Pay attention to questions in interview
First, have a full understanding of the applicant and the position.
It is a necessary and effective means to obtain useful information by investigating the applicant and the position before the interview. If you don't know the applicant and the position you are applying for, you will be helpless in the center of the interview process. Job-hunting motivation is an important evaluation factor in the interview process. The examiner often asks questions like this: Do you know anything about our unit? Why did you come to apply? Do you know anything about the position you are applying for? Why did you apply for this position? If you are hired, how will you carry out your work? For such a question? The answer is not just a technical question, and there is never a standard answer. If you haven't done any research, your answer is probably irrelevant. You may think that your answer is appropriate and clever, but in fact you have made a major taboo. During the interview, you should answer every question with evidence and proceed from objective reality. This objective reality refers to the facts of the applicant and the position. Without this, your answer will lose its foundation and your success will lose its guarantee.
Investigating the units and positions you want to apply for will reduce the blindness of your application, thus reducing the psychological contrast that may occur after you are hired, and is also conducive to the smooth development of your work and career design and development in the future. In order to succeed in the interview, we need to investigate and understand the following specific issues: First, we should investigate and study the nature, main functions, organizational structure and scale of the applicant. Second, it is necessary to investigate and study the personnel structure of the applicant, such as age structure, professional structure and interpersonal relationship. Third, get as comprehensive and true information as possible about the position you are applying for. Such as the nature of the work, the central task and responsibility, the required knowledge structure, ability structure and special requirements for hobbies, personality characteristics, technical expertise and so on. Fourth, understand the personal information of the supervisor of the unit, the direct supervisor of the position you are applying for and the possible interviewer, such as name, education level, major, birthplace, nationality, belief, family, hobbies and so on. Fifth, the approximate time of the interview, the environment of the interview place, the possible forms of the interview, etc. Sixth, the news reports of the relevant units, about the recent situation of possible interview examiners.
Second, the preparation for the interview should be done
Interview is a key link in the recruitment of national civil servants. It is not uncommon for many candidates with solid basic skills and good written test scores to be unexpectedly excluded from the ranks of national civil servants. The reason is that they didn't play well in the interview. They either didn't prepare well in advance, or were nervous at the scene, or accidentally fell into the trap set by the examiner ... In short, they didn't master certain interview skills. <
Here, we provide candidates with the most complete, in-place and effective interview skills. As long as you can do it according to what we call "before the interview … during the interview … after the mistakes …", I believe success will definitely wave to you in the near future.
1. Mental preparation
In certain interview situations, most interviewees are half awake and half drunk. Often, the interview is far from the beginning, and most interviewers have entered this dreary state of self-confusion. There are many reasons, mainly due to cognitive deviation, anxiety, fear and other inexplicable emotions. Before the interview, wise candidates should try to tap their potential strength, eliminate the influence of negative psychology with a positive attitude, and show their style confidently in the future interview.
The interviewer can imagine the interviewer as your superior and the competitor as your colleague. At this time, the interview scene will be transformed into an interactive interpersonal situation, and the interviewer will be able to cope with it calmly in a relaxed psychological state.
2. Image preparation
Before the interview, the interviewer should package himself in all directions in order to face the examiner with the best image. Usually, it is difficult for the target company to find your talents at the beginning, but your appearance can leave a deep impression on people. This is not only an internal emotional reflection, but also an intuitive reality. Instrument image is the most advanced evaluation factor in the examiner's evaluation range, so candidates should pay attention to their own instrument image.
3. Job hunting motivation
It is one of the basic tasks of the examiner to find out the candidates' motivation for job hunting. Usually, the examiner will ask: Why did you come to our company to apply? What are your expectations for the position you are applying for? If you are hired, how will you develop yourself? What do you pursue in your work? Why did you quit your old job? Because of the low salary and poor life of civil servants in China, we emphasize the spiritual pursuit of public servant consciousness, dedication and responsibility. Therefore, in the interview process, when talking about your job-hunting motivation, you should show your lofty spiritual realm, not too much worship of material interests, nor too much self-esteem, otherwise you are likely to be eliminated.
4. Work experience
Employers generally adhere to the principle of employing people, that is, under the condition of equal quality and ability, those with certain work experience are preferred. The following questions about work experience are generally mentioned in interviews: What jobs have you done before? Which job do you like and why? Which job do you hate and why? What achievements have you made in your work that you are proud of? What mistakes have you made and what setbacks have you experienced in your work? Think carefully when answering such questions.
5. Education and training
The examiner's purpose in asking such questions is mainly to verify whether the education and training you have received are conducive to completing the job you are applying for. This kind of question mainly includes: which school, department and major did you graduate from? What aspects of your education and training will help you do the job you are applying for? When answering such questions, we should be truthful and modest.
