1. Interview question types
Compared with the written test questions, the interview questions of the civil service examination are simple, non-standard and open-ended. Simple means that the interview questions are relatively easy to set and there will be no in-depth examination of certain professional knowledge. Because it is a two-way communication and has a certain affinity with daily conversations, the content mostly involves common things in daily life. The handling of questions does not test the depth of understanding of a certain professional subject. Non-standardization means that there is no fixed pattern in the expression of the questions. The examiner can ask questions in different ways according to needs. The questions also lack fixed answers. Candidates can make their own decisions according to their own needs. Answer with understanding; openness means that the questions are designed in a way that allows candidates to give full play, and try to avoid closed questions like? Is it? The purpose is to give candidates more time and opportunities to complete Express and highlight your qualities and abilities.
1. Background questions
Usually questions about the candidate’s background. At the beginning of the interview, 3 to 5 minutes are often spent to understand the candidate's general situation in work and life, education and work background and other issues. This type of questions mainly serves three purposes: first, it allows candidates to relax and naturally enter the interview situation, creating a harmonious and interactive interview atmosphere; second, it verifies and clarifies relevant personal information on the resume; third, it provides guidance for subsequent interview questions. , to facilitate in-depth interviews.
Sample questions:
(1) Please take 5 minutes to briefly introduce your growth experience.
(2) Please briefly talk about your ideals, including long-term and near-term, and how to make your work and career conform to your ideals.
(3) Please talk about your work (or study) in the past two years and what experiences and lessons you have learned.
2. Intelligent questions
Intelligent questions test the candidate’s comprehensive analytical ability through discussions on relatively complex social hot issues, and also test the candidate’s ability to a certain extent. Concern for society. This type of question generally does not require the examinee to express a professional opinion, nor does it evaluate whether the opinion itself is correct or not, but mainly to see whether the examinee can make sense.
Sample questions:
(1) There are tens of thousands of laid-off workers in Beijing, and their re-employment is a big problem. However, millions of outsiders work in Beijing every year, earning tens of billions of RMB. Please analyze the reasons that make it difficult for laid-off workers to find reemployment, and briefly talk about the solutions you think are appropriate. (Whether it is possible to comprehensively analyze the problem, with clear arguments, sufficient and appropriate arguments, rigorous argumentation, deep consideration of the problem and unique insights, and sound reasoning.)
(2) Contributions to the current society? There are many charity activities to donate to critically ill patients. How do you view this issue? (Not only did he talk about the meaning of "love and mutual aid", but he was also able to put forward the current situation, reform and development direction of my country's medical system in one step, which means that the candidate has thought deeply.)
(3) How do you do it? What do you think of the promulgation and implementation of my country’s Anti-Secession Law? (See whether the candidate pays attention to the national political situation, understands the significance of the promulgation of important laws, and understands the direction of national policies.)
3. Willing question
Willingness question is a test The compatibility between the candidate's job search motivation and the proposed position, the candidate's value orientation and life attitude.
Sample questions:
(1) Based on your major and ability, you have a wide range of careers to choose from. Why did you choose a state agency and especially our department? ( Examiners can question candidates about career pursuits and real-life needs, and even put pressure on candidates to test their ability to control their emotions, and try to fully understand the candidates' real requirements for career and life, and then compare them with the position. Compare the conditions and requirements that can be provided.)
(2) Why do you want to leave your original workplace? And why did you apply for your current position? What will you do if you are not hired this time? ( Whether the motivation to apply for the exam meets the requirements for the proposed position, whether the candidate has a correct understanding and strong motivation for the job position he is applying for, whether he can correctly handle setbacks, and has a positive attitude towards life)
(3 ) Many people choose to go into business to make a lot of money. Why would you apply for a civil servant career with a low salary? (Observe the candidate’s attitude towards life to see if they understand the value and challenges of the civil service career.)
4. Knowledge questions
Knowledge questions mainly test the candidate’s understanding of the job they want to engage in. Understand and master some general and professional knowledge necessary for work. Knowledge questions include some common sense knowledge and professional knowledge. Common sense knowledge refers to some common sense that everyone engaged in the job should have. For example, an accountant should understand some necessary financial systems, and an HR manager should understand the necessary labor and personnel systems and regulations. Professional knowledge refers to specialized knowledge in a professional field.
Question samples:
(1) What is going on with the gsm communication system?
(2) How should the network debugging be carried out?
(3) How to understand the composition of indirect principal offence?
There is no secret to answering such questions. It only depends on the candidates' own daily accumulation and solid foundation.
5. Stressful questions
This kind of question is usually designed to put a certain amount of pressure on the candidates to see how they react in stressful situations, so as to test the candidates' resilience. Ability and endurance. Such questions may touch a "sore spot" among test takers.
Sample questions:
(1) It is said that you have changed companies four times in three years of working. What evidence is there to prove that you can work well in our company?
(2) Your leader asked you to send an urgent piece to a certain unit, but the next day you found out that it was sent to the wrong unit. However, the leader not only refused to take responsibility for the mistake, but also angrily accused you of being careless. At this time, how would you express yourself without affecting your work or exacerbating the conflict between you and your leader?
