What is a structured interview? Nervous about going into an interview for the first time

What is a structured interview? Nervous about going into an interview for the first time

A structured interview is also called a fixed pattern interview. A structured interview consists of a series of consecutive job-related questions posed to candidates applying for a particular position. The use of structured interviews improves the reliability and accuracy of interviews by reducing the subjectivity of unstructured interviews. In addition, since all candidates applying for a position are asked the same questions, the evaluation of candidates can be objective and fair.

A structured interview generally consists of four types of questions.

First, situational questions (situationalquestions) put forward a hypothetical work scenario to determine the candidate's reaction in this situation.

ii. Job knowledgequestions, (jobknowledgequestions) explore the jobseeker's knowledge of the job, which may relate to basic educational skills as well as complex scientific or management skills.

Third, job sample simulation questions (jobsamplesimulationquestions) include a scenario in which the applicant is required to actually complete a sample task, when this is not feasible, the key job content simulation can be used. Answering these types of questions may require physical activity.

Fourth, jobrequirementquestions are designed to determine whether the applicant is willing to adapt to the requirements of the job. For example, the interviewer may ask the applicant if he or she is willing to do repetitive work or move to another city. Such questions are in the nature of a preview of the practice job. And may help the job seeker to self-select.

You can prepare in advance according to this, try to relax without having to be nervous ~ ~

Structured interviews are very nervous how to do good

Prepare well in advance, ah, to be confident, the voice should be loud, don't care too much

This year's provincial examination interview is structured interviews, what is the structured interviews?

The provincial exam is basically a structured interview! Structured interview is a test to 7 examiners, answer 3-4 questions!

What is a structured interview?

Structured interviews have always been the mainstay of the national examination and provincial examination interviews, however, in the national examination earlier this year, the national tax interviews have been unprecedented in the use of structured group interviews. At first this interview form only in Hainan Province to be used in the examination, and did not get a wide range of favor, but with the number of people applying for the examination increased year by year and the *** busy daily work of the contradiction gradually escalated, such as structured group such as the efficiency of the examination than the ordinary structured interview form of double the interview form has been the favor of the examiners in more provinces. I think the major provincial exams will try this form of interview, once the pilot success, may be adopted on a large scale, in any case, this form since it has appeared, it should be given enough attention, just in case.

First, weaken the short-term thinking, strengthen the depth of expression. As the structured group interview is off-site thinking 10-15 minutes, compared with the ordinary structured interview review of the thinking time increased a lot, many candidates are able to get a very good answer outline in a long time thinking, and the outline can be brought to the examination room to answer questions for reference. Therefore, in this case, the ability to think of more than other people's highlights and more in-depth knowledge of the topic is more able to highlight the cultural literacy of the candidates. Examiners also prefer candidates who speak fluently and have a comprehensive and in-depth knowledge.

Second, the balance of independent thinking and short-term learning ability. In the structured group interview, as a result of the sequential answer, then there will always be two questions you are in the others after the start of the answer, then in their own independent thinking on the basis of the outline, but also quickly draw on the merits of others in the answer, quickly added to their own answer to the idea, take the essence of the dross, fast learning, enrich themselves. In the examination room or in the examiner's life and work, will prefer good learning young people, especially those who learn faster.

Third, focus on the examination of resilience. Structured group interview, in addition to answering the questions in turn, will be added at the end of the mutual review and response to the examination session. In this original link, many candidates will not realize that pointing out many other people's problems, or in response to the time directly back to dislike. In fact, this performance will not be appreciated by the examiner, the essence of this link is the rapid response of the candidates, to find each other in the answer to the question of the cracks, and for its fairness to point out, and then to make appropriate additions to highlight their own for the topic of a deeper level of knowledge, which in fact, is the strain in the discovery of the problem, the rapid solution to the problem of the ability. Of course, the response to the link is also the same reason, the reviewer should first thank the other party's pertinent comments, and then trigger their own deeper thinking after an effective response, in short, this part of the examiner valued improvisation, depth of the supplementary communication.

Fourth, the ability to listen and record. To achieve the above capabilities, the necessary listening and recording is a must, from the point of view of civil service work affairs, this ability is a standing literacy, and always throughout the career, it is not an exaggeration to say that there is no listening and recording, any other ability is nonsense, therefore, in the group interview, candidates must pay attention to the content of the other candidates' answers, because this is your effective review and response to the The material is there, but also the examiner in the examination room is extremely concerned about the point.

What is the form of structured interviews

Structured interviews are mainly divided into behavioral descriptive interviews and situational interviews.

Behavioral interviews are based on the idea that past behavior is the best predictor of future behavior. Setting up a recruitment situation means that the best way for a recruiter to predict future staff is to find out how well they have done in the past. Generally, behavioral interview questions are behavioral questions based on key competencies, so a job analysis of the competency behavioral requirements is necessary to determine the required competencies.