6. Future plans and goals
Employers always care about the mentality of new employees and want to know whether they can devote themselves wholeheartedly to their work and whether they have clear goals and plans. Examiners usually ask: how are you going to work if you are hired? What do you think are your strengths and weaknesses after entering our company? Have you determined your goal in our unit? When are you going to achieve this goal? What would you think if there were other job opportunities? To answer these questions, we must first clear our minds, grasp the principle that personal plans and goals should obey those of the organization. If your proposal meets the interests and needs of the organization, you will be the preferred candidate.
Third, the scoring angle and main points of the interview
1. scoring angle and key points of appearance and demeanor
For national civil servants, manners are relatively important. Generally speaking, you should have good facial features, clean clothes, civilized manners, full of energy and good health. On the one hand, it can give people a good impression and establish the image of the company. On the other hand, these people are highly nervous and busy, and only energetic and healthy can they bear the pressure of heavy workload. In addition, people with dignified appearance, neat clothes and civilized manners generally have high self-cultivation, regular work, attention to self-discipline and strong sense of responsibility.
The evaluation points of manners and manners are as follows: ① Dress neatly, appropriately and without obvious mistakes; 2 calm, steady and generous; (3) walking, knocking at the door, sitting in a chair is in line with etiquette; 4 energetic; ⑤ The spoken language is elegant and polite.
2. Scoring angle and key points of intelligence structure
The so-called intelligence refers to people's ability to know and understand objective things. The factors of intelligence include observation ability, memory ability, thinking ability and imagination ability. Intelligence is the foundation of people's various abilities. Intelligence factors play different roles in people's intelligent structure. Observation ability is the eye of intelligent structure, memory ability is the storage of intelligent structure, thinking ability is the center of intelligent structure, and imagination is the wing of intelligent structure.
Because of the need of work, civil servants must strengthen the function of thinking system, so that the analytical ability, comprehensive ability, comparative ability, abstract ability and generalization ability of thinking can be developed in an all-round and balanced way, so as to carry out their work better.
3. The scoring angle and key points of competency structure: (1) Chinese application ability; (2) writing ability; (3) Analysis of comprehensive ability; (4) the ability to deal with interpersonal relationships; (5) creative ability; (6) understanding ability; (7) judgment ability; (8) Ability to master modern office equipment; (9) adaptability; (10) Self-awareness; (1 1) Self-control ability; (12) dominance; (13) learning ability; (14) organization and coordination ability.
4. Scoring angle and key points of knowledge structure
Civil servants should have a T-type knowledge structure, that is, an organic combination of extensive basic knowledge, practical auxiliary knowledge and profound professional knowledge.
5. The scoring angle and key points of psychological characteristics: (1) interest; (2) emotion; (3) will; (4) temperament; (5) personality.
6. Work motivation and desire
7. Work experience
8. Outlook on life
9. Ideological accomplishment: (1) political accomplishment; (2) professional ethics.
10. Overall evaluation of candidates
This is the last part of the interview. After the interview, the examiner should sum up the performance of the candidates in the whole interview process, first score or write comments on their specific aspects, and then evaluate the candidates as a whole, whether they are "employable", "not employable" or "conditionally employable".
Fourth, how to grasp the characteristics of civil servant interview
How to grasp the essentials, use skills and get good grades in interview questions and answers? This requires a good grasp of the following characteristics:
1. The correctness of the viewpoint
In the interview question and answer, the viewpoint is its soul, the viewpoint is incorrect, and everything answered is in vain. The correctness of the viewpoint is the basis of answering questions, so we must strengthen the study of the party's line, principles and policies, politics, current affairs and theory in order to make the answering questions correct. For example, the interview question: "You are the newly appointed deputy mayor, and you have arranged work for your subordinates according to the resolution of the town government. At the same time, several subordinates gave reasons for not implementing it at the meeting, which made you very embarrassed. What should you do?" The correct way is to listen to the different opinions of the masses with an open mind, and carefully investigate and understand the situation in all aspects. If the questions raised are really reasonable, they can not be implemented for the time being, and it is forbidden to emphasize face, be impulsive, and kill them with a stick. This is a big problem to correctly treat the opinions of the masses. If the answer is "just taking office, you should embody the characteristics of' three fires', and in order to establish your own prestige, you can exert pressure and not allow negative opinions", it is wrong.
2. Accuracy of key points
For each interview question, we should first understand the main points that should be grasped in answering, clearly explain the interview questions from several aspects, clarify our thinking when thinking and preparing, make the main points accurate, be unambiguous, not wordy, not complicated, straightforward and focused. For example, the interview question: "When you, as a leading cadre, encounter a contradiction between the spirit of a superior instruction and the local actual situation, what will you do?" Three points can be made clear when thinking and preparing: First, we should seriously study and study the spirit of instructions from higher authorities, understand the essence, and control the policy well; Second, establish the overall concept, deploy the work, obey the overall situation, be consistent with the CPC Central Committee, and make orders to prohibit it; Third, if it is found that there are problems in the instructions of the higher authorities that do not conform to the actual situation of the local and local departments, suggestions for improvement and implementation can be put forward to the higher authorities.
