What does structured interview mean, what does structured interview mean

The concept of structured interview is defined as a talent assessment method that evaluates whether a candidate meets the requirements of the recruitment position according to the requirements of the competency characteristics of a specific position, following a fixed procedure, using a special question bank, evaluation criteria and evaluation methods, and through face-to-face verbal communication between the examiner group and the candidate.

A structured interview is an interview in which job-related questions and various possible answers are carefully designed based on job analysis, and the participant is graded according to his speed and content.

A more standardized form of interview. The effectiveness and reliability are high, but the questions cannot be asked outside the set questions, which limits the depth of the interview, and the questions are all pre-arranged, the whole process seems unnatural, and the questions may appear abrupt.

Adequate preparation for structured interviews:

1. Psychological preparation.

For most candidates, especially fresh graduates who lack practical experience, it is normal to be nervous and anxious in the face of a slightly mysterious civil service interview, but they must learn to self-adjust. Candidates can adjust both physically and psychologically, and strive to be able to meet the interview with abundant energy and a good attitude.

2. Image preparation.

The examiner's first impression of the candidate is the overall image, so it is also very important to prepare the candidate's image. Image preparation is to dress up yourself, this kind of dress should be natural, decent, generous, not deliberately carved, pretentious, to coordinate with your own image, temperament, identity, so as to give a good first impression to the examiners.

3. Knowledge and ability preparation.

Interviews are no-scope, but that doesn't mean you can't prepare. Targeted knowledge and competency training on the assessment elements of a structured interview is the most important part of preparing for an interview. This training can be carried out by the candidates themselves through repeated study and drills, or by participating in training courses in the community.

When choosing a training course, candidates should take the level of the trainer and practical experience as a reference standard.

The so-called structured interview is a standardized, process-oriented and very strict form of interview organization, all candidates enter the answer questions in turn, and the examination process can only be played under the framework of the same questions, and the examiner cannot ask questions, and there is no interaction in the whole process.

The advantage of this interview form is that it is fair, and it is not difficult for the examiner to score, but the disadvantage is that the test content is not comprehensive, and the candidate is more likely to disguise.

Structured interview: also known as standardized interview, is a standardized process of evaluating candidates through face-to-face verbal communication between evaluators and candidates according to the established evaluation indicators, using specific questions, evaluation methods and evaluation criteria, strictly following specific procedures.

That is, the interviewer has a set of questions for all interviewers before the interview, and then asks the interviewers one by one according to these questions, and the interview results are more objective, but the flexibility is relatively poor.

The structured interview is a talent assessment method that evaluates whether the candidate meets the requirements of the recruitment position according to the competency characteristics of a specific position, follows a fixed procedure, adopts a special question bank, evaluation criteria and evaluation methods, and evaluates whether the candidate meets the requirements of the recruitment position through face-to-face verbal communication between the examiner group and the candidate.

Structured interview refers to the interview conducted according to the unified standards and requirements of the content, form, procedure, scoring criteria and results of the synthesis and analysis of the content, form, procedure, scoring criteria and results of the interview.

First of all, according to the analysis of the position, determine the assessment elements of the interview, pre-compile the interview questions and formulate the corresponding scoring criteria in each evaluation dimension, the interview process follows an objective evaluation procedure, the performance of the participants is quantitatively analyzed, and an objective evaluation standard is given, and different evaluators use the same evaluation scale to ensure the fairness and reasonableness of the judgment.

The questions raised in the structured interview are only related to the requirements of the job, and the information of the candidate is collected and evaluated objectively, and the bias caused by various evaluation errors, such as subjective impressions, first impressions, and randomness, is avoided as much as possible. Structured interviews are more effective and less costly. Practice has proved that structured interviews have a better effect in judging people's attitudes and behaviors, and increase the reliability and accuracy of interviews. Structured interviews are easy for people to accept.

Because structured interviews allow all candidates to answer the same questions, and compare candidates according to objective criteria, make decisions about candidates' job ability, and select the right personnel through comparison, it is not easy to cause unfairness due to ethnicity or gender, ensuring an impartial and acceptable way for all candidates; Structured interviews require job analysis, question bank establishment, and scoring procedures before the interview, which is also the fundamental difference between them and traditional interviews, and also makes them more organized and prepared.

Composition of examiners: The civil service interview is generally composed of or 9 examiners (the number is uncertain, but always an odd number), including the personnel of the employer, the organization and personnel department, the discipline supervision department and the theoretical and social science department.

Scoring criteria: Generally, each candidate will be given a preliminary score after the interview, and then the final score will be given to each candidate after the interview is completed by balancing the overall situation. Each person's score is the average score after removing the highest and lowest scores.

The interview score will be announced on the spot after the interview of all personnel, so please bring a pen and paper with you, write down your own score and the score of other interviewers, ask others about the written test score after the interview, and calculate the total score in proportion (generally written test * 40% + interview * 60%, or written test * 50% + interview * 50%), that is, you can get your ranking after the written test and interview, and then you can basically know whether you can be admitted.

Structured interview is an interview method that is standardized and designed according to the requirements of the assessment elements, interview questions, implementation procedures, scoring criteria, and examiner composition. The examiner asks the same questions of each test taker according to the pre-set questions and evaluates the relevant abilities and personality traits of the test taker according to their answers and behaviour.

According to the interview methods across the country, there are usually two types of structured teacher recruitment: a 10-minute interview and a 15-minute interview, with two questions answered in 10 minutes and three questions answered in 15 minutes. According to the content of the questions, most of them focus on the relevant knowledge of teachers, such as "What is the basic professional ethics of teachers?" "There are students in the class who are in love, how do you deal with it as a class teacher?"

At present, many families are keen on students to make up classes outside of class, what do you think?" These questions are asked in the form of "what", "how to see" and "how".

