First, the main types of interview questions
The type of interview questions first depends on the evaluation mode, such as oral test, simulated operation or leaderless group discussion. Secondly, it is also determined by the evaluation object, evaluation project and evaluation index. Third, there is no unified concept system for the classification methods of various problems. The main interview questions introduced below are for reference only.
(A) the question of oral examination
1, problem
It is also a common question type in question-and-answer interviews. Generally, a large number of problems are drawn up and then combined. One is that one topic in the whole set of questions has a high score, and the other two or three questions are different. When the examiner's level is not high, this type of question should be used. The other is that there is no topic of the same sex in the whole set of questions, but they are different. This type of question can be used when the examiner is at a higher level. As for the candidates' answers, they generally choose the topic freely.
2. Defense issues
That is, the question type of the respondent's interview. Examiners ask questions and ask candidates to explain, demonstrate and refute.
3. Debate questions
That is, the question type of the argumentative interview. The examiner submitted a paper and a counterpaper at the same time. As a respondent, candidates use various logical methods, including direct argument and indirect argument, to prove that the thesis is true, and at the same time, the argument proves that the counter-thesis is false. Candidates who are opponents also use various logical methods to prove that the proposition is false and the counter-proposition is true. The two sides are tit for tat and angry with each other. Examiners follow the trend and discuss the depth of thinking in a few words until one party is exhausted and announces the end of the debate, and they can also affirm the advantages and disadvantages of both sides. Sometimes, for the sake of prudence, a jury can be convened after the debate to reach an agreement on the result. The focus of evaluation is not who wins or loses, but the ability of logical thinking, especially the level and expression skills of dialectical logical thinking.
4. Speech problems
That is, lecture interview questions. This kind of examination questions are put forward temporarily by the examiner or selected by the candidates themselves. What is common? Policy address? Show how to give full play to your innate advantages according to the situation and tasks after entering a post. You can also raise social hot issues or focus issues and ask candidates to speak impromptu.
5. Structured interview questions
According to the pre-set evaluation factors during the interview, a set of 5 ~ 8 questions is compiled to test and ask questions for candidates applying for the same position. There are many kinds of questions in question concentration, such as background, knowledge, intelligence, ideal, situation, behavior, stress, etc. On this basis, examiners can test the ability and quality of candidates and then ask questions in a compliant way.
(2) Simulated test questions
Candidates play a certain role in practical activities or operations according to certain requirements under realistic simulated scenarios. Examiners evaluate their related qualities through accurate observation and careful analysis. Such questions usually include:
1, suggested document title
That is, candidates write or modify a practical draft document according to the examiner's requirements, such as the common languages of administrative documents (decisions, notices, circulars, requests for instructions, reports, etc. ), manuscripts required by news organizations (reports, newsletters, comments, etc.). ), as well as judicial documents (indictment, defense, mediation, appeal, counterclaim, judgment, court record, etc.). ).
2, deal with file problems
That is, candidates handle specific documents according to the examiner's requirements, such as writing replies to relevant instructions, making suggestions on the receipt of documents, drafting, reviewing, proofreading or archiving papers, etc.
3. Practical research questions
That is, according to the requirements of the examiner, candidates go to a certain place for an interview and investigation on a specific issue, or choose their own place to investigate a hot social issue, and then write an exchange or investigation report.
4, the role of the meeting
This kind of topic requires candidates to express their views and opinions on the topic under discussion, describe the whole process of organizing or presiding over a meeting, write meeting minutes and then write meeting minutes, or participate in group discussions.
5. Dialogue and communication issues
That is, to simulate the exchange of ideas between superiors and subordinates or at the same level, persuade each other, eliminate differences and enhance friendship, so as to correctly handle the topic of interpersonal relationships.
6. Consulting services
This kind of questions requires candidates to simulate the identity of specific civil servants and answer relevant policies, regulations and business questions.
7. Administrative decision-making issues
In this kind of topic, the person who plays the role of administrative information system or administrative consultation system provides the examinee with problematic target materials, so that the examinee can draw up a plan and analyze and evaluate it, or provide a variety of plans for the examinee to choose from.
8. Mediation of contradictions
That is to say, some non-confrontational contradictions should be set up between people, individuals and organizations, and between units, so that candidates can mediate as leaders or clients of their own units to alleviate and resolve contradictions.