Situational interviewing stems from the goal-setting theory of motivation theory. An interviewer's future behavior will be heavily influenced by his or her goals or behavioral intentions. The purpose of the situational interview is to identify job-related behavioral intentions by giving the interviewer a series of things he or she might encounter in the workplace and asking, "What would you do in this situation?

The first step in conducting a situational interview is also to conduct a job analysis, which analyzes key events to determine the competencies required for the task and to determine whether or not the interviewee will be able to perform the job in the future. Because of the need for critical incidents, situational interviewing is not appropriate for jobs that have changed a lot or for jobs that have had fewer people in them in the past.

Structured Interview Components

1. Resume Screening Criteria

2. Values and Needs Assessment

3. Experience Questioning

4. Cultural Fit

5. Behavioral Interviewing

This is a complete mix of structured interviews.

The design of a structured interview consists of four main steps:

1. Job analysis

2. Determination of assessment elements

3. Determination of interview questions

4. Determination of assessment criteria and assessors

Main sessions

In a structured interview, the main sessions can be categorized into;

1, Opening remarks, the main purpose of which is to create a relaxed interview atmosphere and to tell the candidate about the interview method used in the interview.

2, the main background review.

3, behavioral events review.

4. Additional information counseling.

5. Closing interview.

6. Assessment. The review of behavioral events is the main part, and the interviewer should listen carefully and take notes.

2013 Yiyang civil service interview is structured interview? What is a structured interview?

Hello! Yiyang civil service interviews have been structured interviews in recent years, and there is a high probability that this year will be a structured interview!

What is a structured interview?

Structured interviews are a form of interview implemented in accordance with standardized procedures, which is based on job analysis, the candidates applying for the same position using the same elements of assessment and interview questions, in the same time by the systematically trained examiners in accordance with the established criteria for the evaluation of candidates. Interview questions are prepared, administered, and results evaluated in accordance with a standardized pre-established procedure. More information and introductions to interviews can be found at Yiyang Zhonggong Education Education Network (:off./zhinan/hn/bkzn/all.).

What is a structured interview for the national exam?

For your answer: structured interview, also known as standardized interview, is relative to the traditional experience-based interview. The reason why it is called a structured interview is that the scoring criteria are structured, the scoring examiner is consistent, the form of the examination room is structured, and the topic is structured. In accordance with the pre-established interview outline of the above questions one by one, and in accordance with the standard format of the interviewer's answers and his evaluation of a kind of interview.

What is a semi-structured interview

Semi-structured interview refers to the composition of the interview elements of the content of the unified requirements, some of the content of the unified requirements, that is, in the pre-designed test questions (structured interview) on the basis of the interview, the interview examiner to the applicant and put forward a number of random questions, semi-structured interviews are between unstructured interviews and structured interviews in the form of a.

It is a combination of the interview outline and the interviewer's answers and his evaluation in accordance with the standard format.

It combines the advantages of both, effectively avoiding the shortcomings of a single method. Overall, this interview method has many advantages, with two-way communication, the interviewer can get more rich, complete and in-depth information than in the material method, and the interview can be done in a combination of structural and flexible content. Therefore, semi-structured interviews are more and more widely used.

The general program of semi-structured interviews:

1) Preparation for the interview: job analysis, determine the elements of the assessment, the design of the scoring table, the preparation of the interview questions;

2) Hosting of the interview: hosting the guidelines, how to control the interview process, how to end the interview;

3) Judgement of the interview: interview recording methods and key points, the integration of information, the use of a variety of clues. clues to utilize.

What is a structured interview? Is it a structured interview in Shanxi?

Hello, CKE is at your service.

Structured interviews, also known as standardized interviews, are a standardized process of evaluating candidates according to the evaluation indexes developed, using specific questions, evaluation methods, and evaluation criteria, and strictly following a specific program, through the face-to-face verbal communication between the evaluator and the candidate.

At present, the interview generally take the form of structured interviews or leaderless group discussions, some units will use both forms of interviews.

If you have any questions, please feel free to ask the public education enterprise to know.

Is the national examination interview structured?

1. Check-in: generally centralized check-in in the morning, you need to arrive at the designated place 10-30 minutes in advance.

2. Verification of identity: the examination staff to verify the relevant documents.

3. Drawing: Drawing to determine the grouping and the order of entry, some areas are the first to draw the grouping sign, and then draw the order of the sign, and some areas are a time to draw to determine the grouping and the order of, such as: three (1), said the third group of the first to enter the field. Individual areas to take the candidates in advance to group and arrange the order and arrange the examination room number, this practice is no longer used in most areas, because it can not guarantee fairness, prone to produce examiners and candidates in advance of the situation of contact.

