Structured interview for civil servant interview clearance - stable, efficient, reliable and practical

The definition of structured interview

Compared with the traditional experiential interview, the structured interview, also known as the standardized interview, is to ask the interviewers one by one according to the questions on the pre-established interview outline, and record the interviewee's answers and comments in a standard format. An interview method for his evaluation. It requires strict specification and formulation of the question content, question method, question time, and scoring standards of the entire interview, and standardized and complete design before the interview, and the interviewer is not allowed to change it at will. The interview results are scored using standard statistical methods. Structured interview has become the basic method of civil servant recruitment interview and recruitment interview of enterprises and institutions.

Structured interview for civil servant interview clearance - stable, efficient, reliable and practical

Second, the system structure of structured interview

1. Composition of examiners

The examiner must have undergone professional training, and a group of examiners must be composed of a number of representative examiners (according to major, position, age, gender, and scientifically allocated in a certain proportion), which must be more than 2 people, generally composed of 5 to 9 examiners. One of them is the chief examiner, who is responsible for asking the candidates questions and grasping the entire interview process.

2. Evaluation elements

According to the needs of the recruiting position, the evaluation standards are formulated before the interview. In this process, it is necessary to determine the evaluation content and design the evaluation questions, that is, different types of questions are adapted to the evaluation elements, and the structure design is carried out according to a certain order and different score proportions. . The evaluation standard also stipulates the weight of each evaluation element, so that the examiner can understand which elements are critical and important, and which elements are auxiliary and secondary. The test questions should be derived from the responsibilities, functions, and powers of the post, and the purpose is to examine the ability and quality of the interviewee. Each test question must have a question idea or answer reference idea for the examiner to refer to when grading.

3. Scoring method

When scoring, the examiner should pay attention to the ability and level of the interview elements, not just the quality of the answer to a question. In the structured interview process, after scoring, each examiner will remove the highest score and remove the lowest score according to the pre-established rules to obtain an arithmetic average score, which is the scoring method used in gymnastics competitions. This method is scientific and fair, and can play a very good role in restraining the cheating phenomenon of examiners, which reflects the fairness, impartiality, transparency and openness of the interview process of civil servants.

4 Interview process

The interview process is also structured, and the test time is generally 5 minutes for each question, neither too long nor too short. The interview process is carried out in strict accordance with the pre-established procedures, which usually include the following steps: preparation, admission of the test takers; the examiner explaining the interview requirements; the examiner asking questions and making independent judgments; collecting evaluation forms and scoring.

Structured interview for civil servant interview clearance - stable, efficient, reliable and practical

2. Advantages of structured interviews

① The results of the interview are objective, accurate and fair. The questions raised in the structured interview are only related to the job needs. The interviewer objectively collects and evaluates the information of the interviewer, and tries to avoid the evaluation errors caused by the subjective judgment of the examiner such as various subjective impressions and first impressions. The results are objective, accurate, fair and convincing.

②It is easy to be accepted by people and is trustworthy. Since all the interviewers consistently answer the same questions, and compare the interviewers according to the objective and scientific standards established in advance, make judgments on the job ability of the interviewers, and select the appropriate personnel through comparison. This method is not easily affected by factors such as ethnicity or gender, avoids the occurrence of unfair phenomena, and achieves screening in an unbiased and acceptable way for all interviewers.

③ have high effectiveness. Through the communication and interaction between the examiner and the interviewee, the information about the psychological activities of the person obtained is more real, complete and rich, which helps the examiner to judge whether the candidate really meets the job requirements. At the same time the cost is lower. In judging people's attitudes and behaviors, structured interviews have a better effect, increasing the reliability and accuracy of interviews.

④ The obtained data are more reliable. Through the non-verbal information such as tone, posture, and movement of the candidates during the interview, the reliability of the interviewee's answers can be judged, and the obtained data can be effectively evaluated. At the same time, if the candidates do not understand or misinterpret the questions during the interview, or the candidates' answers are not clear and incomplete, the examiner can clarify the candidates' answers by asking questions, so as to obtain more accurate information.

⑤ Significantly improve the credibility and effectiveness of the interview. The structured interview is standardized in form, with prominent points, compact and efficient, and can achieve the goal more concisely. Compared with unstructured interviews, the results are easier to analyze and compare, as well as statistics. The structured interview is closely integrated with the actual work, and comprehensive information can be obtained in the two-way communication. It also absorbs the advantages of objectification and standardization in the written test, which significantly improves the reliability and validity of the interview.

Structured interview for civil servant interview clearance - stable, efficient, reliable and practical

The main types of structured interviews

Import type (background type)

Usually a question about the candidate's background. At the beginning of the interview, 2-3 minutes are often used to understand the general situation of candidates in work and life, as well as their education and work background. Also known as lead-in questions. Asking such questions has two main functions: one is to let the candidates relax, enter the interview situation naturally, and form a good and harmonious atmosphere of interview interaction; the other is to let the examiner know the candidates’ personal information, and prepare the ground for the in-depth interviews in the next step. .

situational

By setting certain work-related situations and tasks, we can test whether candidates have the coping quality.

smart

Most of them are hot issues of the recruiting units or the society, which mainly test the thinking ability of candidates such as analysis, synthesis and judgment. Asking such questions is not to evaluate whether the candidate's point of view is correct or not, but to see if the candidate can make sense and justify it.

Structured interview for civil servant interview clearance - stable, efficient, reliable and practical

behavioral

By asking questions, interjecting and asking questions. Understand the behavior of students. verify their competence. The STAR mode is commonly used for behavioral questions, that is, this question type includes the following four steps:

First, the situation (SITUATION), what kind of situation does a candidate's behavior occur in?

Second, the task (TASK), what is the specific task of the candidate at that time;

Third, behavior (ACTION), what kind of behavior and specific actions candidates take under specific situations and tasks;

Fourth, the results (RESUI.T), what kind of results the examinee's behavior has achieved, including positive and negative results.

willing

Willing-type questions generally examine the suitability of candidates' job-seeking motivation and the proposed position, and the content will mostly involve the candidates' value orientation and life attitude.