9. Quickly record problems
It is a topic that plays or reads a paragraph of written material and requires candidates to take notes quickly and accurately as stenographers.
10, read the explanation questions.
It is to provide written or graphic materials and ask candidates to elaborate the main points, difficulties and characteristics as experts.
1 1, handling a case
Is to let the candidate as a specific prosecutor, legal person or lawyer, to investigate the case, or bring a lawsuit, or defend, or hold a trial.
12, skill performance problem
That is, the performance of actually operating a tool or instrument, such as computer operation, on-site shorthand, driving a motor vehicle, etc.
13, case analysis problem
It is an oral expression of the same topic in the written test; But there was no discussion. I just pointed out the advantages and disadvantages of other candidates who took the exam at the same time, and told how to accept each other's correct opinions in order to learn from each other's strengths.
14, handling cases
This kind of topic requires candidates to simulate a specific role on the basis of case understanding and analysis, and handle actual cases according to regulations.
Candidates are basically familiar with the materials used in the test questions. The test questions are generally close to the examinee's real life, which is convenient for him to understand, and the questions can be answered calmly and naturally, so that the examiner can understand his real thoughts. Like what? According to your past experience, what is the most important thing to win the praise of most colleagues? This question is close to the examinee's reality, so let him answer it with his past experience, so that the examinee will not be confused and naturally show his true thoughts.
Second, the way of asking questions in the interview questions
(A) the basic types of civil servants' interview topics and ways of asking questions
According to the actual interview questions in the recruitment process of national civil servants, it mainly includes the following questions:
1, background question. This paper mainly investigates the basic situation of candidates and collects the questions to be asked next.
2. willing. This paper mainly examines the job-seeking motivation of candidates and the degree of matching with the positions to be recruited.
3. Behavior problems. This paper mainly examines candidates' planning, organization and coordination abilities, interpersonal skills, relevant work experience and self-awareness ability reflected in related events. At the same time, we often examine candidates' values and other issues, and often ask candidates to give specific examples.
4. Situation problems. It is often to set a specific situation to examine the ability of candidates to deal with emergencies and solve problems in a specific situation.
5. Intellectual problems. Candidates' comprehensive analysis ability is often examined by answering hot issues in the current society.
6. Speculation. Comprehensively examine the ability of candidates to analyze and solve problems.
In the interview, the examiner should obtain different information of the candidates, such as psychological characteristics, behavioral characteristics, ability and quality. Because of the variety of contents to be evaluated, it requires the examiner to adopt corresponding questioning methods according to the different evaluation contents.
(B) common questioning methods in the interview
The following questions are commonly used in the interview:
1, a series of questions
That is, the examiner puts forward a series of related questions to the interviewer and asks the candidates to answer them one by one. This way of asking questions mainly examines the interviewer's ability of reaction, logic and thinking organization.
For example:? What major mistakes have you made in your past work? If so, what is it? What lessons have you learned from the incident itself? What will you do if you encounter this situation again in the future?
To answer this question, we should first keep calm, don't be scared by a series of questions, and listen carefully to the questions asked by the examiner, which are generally related. Answering the latter question must be based on the answer to the previous question, which requires candidates to listen carefully to the questions and their order and answer them one by one.
2. Open questions
The so-called open-ended question means that the examinee can't answer the question with simple yes or no, but must give another explanation to answer it satisfactorily. So, if the questions put forward by the examiner can guide the interviewer to give a detailed explanation, it is in line with? Open questions? Requirements. Interview questions should generally be open-ended questions, so as to draw out candidates' ideas and truly examine their level.
So, what kind of topic is an open topic? Here are some examples:
What social work did you do during your college years?
How many specialized courses have you opened? How do you think these courses will help your work?
What prompted you to change jobs three times in two years?
The purpose of this kind of questioning is to get a lot of rich information from candidates, encourage candidates to answer questions and avoid being passive. Frequently asked questions? How's it going? What? Why? Wait for which one.
To answer such questions, candidates should broaden their thinking, give satisfactory answers to the questions raised by the examiner as far as possible, and pay attention to clear thinking, strict logic and thorough reasoning, and fully demonstrate their abilities in all aspects. Only in this way can the examiner know himself as much as possible, which is a prerequisite for being hired. If the candidate cannot be understood by the examiner, there is no employment at all.