3. Dialectical analysis
The answers to many interview questions require dialectical analysis, broad thinking, avoiding absoluteness, and should be evaluated from a dialectical point of view to prevent one-sidedness and simplification in answering questions. For example, the interview question: "As the ancients said,' If you doubt people, you don't doubt people'. Do you adopt the view of' employing people without doubt' when you use subordinate cadres?" We should not simply affirm or deny this issue. Dialectical analysis should be made of the ancient aphorism, which has both its useful side and its disadvantages. "No doubt about employing people" embodies the spirit and style of full trust and bold use in employing people after examination, analysis and judgment, and should influence and inspire the users and urge them to produce the mental state of "a scholar dies as a confidant". However, it is not advisable to employ people completely without doubt, because the growth of the people used is influenced by various factors and constantly changes. However, the theory of "without doubt" will treat things as death, and it is easy to generalize and cover up the inferior with the superior, resulting in laissez-faire, ignoring the measures of use, training, education, inspection and supervision, which will lead to changes in the employed. Therefore, it is dialectical to employ people correctly without doubt.
4. The completeness of the answer
Everyone wants to answer questions perfectly and satisfactorily, so as not to miss the main points as far as possible, so as to improve their grades. If you want a satisfactory answer, you should be open-minded and thoughtful. Such as interview questions: "According to legend, there was a man named Liu Xiahui who stayed in a hotel for the night. Because of the sudden cold, a woman who stayed in the hotel was dying of cold. Liu held him in her arms and sat there until dawn. There was no indecent assault. Analyze the enlightenment of this story of' sitting still' to leading cadres in politics. " To answer this question, of course, the main reason is that leading cadres should have good conduct and decent style. But in addition to this, there are several inspirations for this story, such as being good at helping others, daring to break the customs, being firm in will, obeying the law, etc., which should be put forward, so as to answer the original intention of the examination questions more satisfactorily and reflect a candidate's rich thoughts and correct opinions on social problems and various situations.
5. The logic of the statement
One of the abilities required to be tested in the interview is the ability of logical thinking. In the preparation of thinking after hearing the interview questions, the logic of thinking is required first, and then the logic of presentation. This logic requires clear hierarchy, close cohesion and echo before and after the presentation. Answer according to this to conquer the examiner. For example, the interview question: "As a deputy, when studying problems with major leaders, you think your opinions are correct, but they are not adopted after being put forward. How do you deal with this situation?" When you are thinking, you should be clear about the following ideas: First, be fair to the public and treat it calmly; Second, we should comprehensively analyze the correctness and feasibility of our own opinions; Third, if you confirm that your opinion is feasible, you can further reflect the statement to the main leaders; Fourth, after reflecting the statement, it still can't get approval and support, and it can reserve opinions. If it is a major issue, it can be reflected to the superior. When answering, step by step, expand your own views step by step, so that they are linked together, thus increasing the logic of the question-and-answer statement.
6. Innovative ideas
When you are thinking and preparing for the interview, you should introduce new ideas with new ideas. Under the new situation, you should abandon the old inertia and put forward new ideas, which will be more conducive to your success in the interview. For example, the interview question: "Why can some units' three heads are better than one Zhuge Liang', while others' three monks have no water to drink'. In the latter case, what should you do if you take office? " After listening to the topic, you can first briefly think about the experience of the former unit "surpassing Zhuge Liang", and then think about the solution of the latter unit according to the requirements of the new situation. For example: (1) find the root cause and stimulate the resultant force; (2) rational use of people, each according to his ability; (3) clear responsibilities, rewards and punishments according to the system; (4) Personnel allocation and posts creation, and introduction of competition mechanism. In this way, questions and answers are closely combined with the current situation, reflecting new ideas.
7. The profundity of theory
Interviewing and answering questions itself has the characteristics of theoretical testing, and answering questions should have a certain theoretical height. For example, answering questions should have a basis, or the party's principles and policies, or national laws and regulations, or famous sayings, or specific case data, all of which need a certain theoretical foundation to better quote from classics, comprehensively sublimate and demonstrate questions. For example, the interview question: "At present, there are different disputes about the' last elimination system' implemented by some units. What do you think of this employment measure?" The objective answer should be: "the last elimination system" is a transitional measure to the development of competition mechanism, which can be tried out; But it depends on the situation, not across the board. Besides, the "last elimination system" is not completely equivalent to the competition mechanism. It's not bad for a large-scale and large-number unit to implement the competition mechanism at first and then. If it is implemented in a unit with a small number of filial piety, the effect may not be good, because there are indeed some units with a small number of people, and almost all the staff work hard and get good grades, even neck and neck. If it is implemented, it will cause panic and tension in interpersonal relationships.
If you want to get good grades in the civil service examination, you must also strengthen the exercise of examination psychology. Candidates should do more exercise in peacetime, make prepared speeches, and conduct more interview exercises if they have the opportunity. Don't avoid unexpected events at ordinary times, and exercise your ability to solve problems.