4. Waiting for the examination: candidates after the drawing of lots into the waiting area waiting for the examination, the examination is not over, not allowed to casually leave, the examination room staff supervision, the need for staff to go to the bathroom accompanied by staff, such as scheduling the examination in the afternoon, the lunch is also sent to the waiting room by the staff. In order to prevent the candidates who have finished the examination will be disclosed to the candidates who did not take the examination, to ensure fair competition between candidates.

5. Enter the examination room: in order, when it is the turn of a candidate to enter, the usher will go to the waiting room and announce: "Please xxxxx number of candidates to enter", the candidate followed the usher to the entrance of the examination room. The guide is not allowed to directly call the name of the candidate, otherwise counted as a serious violation of the examination discipline, the general guide only know the order of the candidate number.

6. Interview start: candidates into the interview room, directly to the candidates seat, stand after the examiner to greet, reported their own examination order number, get "please sit" instructions, candidates can be seated. After the candidate is seated, the examiner will announce the instructions and the exam will begin.

Special attention should be paid to the fact that candidates should not give their names, otherwise they will be disqualified from the interview on the spot.

Each interview 1 person, the interview program: first by the examiner read the interview guide; then by the examiner according to the prior division of labor based on the interview questionnaire to ask the candidate to answer the relevant questions according to the requirements; according to the candidate's answer, the other examiners can be moderate questions; the examiners independently in the scoring table according to the different elements of the scoring to the candidate.

Some units of structured interviews take the form of issuing the question book, the candidates in the examiner read out the interview guide and give instructions to start answering the questions, can be reversed on the table of the candidates seat question book open. There is also a paragraph of material to read first, and then listen to the questions, there is text material or video material.

The exam time is usually 10 minutes - 25 minutes, and the questions are usually 3-5.

7. Exit: After the candidate has answered all the questions, the examiner will generally ask the candidate whether there is anything else to add, most of the time has expired, and the candidate will generally answer that there is nothing to add. The examiner announces that the candidate will be asked to leave the room and go to the waiting room to wait for the score. After the scorekeeper accounts for the scores, candidates can leave the examination room after being notified of the scores in the waiting room. There are also some individual areas are waiting for the spot score announcement before candidates leave, this situation applies to the recruitment of a relatively small number of cases.

8. Scoring: the examiner will be the candidate's respective score sheet to the scorekeeper, accounting for the score. Once the scoring is complete, it is handed over to the Supervisor for auditing.

9. End of the interview: the interview is over, the examiner announced "please exit". The staff will lead the candidates out of the interview room.

10. Announcement of the results: the scorekeeper accounting for the score, the supervisor and the examiner signed and handed over to the staff to the waiting room announced to the candidates. Some are also posted in the waiting room.

Structured interviews and leaderless group discussion of the two test field practice two modes have their own merits and demerits, in this article, the Chinese map of civil service interview coaching experts Li Mingyue teacher through the structured interview five-step interpretation to sort out the structure of the interview process.

First, the candidates enter

Candidates leave the first impression of the examiner from the candidates into the examination room on the start. Then this part of the entrance is particularly important. In the candidate entered, there is no verbal communication with the examiner, so this time the candidate's appearance has become the only thing to show the examiner. According to the professional characteristics of the civil service, the candidate should show a generous and dignified character during the entrance.

In addition to the dress code and etiquette requirements that we all *** know, there are some details that the majority of candidates should pay attention to.

When entering, you should knock on the door and enter after getting permission. The volume of the knock should be moderate, not too loud or too small. After getting permission to enter, many candidates will stride into the examination room, and the door behind them closed heavily with a loud noise. This can easily give the examiner an impression of fidgetiness and can cause the candidate to become nervous. Therefore, we suggest that after entering the room, turn around and gently bring the door with you, so as to avoid the loud noise caused by the door closing automatically. At the same time, the candidates can use this short time to regulate their hearts once again, to face the examiner with full enthusiasm.

In the process of going from the door to the candidate's seat, swing your arms vigorously, hold your head high, and show a full state of mind.

On reaching your seat, greet the examiner and bow. After getting permission to sit down. At this point, move the seat with both hands to the appropriate position. This can avoid pulling the seat and make a harsh sound, leaving 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 a suitable space for a step to sit on the seat.

Second, the interview answer

Interview answer is the core of the entire interview, is the success of the interview, the key stage of the ideal position. In this stage of the correct, fluent, perfect answer to the interview questions is essential to the success of the link, but some of the details of the problem, such as the interview method, the rhythm of answering questions can not be ignored, the need for the majority of candidates to understand before the examination. Structured interviews generally require candidates to answer 2-5 questions within a specified time. The questions are presented in two ways: the examiner reads the questions and the candidate reads the questions. For the interview method that requires the candidate to read the questions himself, there is definitely a question book in front of the candidate; however, for the examiner to read the questions of the questioning method, it is uncertain whether the candidate has a question book in front of him. This requires candidates in the process of preparing for the interview, not only to practice looking at the question to list the main points, organizing the answer, but also focus on the ability to listen to the question training, practice extracting effective information points from the questions heard. This is a relatively high level of demand for candidates, and should be taken seriously.