3. Voluntary issues
The willingness question is to examine the matching degree between the candidate's job-seeking motivation and the proposed position, the candidate's value orientation and attitude towards life.
For example, according to your major and ability, you can choose a wide range of occupations. Why did you choose state organs and our department in particular? Examiners can ask candidates about their career pursuit and real life needs, and even put pressure on candidates to examine their self-emotional control ability, try to fully understand the candidates' real requirements for career and life, and then compare them with the conditions and requirements that the position can provide. )
Why do you want to leave your old work unit? Why did you apply for your present position? If you are not hired this time, what are your plans? Whether the application motivation meets the requirements of the proposed position, whether the candidates have a correct understanding and strong motivation for the work they apply for, whether they can correctly treat setbacks and have a positive attitude towards life.
4. List-based questions
In this type of question, the examiner not only asks questions, but also gives several different alternative answers, with the aim of encouraging candidates to look at this question from all angles and provide reference angles for thinking about the problem. For example, ["htk"]? What are the main problems in your company? Personnel turnover, absence, poor product quality or other reasons? [[〖ht〗] This provides a reference for candidates to think about questions, which makes the questions easy to answer, and does not make candidates misunderstand the examiner's intention, and does not make candidates answer digression Wan Li.
5. Repeated questions
Repeated questioning refers to the examiner's feedback to the examinee to test whether it is the real intention of the other party or whether the information obtained is accurate. For example:? You mean, as I understand it, you mean that [[〖ht〗] candidates can give simple answers to such questions? what's up Or? No? . If the examiner has a misunderstanding, the examinee should explain it again.
6. Closed questions
This is a question that can be answered concretely. This kind of problem is simple, routine and involves a small scope. Closed-ended questions are often asked about the following situations: work experience: including past jobs, achievements, work achievements, personal income, job satisfaction and reasons for changing jobs; Education: including major, academic performance, excellent subjects, most annoying subjects, courses, etc. Early family status: including parents' occupation, family income, family members, etc. Personality and pursuit: including personality, hobbies, wishes, needs, emotions, goal setting and attitude towards life.
7. Confirmatory questions
Confirmatory questions express the examiner's concern and understanding of the information provided by the examiner, with the aim of encouraging the examiner to continue to communicate with him. For example,? I see. Isn't it interesting? Something like that For such questions, candidates can continue to talk according to the original topic without directly responding.
? 8. Oppressive questions
Generally speaking, examiners should try their best to create a friendly, relaxed and natural environment for candidates to eliminate their nervousness and give full play to it. However, in some cases, the examiner will deliberately create a tense atmosphere, put some pressure on the candidates, and measure their reaction ability, self-control and emotional stability by observing their reactions under pressure.
For example:? This civil service exam was commissioned by many people. I heard that you also went through the back door. ? Judging from your major, it seems that you are not suitable for this job. what do you think? You haven't given us a satisfactory answer to this question, and your chances of being hired are slim. ? As long as you understand that this is the examiner's deliberate pressure on you, you can quickly adjust your mentality and calmly respond to the examiner's questions. Besides, never face the examiner? Make things difficult? He was furious and even accused the examiner.
A plot of a TV series is a wonderful oppressive problem: the heroine mistakenly took the hero's mobile phone, and the hero was very angry. The heroine rushed to an important interview before she could explain. The interview went well, and the foreign language level of the heroine quickly convinced all the examiners on the spot. At this time, the hero pushed through the door. He happens to be the immediate superior of the position the heroine wants to recruit, and he is also one of the examiners. The heroine panicked and was tongue-tied, but soon calmed down. She tried to explain to the hero, but the hero grimaced and rudely stopped her with his hand (beginning to exert emotional pressure), saying: This question needs no explanation. Let's start the interview and ask questions. If you answer, you can get the position, otherwise please find another job. Listen carefully: What was the name of the first wife of the German composer Bach? (Oppressive questions are handy and skillfully integrated into the scene) The heroine answers:? I don't know, but does this have anything to do with the position I applied for? The hero said: Needless to say, you are not suitable for this job. ? In fact, the hero has a good impression on the heroine. As soon as the voice fell, the heroine couldn't hold back any longer, sternly accusing the hero of personal grievances and slamming the door in anger? The old lady image is gone.
9. Leading questions
In a guided dialogue, one party asks a specific question and the other party can only give a specific answer. Examiners ask questions and candidates answer them. This kind of question is mainly used to ask the interviewer some intentions and needs some affirmative answers.