Professor Shi Kan, a researcher at the Chinese Academy of Sciences, defines the concept of structured interviewing as a talent assessment method that evaluates whether candidates meet the requirements of the recruitment position according to the requirements of the competency characteristics of a specific position, following a fixed procedure, using a special question bank, evaluation criteria and evaluation methods, and through face-to-face verbal communication between the examiner group and the candidate.

The so-called structured interview, as the name suggests, is a "structured" setting for the interview mode. In general, structured interviews are the same in terms of procedures, the questions are similar, and the evaluation criteria and evaluation methods tend to be the same.

In fact, according to the requirements of the competency characteristics of a specific position, follow a fixed procedure, use a special question bank, evaluation criteria and evaluation methods, and evaluate whether the candidates meet the requirements of the recruitment position through face-to-face verbal communication between the examiner group and the candidates.

Then in a structured interview, there are many reminders to learn and a lot of things to pay attention to. So today, I will take you to learn two points, one is what to look at in the interview, and the other is how to think about the topic.

Let's start with what to look for in an interview. In fact, it is a simple summary, two points. First, the demeanor is important, and the first cause effect.

Whether the first impression is good or not, whether the temperament is good or not, and the sunshine affinity are all what we should give to the examiner in the entrance and answering process; Second, language expression is important and effectively conveys the content of the answers. Therefore, grooming and voice expression are two independent assessment elements and are scored separately, but if there is a problem with manners and language expression, it will affect the score of other elements and the overall score.

Let's take a look at what the interview questions look like and how we should answer them. Here's an example of an interpersonal relationship"You and newcomer Xiao Wang are in charge of a project, and at the beginning you work together to give a tacit award, but after a while, you find that Xiao Wang's mood has become a little low. Through coming to it, you learned that Xiao Mao felt that you didn't trust him, and always let him do some trivial things.

What do you do? "For this question, in fact, we must learn to ask a few more whys. Why is Xiao Wang depressed?

In fact, after analysis, there may be these reasons:1My communication with Xiao Wang was not in place, which made Xiao Wang misunderstand; 2.

inappropriate attitude; 3.My working style is not appropriate, which makes Xiao Wang feel that he has no initiative in his work; 4.The division of labor between me and Xiao Wang is unreasonable.

If you have an idea, you have to change it, so the way we can do it can be 1Communicate with Xiao Wang frequently to avoid misunderstandings caused by poor communication; 2.Help Xiao Wang more in the work, teach experience and methods, and help Xiao Wang check in some challenging work to ensure the smooth completion of the work; 3.

Listen more to Xiao Wang's ideas, work together, and make the work more creative; 4.Pay attention to the way you work, and don't be too aggressive. You see, the combination of these two paragraphs is actually the general content of the answers to interpersonal questions.

A structured interview consists of several elements, and the scoring criteria are determined based on several factors.

The following is a structured interview question book and scoring criteria for a civil servant recruitment interview in a certain place for reference.

Stepping into society from school is an important choice in life, you are choosing life, and life is also choosing you. Could you please briefly introduce your basic situation and main experiences?

Follow-up question: Everyone has strengths and weaknesses in their personality characteristics, what impact do you think the strengths and weaknesses in your personality characteristics will have on applying for civil service positions? Why?

Question idea: test the compatibility between self-awareness and the proposed position. By understanding the basic situation of the candidates, the candidates' job search motivation and the matching and self-awareness ability of the proposed position are examined.

Okay:Possess the knowledge and quality required for the proposed position. Able to evaluate oneself dialectically and objectively, and have strong self-awareness ability. The experience and evaluation of myself are sincere and credible. Good at analyzing and summarizing.

Medium:Basic knowledge and quality required for the proposed position. The experience and evaluation of oneself are reasonable and credible, and the self-awareness ability is average.

Poor:The existing knowledge and quality are far from the proposed position, the self-evaluation lacks authenticity, and the self-awareness ability is poor. The motivation does not match the proposed position.

Introduction to Structured Interviews.

The so-called structured interview refers to the interview conducted according to the unified standards and requirements of the content, form, procedure, scoring criteria and results of the synthesis and analysis of the content, form, procedure, scoring criteria and results. Although structured interviews are also conducted through communication between examiners and candidates, it highlights the characteristics of standardization and structure, both in terms of form and content, for example, structured interviews require that the interview questions should be the same for all candidates applying for the same position; The number of interview examiners must be at least 2; A typical structured interview also requires the development of interview questions based on a job analysis of the proposed position. Because of this, the implementation process of structured interviews is more standardized, and the interview results are more objective, fair, and effective.

What are the structured interviews?

1. Resume screening criteria.

2. Value demand assessment.

3. Experience questioning.

4. Cultural fit.

5. Behavioral interview.

It's also a combination of a complete structured interview.

Structured Interview Dos and Don'ts.

1.The preparation time before a structured interview is longer than a traditional interview, and there is a lot of work to prepare2In the process of structured interview, the acquisition and transmission of effective information3Evaluation and statistics of interview results.

4.Conduct the necessary training for the interviewers.

5.Evaluation and improvement of structured interviews.

First of all, according to the analysis of the position, determine the assessment elements of the interview, pre-compile the interview questions and formulate the corresponding scoring criteria in each evaluation dimension, the interview process follows an objective evaluation procedure, the performance of the participants is quantitatively analyzed, and an objective evaluation standard is given, and different evaluators use the same evaluation scale to ensure the fairness and reasonableness of the judgment.

To put it simply, in addition to answering questions and answering, it also depends on your overall image, such as hairstyle, clothing, appearance, speech, etc. In addition to knowledge and skill questions, you should also pay attention to how you dress when participating in a structured interview. Hope to adopt.