions to see the candidates' answers to the questions, so as to further examine the candidates' self-cognitive ability.
Evaluation point:
-Emotional stability
-Quick thinking and quick reaction.
-Self-control and ability to deal with problems continuously.
(5) If you have a very good working idea, after actual investigation, you think this idea is scientific and feasible, but your leaders and colleagues are stubborn. What measures do you take to persuade them to cooperate with you?
Question thinking: examine the cooperative consciousness and communication ability of candidates.
Evaluation point:
-A sense of cooperation
-Coordination and communication skills
(6) Courts (procuratorates) have higher requirements for staff and stricter discipline, but their wages are relatively low. It requires frequent business trips, dealing with criminals and sometimes being dangerous. What do you think of this problem?
Question thinking: evaluate the professionalism of candidates.
Evaluation point:
-the spirit of honesty and seeking truth from facts
-Sense of responsibility and enterprise
-Principle and flexibility
You can visit Zhonggong Education (www.offcn.com) official website for consultation, which is described in detail.