(3) Your grades in school are not very good, and we are worried that you will not How can you convince us that you are qualified for a job in our organization?
6. Serial questions
Sequential questions are generally designed to test the candidate's stress tolerance, including the logical and organized thinking in stressful situations. , but it can also be used to test the subject's attention, instant memory, emotional stability, analytical judgment, comprehensive summary ability, etc.
Sample questions:
(1) Your foreign language and professional knowledge are very high, why don’t you go to a foreign company? The salary of civil servants is not high now, and in-kind bonuses have been cancelled. Fang, can you endure the hard life of a civil servant? What should you do if you find that you cannot play your role normally after working?
(2) I want to ask three questions. First, why do you want to come to our unit? ?Second, what are your plans after arriving at our unit? Third, a few days after you report for work, what should you do if you find that the actual situation is inconsistent with your original imagination?
(3) When you come to ? City How long has it been? Are you familiar with the environment here? Do you know where the department is? Because we may often have to deal with them, you may have to visit us? If not, how long did it take for you to become familiar with your surroundings? How do you plan to do it?
For such questions, candidates should be mentally prepared, especially how they consider their own choices. They should reflect it truthfully, do not talk big words or empty words, and should face it from the perspective of their own values ????and ambitions. Analyze it yourself.
7. Leading questions
This type of question is mainly used to inquire about certain intentions and needs of the candidate or to obtain some more positive answers. If it involves issues such as salary, benefits, benefits, work arrangements, etc., this method of asking questions should be adopted.
Sample questions:
(1) What do you think about the fact that it takes two years to get a permanent job at the company?
(2) What if our company sometimes has weekends? Can you accept only one day off?
(3) You may have to go on a business trip in the first two months after starting work. Can you do it?
8. Roundabout questions
When the examiner realizes that the candidate is not willing to answer a certain question and wants to know more, he can adopt a strategy of making false claims.
For example, regarding "political issues", many people are unwilling to truly express their opinions. At this time, you can ask in a roundabout way: "What do your partners think of this issue or this matter?" Candidates Therefore, he would think that what he said was not his own opinion and that speaking out would not expose his own opinions, so he talked about it in a relaxed mood. In fact, many of them were his own opinions.
9. Behavioral questions
Behavioral questions are test questions used to test the candidate’s behavioral skills and abilities, such as testing the meaning and skills of interpersonal communication, organizational coordination ability, interpersonal Communication skills, especially the ability to resolve conflicts between horizontal organizations, and behavioral skills and abilities such as interpersonal communication and establishing trusting relationships with colleagues will be examined.
Sample questions:
(1) Such a situation may have occurred in your work experience, in your organization (such as unit, department, class, work group, etc.) If there is a conflict or conflict with another fraternal organization, it is up to you to participate in the resolution. If so, please give an example of the entire situation.
Follow-up question 1: Please talk about what problems you encountered at that time?
Follow-up question 2: What is your task?
Follow-up question 3: What measures did you take? ?
Question ④: What is the final effect? ??
(2) You need to interact with all kinds of people in life and work. Please recall the most important person you encountered. A difficult person or people to deal with; what efforts did you make to get things done? What was the result? Did you gain any experience from it?
2. Assessment elements of the interview
Assessment elements refer to the items to be assessed on the candidates. Assessment elements are divided into general assessment elements and department-set elements. General elements are compulsory exams, accounting for more than 60%.
In civil servant recruitment interviews, some departments use all common assessment elements to interview candidates; some departments use a combination of common assessment elements and department-set elements to interview candidates.
General assessment elements mainly include comprehensive analysis ability, verbal expression ability, adaptability, planning and organization coordination ability, interpersonal awareness and skills, self-emotional control, job search motivation and compatibility with the proposed position, and behavior. Appearance and professional competence. The elements of interview evaluation shall be determined by the hiring authority. The basic principles for determining interview evaluation elements are:
a. Determine the element items based on the nature of the work, responsibilities, tasks, difficulty level, and responsibility requirements of the proposed position;
b. The selection of interview evaluation elements should adapt to and give full play to the interview function and avoid duplication of evaluation content in qualification review, written test, assessment and other links;
c. Based on the measurability and intended use of different evaluation elements The program associated with the requirements of any position determines its point weight.
Below, we provide readers with a brief "Explanation of Common Assessment Elements", which is provided by the Ministry of National Personnel to all departments of central state agencies for use in interviews for civil servant recruitment.
Assessment elements refer to the items to be assessed on candidates. Based on previous research and experience in interview assessment, and taking into account the functional characteristics and limitations of interview assessment, the following eight elements are planned to be used in this interview as general elements that need to be assessed in interviews. They are explained separately now:
1. Comprehensive analysis ability
(1) General definition
Synthesis is to combine various parts or various characteristics of things in the mind United as a whole. Analysis is the mental breakdown of a whole thing into its parts. Synthesis and analysis play an important role in thinking activities and are an important part of the intellectual operation of thinking. In the daily work of civil servants, it often involves a macro understanding of problems and an understanding of contradictory relationships between things. Comprehensive analysis skills are very important.
