What are the shortcomings of the current competition for posts and the selection of cadres and polic

If you enter the interview, you only need to prepare for the interview, and if you have the financial ability, you can sign up for a training class, and if you don't have the conditions, you can find someone to practice by yourself.

Interviews for political and legal officers and police officers are mainly structured interviews, and some positions may take the form of leaderless group discussions.

1.Structured interviews.

It is the most widely used interview method in current interview practice, and it is regarded as the main method for the recruitment examination of civil servants, the interview and competition for posts of party and government leading cadres in open selection, the open recruitment of public institutions, and the recruitment examination of political and legal cadres and policemen.

2.Scenario simulation.

It refers to a series of methods that compile a set of test items similar to the actual situation of the position according to the position that the subject may hold, arrange the test person to deal with various problems that may arise in a simulated work situation, and use a variety of methods to evaluate his psychological quality and potential ability.

3.Leaderless group discussions.

Leaderless group interview is an interview evaluation technique that uses scenario simulation to conduct group interviews for candidates, and is becoming more and more well-known with the use of national organs such as the Ministry of Public Security, as well as local provinces and cities such as Jilin, Yunnan and other places for civil servant interviews. It allows a certain number of candidates (in groups of 5-7) to have a work-related question for a certain amount of time (usually about 1 hour) of discussion. This kind of interview is divided into two forms, one is that the evaluator does not assign any role to the candidate (indefinite role leaderless group discussion), and the other is to assign only one role equal to each candidate (role-setting leaderless group discussion), but does not specify who is the leader, nor does it specify which position each candidate should sit, but let all the candidates arrange and organize themselves, and the evaluator only evaluates the candidates by arranging the candidates' activities and observing the performance of each candidate.

The Provincial Department of Human Resources and Social Security is responsible for organizing and implementing the interview.

The time and place of the interview will be notified separately.

After the interview, according to the number of hires in the position plan, the candidates for the physical examination will be determined according to the total score of the examination (total test score = 60% of the total score of the written test + 40% of the interview score) from high to low scores. Those who apply for the post of Master of Laws professional degree graduate students shall be sent to the relevant institutions for re-examination according to twice the recruitment plan. If they pass the re-examination, the candidates for physical examination shall be determined according to the number of hires in the position plan; If the re-examination is unqualified, the job offer plan will be cancelled.

If the number of interviews is less than or equal to the number of recruits, the number of applicants for the LLM position is less than or equal to 2:1, the interview score must reach more than 70 points before the physical examination and inspection can be conducted, and the total score of the examination and the interview score shall be kept to two decimal places. If more than 2 candidates have the same total test score, the candidates for the physical examination will be determined according to the order of the total score of the written test from the highest score to the lowest score; If the total score of the written examination is still the same, it will be determined according to the written test score of public subjects for civil servants; If the results of the written examination of public subjects for civil servants are still the same, the results of the administrative vocational aptitude test shall be determined; If the results of the administrative vocational aptitude test are still the same, the competent department of civil servants will take an additional interview, and the candidates' scores will be ranked according to the results of the additional interview.