Theoretical knowledge of civil service interviews: the meaning of the interview characteristics and form

Theoretical knowledge of civil service interviews: the meaning of the interview features and form

A civil service interview meaning

Interview is carefully designed by the employing department of the state organs, through a variety of methods, face to face in a specific scenario to scientifically assess the basic qualities of the applicant, the potential for development, the actual skills and its match with the position of the proposed job, to show the quality of the applicant in all aspects and provide an important basis for the recruitment of personnel examination. The test provides an important basis for the employment of personnel.

2010 National Civil Service Interview is a test activity to measure and evaluate the quality of personnel ability. Specifically, the 2010 national civil service interview is a carefully designed by the organizers, in a particular scene, to the examiner of the candidates face-to-face conversation and observation as the main means, from the surface to assess the candidate's knowledge, ability, experience and other relevant qualities of an examination activities.

"In a specific scenario" makes the interview different from the daily observation, inspection and other assessment methods. Interviews and conversations, emphasizing only face-to-face direct contact with the form and the effect of emotional communication, while the interview highlights the "ask", "listen", "check", "Analysis", "judgment" of the comprehensive features, and make the interview with the general oral, written, operational demonstrations, background checks and other forms of personnel quality assessment is also differentiated. Oral test emphasizes only the oral language assessment and characteristics, while the interview also includes a comprehensive analysis of non-verbal language behavior, reasoning and judgment.

Second, the characteristics of the civil service interview

As an important part of the 2010 national civil service recruitment examination, interviews and other written tests, psychological quality assessment and other aspects of the examination, compared with a significant feature. Written tests and interviews as the most commonly used talent assessment methods, have their own characteristics and role. Written tests and interviews are relatively independent, but also interlinked, the relationship between written tests and interviews handled well, will have a direct impact on the quality of the assessment. The purpose of the written test is to assess whether the candidate has the required knowledge and ability of the position quality, as well as in this position to improve, develop the potential, while the interview is the candidate's ability and personality qualities of the assessment.

The teacher reminded the candidates preparing for the 2010 national civil service interview that the 2010 national civil service interview has the following characteristics compared to other means of assessment:

1. Interviews are mainly through the observation of the external behavior of the candidates to evaluate their qualities

A person's ability, temperament, character is often expressed through external behavioral characteristics, but we can through the The individual's external behavioral performance to infer its internal psychological characteristics. In the interview, the examiner is precisely through the observation of the candidate's verbal behavior (the candidate said) and non-verbal behavior (the candidate's expression, demeanor, etc.), to infer and judge the candidate's ability and personality qualities. At the same time, using the candidate's behavior at the time to predict his future behavior is also an important feature of the interview.

2. Interview intuition

Interview is a direct contact between the employer and the applicant, through the interview, the employer will form an intuitive impression of the applicant, in the civil service recruitment, an applicant's conditions are good, the written test results are high, but in the interview performance is not good, then it is also likely to be eliminated from the game.

3. Interview flexibility

① Interview content due to the candidate's personal experience, background and other circumstances can not be fixed; ② Interview content due to different jobs can not be fixed. Different jobs, their job content, scope of duties, qualifications, etc. are different. Therefore, the content of the interview and the form of the test can not be uniform provisions of the interview questions and the test should be focused on the angle, flexible and not fixed; ③ interview content due to the performance of the candidates in the interview process can not be fixed. Interview questions should generally be prepared in advance for reference when asking questions. Jingjia civil service reminds, it does not mean that the questions must be prepared in advance to ask questions one by one, a question in the end, no change, but to the examiner according to some of the candidate's answers, due to "things" (positions) and different, flexible control of the content of the interview, not only to allow candidates to fully express their talents, but also can not be completely allowed to the candidates! The interview content should be flexible, not only to let the candidates fully express their talent, but also not completely let the candidates free to give free rein to the sea and the sky.