In addition, candidates need to know how the tables and chairs are set up in the test center. Because most of the examination centers have prepared tables and chairs for the candidates. But there are some places where there are only chairs and no tables. If there is a table, candidates can put their hands on the table to answer the questions, which is not difficult for the majority of candidates. In the absence of a table, candidates may feel very surprised when they enter the examination room and may feel overwhelmed when they sit down. We recommend that candidates place their hands on their legs, sit upright, and quickly adjust their emotions to enter the question state.

In the interview before the candidates generally enter the field, greetings, take their seats, etc. have their own design, but after entering the field if you find that the face of the situation and their own envisioned inconsistency, there is no need to panic, you can be flexible to follow their own design of the program to go. For example, if the candidate is designed to enter the examination room, report the number to the examiner, say hello, and wait for the examiner to say "please sit" and then take a seat. However, some examiners will tell you "please sit" directly after you enter the room, so the candidate should have the ability to adapt to this - after expressing gratitude, just sit down. If you are still following your own design, you will be too rigid.

In the interview answer process to grasp the rhythm. Because the characteristics of each type of interview questions are different so the length of time to answer each question is not consistent, which is a very normal phenomenon. But for the thinking time, we recommend that candidates try to keep about equal time. This shows that you have given relatively full consideration to each question; on the other hand, it avoids unnecessary trouble if you think too long or too short about certain questions. If the thinking time is too long, the remaining time to answer the question will be relatively short, and the tendency to answer as quickly as possible will inevitably appear in the answer, resulting in a disharmonious rhythm. If the thinking time is too short, the examiner will think that you are prepared for this type of question, and may raise the psychological expectation of your answer. In practice, even if by chance a familiar topic does not rush to answer, you can further review the question, or the answer to the point further enrichment, sublimation. In short, to maintain a certain rhythm of answering questions is very necessary.

Third, random questions

In the structured interview test, the examiner may ask a follow-up question based on your answer. At this point, some candidates mistakenly think that their previous answer has a loophole and caused the examiner's follow-up questions, so that more nervous, and thus did not answer the follow-up questions. In fact, it is not necessary, on the contrary, it may be precisely because of your previous answer is very wonderful, caused the examiner great attention and further understanding of the desire. If the candidate shows panic, then the examiner's "trap".

The characteristics of structured interviews lie in the fixed rules, standardization. From the form of proposition to the questioning method to the scoring criteria are at the beginning of the examination is stipulated. So it's very likely that the random questioning or questioning by the examiner that the candidate feels is actually designed before the exam, and is part of the structured interview questions. The examiner is not just asking you alone, but will also ask other candidates the same questions. So just answer the so-called "random questions" or follow-up questions as you would any other question, and don't be nervous about it.

The most difficult thing for the candidates is the pressure test in the random questions, for example, the examiner will ask: "I heard that you have relations before the examination through the back door, how do you explain this? Or "through your answer to a few questions just now, we found that you are not suitable for such a position, so do not intend to employ you, what else do you have to say?" When encountering such questions in the examination room, the majority of candidates will be extremely nervous and do not know how to answer. In fact, as long as you understand the characteristics of the structured interview, know that this is just a common question, calm down, think about the answer can be.

Fourth, the candidate withdrew

In the entire interview process, candidates are extremely nervous. After answering the last question when some candidates breathed a sigh of relief, the body limp down, the instrumentation learned was suddenly thrown into the clouds. This is not acceptable. Because this time the examiner is still marking you, although the marking has various sub-items, according to the sub-item to sum up the total score, but the overall impression is also very important. Front performance has been very good, in the end to the examiner left a bad impression, it is not worth it. Therefore, we recommend that candidates smile and greet the examiner after answering the last question. When the examiner states that the candidate can leave the room, get up, thank him or her, and leave the room looking good, giving the examiner a consistent image.

V. Scoring and auditing

The scoring and auditing process varies slightly from place to place. Some of them can wait a few moments to get the scores, requiring candidates to sign to confirm; some places are not announced on the spot scores, but to wait until the end of the interview of all the people unanimously announced.

In any case, it is important to realize that as long as you are still in the interview room, you still need to maintain a good state of mind, and always remind yourself of your appearance. Regardless of the score, do not write your mood on your face. Don't inquire about other people's scores, especially those of your competitors, and show your mature and composed character traits. Even if you are not successful in this exam, I believe your good performance will impress the examiner. If the interview is successful, then your wonderful performance throughout the interview process will lay a good foundation for your future work.