(2) Operational definition
①Be able to consider things as a whole from the macro aspect;
②Be able to consider the individual components of things from the micro aspect Consider;
③Be able to pay attention to the relationship between the whole and the parts and the organic coordination and combination of the parts.
2. Verbal expression ability
(1) General definition
To express one’s thoughts and ideas in different ways and styles for different audiences through speech. The process of expressing an opinion clearly and unmistakably and trying to get the audience to accept it.
(2) Operational definition
① Understand the meaning of others;
② Speak clearly and fluently;
③ Contents include Organized and logical;
④ Others can understand and have a certain degree of persuasion;
⑤ The wording is accurate, appropriate and measured.
3. Adaptability
(1) General definition
The ability to quickly and dexterously change perspectives when thinking and solving problems under stressful situations. Be adaptable, learn by analogy, and make correct judgments and actions.
(2) Operational definition
① Stressful situation;
② Quick thinking and response;
③ Emotional stability;
④Think carefully about the problem.
4. Planning, organizing, and coordination abilities
(1) General definition
Plan, schedule, and allocate resources for oneself, others, and departmental activities and coordinate the interests of conflicting parties based on certain standards.
(2) Operational definition
①According to departmental goals, foresee future requirements, opportunities and disadvantages, and make plans;
②See each other clearly Reliance on the relationship between conflicting parties;
③Make appropriate choices based on actual needs and long-term effects;
④Make timely decisions;
⑤Deployment and placement People, talents, materials and other related resources.
5. Awareness and skills of interpersonal communication
(1) General definition
Establishing and maintaining relationships with others and groups, these relationships are purposeful , work-related, including communication with others, as well as obedience, cooperation, coordination, guidance, and supervision activities in the organization.
(2) Operational definition
① Initiative in interpersonal cooperation;
② Awareness of ownership relationships in the organization (including authority, obedience, discipline, etc. Awareness);
③Interpersonal adaptation;
④Effective communication (transmitting information);
⑤Principle and flexibility in handling interpersonal relationships.
6. Self-emotional control
(1) General definition
Being able to maintain one's emotional stability when receiving strong stimulation or being in an unfavorable situation , and the ability to restrain one's own behavioral reactions (mainly predicting the candidate's performance in daily life based on the candidate's response to certain questions at the time of the interview).
(2) Operational definition
① In highly stimulating situations, expressions and speech are natural;
② When being intentionally challenged or even intentionally humiliated, Able to stay calm;
③ For the sake of long-term or higher goals, suppress your current desires.
7. Match between job search motivation and proposed position
(1) General definition
Job search motivation refers to the direct motivation of individuals under the stimulation of certain needs The internal psychological activity of conducting job search activities to achieve the purpose of job search; when the individual's job search purpose is consistent with the conditions provided by the proposed position, the individual is more likely to be qualified for the position and to engage in the job stably.
(2) Operational definition
①Realistic needs (solve housing, household registration transfer, professional counterpart, etc.) and job situation;
②Interests and job situation ;
③Achievement motivation (cognitive needs, self-improvement, self-realization, the need to serve others, getting exercise, etc.) and job situation;
④Identification of organizational culture.
8. Behavior
(1) General definition
The candidate’s external dress, words, and deeds.
(2) Operational definition
① Whether the dress is appropriate;
② Whether the words and deeds are consistent with ordinary etiquette;
③ Whether There are redundant actions.
Attached below is the "Evaluation Items and Occurrence Frequency Table for Agency Recruitment Staff Interviews" from 1988 to 1998:
Sequential number of occurrences of item names (times) frequency of occurrence () 1 language Expression ability (including clarity, logic, accuracy, some models have more than two language expression factors) 71109.22 Adaptability (including rapid response, sensitivity, flexibility, etc.) 5381.53 Comprehensive analysis ability 5076.54 Practical business knowledge and operational skills (Including work experience, professional level, etc.) 3858.55 Behavior (including appearance, temperament, demeanor, etc.) 3452.36 Logical thinking ability 3350.87 Knowledge 2233.88 Ideology and policy level (including ideological realm, discipline, etc.) 1827.79 Enterprising spirit (including professionalism, enterprising spirit, etc.) spirit, sense of competition, sense of accomplishment, etc.) 1015.410 Attitude 812.311 Interpersonal relationships (including spirit of cooperation, coordination, communication, etc.) 812.312 Interests and hobbies 710.113 Personality 57.714 Creativity 57.715 Memory ability 57.716 Dictation ability (including shorthand, calligraphy, etc.) 34.617 Practical spirit (including responsibility) heart, honesty, etc.) 34.618 Stability 34.619 Organizational management ability 23.120 Motivation 23.121 Self-learning ability 23.122 Calculation ability 11.523 Research ability 11.524 Acceptance ability 11.525 Attention and distribution ability 11.526 Original insight ability 11.5