4. Interviews focus on assessing the overall quality

Written exams are completely based on the answer to assess the candidate's performance, the interview is based on the candidate's site all the performance of the quality of the status of the assessment. It not only analyzes whether the candidate's answers are correct, but more importantly, it looks at the flexibility, logic and adaptability of the candidate's answers. Jingjia civil servants believe that the evaluation of the results of the interview candidates, not to the point of view of the correct or not as the first indicator, but to look at the overall quality of the candidates, which mainly includes the following:

① candidates of the oral expression ability, the main investigation of the candidates to express whether the expression of clarity, clarity, simplicity, and whether it is full of logic;

② candidates of the resilience of the candidates, the main investigation of the candidates in the stressful situation, the response is flexible, logical, and adaptable. Pressure to respond to the situation is flexible, agile, fast;

3 candidates of the analysis and synthesis ability, mainly to examine the candidate's logical thinking is organized, whether good at analyzing, judging and summarizing the problem;

4 candidates of the instrumentation, demeanor, demeanor, mainly to examine the candidate's speech and demeanor whether the dignified, stable, appropriate, whether the energy;

5 candidates of the relevant practical work ability, mainly to examine the candidate's speech and demeanor is dignified, stable, appropriate, whether the energy;

5 Candidates' relevant practical work ability, mainly to examine whether the candidate has the ability related to the work;

⑥ Candidates' personality traits, mainly to examine whether the candidate has the personality traits related to the work.

Three, the interview form can be divided into

1. structured interview and unstructured interview

Based on the degree of structuring (standardization) of the interview, Jingjia civil servants believe that the interview can be divided into structured interviews, semi-structured interviews and unstructured interviews and so on three.

The so-called structured interview, refers to the interview questions, interview implementation procedures, interview evaluation, the composition of the examiner and other aspects of the interview have a unified and clear norms; semi-structured interview, refers to only some of the factors of the interview with the unified requirements of the interview, such as the provisions of a unified procedure and evaluation criteria, but the interview questions can be based on the subject of the interview and change at will; non-structured interview, is the interview with the interview Unstructured interview, is the interview with the interview factors do not make any limitations of the interview, that is, there is usually no specification of the casual interview.

Formal interviews are generally structured interviews, civil service interviews are structured interviews. Structured includes three aspects of meaning: ① interview process grasp (interview procedures) of the structured. In the beginning of the interview, the core stage, the final stage, the examiner to do something, pay attention to what, to achieve what purpose, will be planned accordingly beforehand. ② Interview questions are structured. In the interview process, the examiner to examine what aspects of the candidate's qualities, around the examination of these perspectives on the main issues raised, when raised, how to raise, before the interview will make preparations. (iii) Structured assessment of the results of the interview. From what point of view to judge the candidate's performance in the interview, how to distinguish the grade, and even how to score, etc., before the interview will have the corresponding provisions, and in the crowd of examiners between the unified scale.

2. Pressure interviews and non-pressure interviews

Based on the different purposes of the interview, the interview can be distinguished into pressure interviews and non-pressure interviews.

Pressure interview is to put the applicant in an artificial atmosphere of tension, so that the applicant to accept such as provocative, non-committal, difficult stimuli, in order to examine their resilience, stress tolerance, emotional stability and so on. Typical pressure interviews, is to the examiner to exhaustive way of continuous on something to the applicant to ask questions, and the problem is tricky and tricky, and even forced the applicant to cope with, the examiner to such "pressure to ask" way to force the applicant to fully demonstrate the flexibility to deal with difficult questions of resourcefulness, resilience, ability to think and judgement, temperament, character and grooming, and so on. The first is to make sure that you have a good understanding of the situation, and that you have a good understanding of the situation.

Non-pressure interview is in the absence of pressure to examine the candidate's qualities.

3. Conventional, situational and comprehensive interviews

According to the different focuses of the interview design, the interview can be divided into three types of interviews: conventional interviews, situational interviews and comprehensive interviews.

The so-called conventional interview is what we see every day, the examiner and the applicant face to face with the question and answer form of interview. In this kind of interview conditions, the examiner is in an active position, the applicant is generally passive posture. The examiner asks questions, and the candidate responds according to the examiner's questions, demonstrating his or her knowledge, ability and experience. The examiner evaluates the overall quality of the candidate based on the candidate's answers to the questions, as well as the candidate's demeanor, body language, and emotional response during the interview.

In the situational interview, the breakthrough in the conventional interview examiner and the applicant the kind of question and answer mode, the introduction of a leaderless group discussion, document processing, role-playing, speech, defense, case study and other personnel selection in the scenario simulation method. Situational interview is a new trend in the development of interview forms. In this form of interview, the specific methods of interviews are flexible and diverse, interview simulation, realistic, the candidate's talent can be more fully, more comprehensive show, the examiner on the quality of the candidate can also make a more comprehensive, more in-depth, more accurate evaluation.

Experts believe that the comprehensive interview both the characteristics of the first two interviews, and is structured, the content is mainly focused on the job position related knowledge and skills and other qualities.