For example, the examiner asked: How many workers were there in the workshop when you were the workshop director? What products are mainly produced? This is a typical leading question. Candidates only need to answer a number and name the product, without giving any other explanation.
10, hypothetical question
In this kind of questioning, the examiner assumes a situation for the examinee, so that the examinee can respond in this situation and answer the questions raised, and then examine the adaptability, problem-solving ability and thinking ability of the examinee. For example:? What would you do if you were the driver who caused the accident? If you were the director of the office, what would you do with this secretary? To answer these questions, candidates should first put themselves in a specific environment set by the examiner, and then think about the examiner's questions as a person in this environment, so such questions require candidates to have a certain imagination.
1 1, projective question
Projection questioning is to examine candidates' responses to various vague situations under certain conditions. This method can be divided into two types: one is picture description, which shows the interviewer all kinds of pictures, and then lets the candidates tell their personal reactions. Because these pictures are hazy in image and fuzzy in subject, candidates have different feelings, imaginations and reactions to the pictures, and any description is possible, so that personality characteristics can be separated from the candidates' descriptions. The second is the perfect sentence. Perfect construction means that a sentence has only a beginning and no end, so that candidates can complete the whole sentence according to their own feelings and thoughts. Like we hope? I don't believe it? What is the most unbearable thing for me? What's my usual attitude towards strangers?
Due to the different psychological qualities of candidates, the sentences completed are also different. By analyzing the sentences completed by candidates, we can understand some psychological characteristics of candidates.
12, case analysis problem
This way of asking questions is to provide candidates with a case, ask candidates to analyze and judge the case, and then measure the candidates' thinking, analysis and problem-solving ability. Here's an example:
Young Guinness is very proud. He finally got his wish and was appointed as the acting general manager of the company, making up for the vacant position of general manager due to overseas inspection. Although the word "agent" was added in front, after all, the board of directors provided me with a promotion opportunity, and I was lucky in this talented company. However, within a few days of becoming the acting general manager, Guinness had a headache.
Things have to start from the beginning. In order to encourage sales staff to increase sales, the company decided to adopt a high reward system, which stipulates that if the annual sales task exceeds 3 million yuan, an excess prize will be given, and the prize amount will be 7% of the excess part. This rule has never been broken. But this time, Tom completed the sales task of 3.2 million yuan. In this regard, the general manager has some regrets and decided not to cash the bonus for the time being, and proposed that it can only be cashed if Tom overfulfils the task next year. Tom was very angry when he learned about it. His mood deeply affected other employees and the morale of the unit became low. To Gineys's embarrassment, if he cashes Tom's bonus, the general manager will come back after a while, and he can't explain it clearly. If you don't cash in, it will be difficult for you to manage this unit well. Finally, Gineys came up with a solution, decided to hold a commendation meeting, awarded a medal for Tom's achievements, and set up an assistant position of sales manager for Tom. Ginny is very proud. He thinks that employees' desire for promotion will exceed their desire for bonuses, so Tom will be satisfied. Unexpectedly, after the commendation meeting, Tom rushed to the general manager's office and shouted at Gineys. Don't do that. I don't like that nominal assistant to the sales manager. I want you to follow the system and cash the money that belongs to me. ?
? 13, non-guiding question
For non-guiding questions, candidates can give full play and try to convince their feelings, opinions, opinions and comments. Is there such a problem? Specific? No answer, either? Specific? The answer.
For example, the examiner asked: Please talk about your experience as a student cadre. ? so this is it？ No guidance? speak After the examiner asks a question, he can listen to the other person's narrative quietly without any other expression. Compared with guided dialogue, in unguided dialogue, candidates can talk as much as possible and say whatever they want, so they can provide rich information. Candidates' experience, experience, language expression ability and analytical generalization ability have been fully demonstrated, which is conducive to the examiner's objective evaluation.
For such questions, candidates generally don't need to give full play to them like answering open-ended questions, because such questions generally have specific and clear answers, and candidates only need to answer them according to their own actual situation.
14, knowledge-based problem
Knowledge-based questions ask questions about candidates' knowledge, personality tendency and way of thinking through their answers.
Poetry in Tang and Song Dynasties is a great literary heritage in China. Can you recite a poem you like best? (Follow-up) Could you please talk about the reason why you appreciate it most?