What do structured interviews and leaderless group discussions mean?

First of all, structured interviews are also called standardized interviews, so where does the word "standard" come from? Because it is first of all an interview method for candidates by sorting out the content, judging criteria, scoring methods, scores, and other situations involved in the interview in advance. The main purpose of this is to assess the candidate's ability to perform the job.

A leaderless group discussion is when a team of multiple test takers is formed to analyze and solve a given problem.

1. Candidates are required to have strong communication skills Personnel interaction is the most prominent feature of leaderless group discussion, candidates learn and communicate with each other, resulting in an image of interpersonal interaction, and the exam needs to show their brilliance in a timely manner in the group. One of the purposes of leaderless group discussions is also inextricably linked to people's ability to communicate. More challenging and uncertain than the questions asked by a simple one-person examiner in a standardized interview is a hallmark of a leaderless group.

2. Fair, scientific and reasonable parity test takers In the standardized interview, the examiner's scoring is mainly based on the candidate's oral expression, but when it comes down to saying and doing, many candidates talk about it in the interview, but it is a phenomenon on paper in the actual communication. In a leaderless group, the examiner evaluates the candidate based solely on the behavioral characteristics of the candidate's actual performance in the team, so it is more accurate and objective.

3. The pressure is different Compared with leaderless group discussions, standardized interviews are much less stressful than leaderless group discussions because they are prepared in advance.

To put it simply, both are forms of interviews. A structured interview is a question that one person asks in front of multiple examiners; A leaderless group interview is a group of people, usually 5-10 people who come together to discuss a problem and reach a consensus within the allotted time.

A leaderless group is a recruitment interview planner who randomly or purposefully divides 8-10 people (generally this total) into a group, conducts an open-ended question**, and finally agrees on a proposal within the team. This is also the most frequently used method when completing the selection of candidates on a large scale in the early stage. When it comes to the difference between leaderless group and structured interviews, many of the previous ones have mentioned the differences in definition, method, specific content, etc., and they are also very good, <>

I think there is a big difference between the two, and it is also the difference that endangers the pass rate of the candidate's recruitment interview, and no one has mentioned it, that is the underlying logic of the two.

The different countermeasures that candidates should adopt in the recruitment interview are different. Next, Brother Nan will talk about the differences between the underlying logic of the two, and what solutions should be adopted by each of them. The structured interview is a paper produced by the judges, and the students are prepared to answer independently.

The leaderless group recruitment interview is carried out by a group of students on the issue after the judges make the papers, and finally one person concludes and speaks, and then the judges score each person according to their performance. Second, the core of the two investigations is different. The structured interview specifically investigates students' logical thinking skills on hot topics in society.

Activities are organized and assigned work competencies, interpersonal relationships.

Dealing with problems, etc. In addition to investigating the above questions, the leaderless group also requires students to have the ability to work on the fly and the ability to communicate and coordinate.

Third, the main content of the two is different. The main content of the structured interview is that I comb him as "self-confidence". Structured interview is a person's performance stage, you are the core of this performance stage, you need to leave the interviewer with self-confidence, sun, clean and neat impression, structured interview is more like a performance, even if you are excited, you can not be nervous.

The structured interview is a stage for a group of people, and you may not be the protagonist, but you also need to make the judges pay attention to yourself.

You can make some eye-catching ideas in moderation, even if you are not the final concluding remarksIt will also make the interviewer impress you very well. Solve the leaderless group**: I want you to quickly grasp the current scene (analyze the theme style and purpose, and its own advantages, its own temperament and its own suitable characters), and then reasonably (as much as possible) mainly express yourself, give full play to your own effectiveness, highlight your own existence, stand out, and let the recruiter care about you.

Structured interview: This is a little simple, but you must do a drill in advance to ensure that you can respond smoothly and calmly to all the questions that are likely to arise, and communicate with the recruiter reasonably (as much as possible), mainly showing your competitive advantage and your ability to work.

A leaderless interview is a discussion in which the leader is not present, but several people are grouped together. The structure is that it is mainly used for an interview method when taking the civil service examination, that is, there is a leader, and several people are combined, and his interview is to be proposed, and then the question belongs to the structural form.

The leaderless group interview is to discuss themselves in a group among all the interviewees, and the interviewer will not directly face the candidates, but will pay attention to the performance of each interviewee in the group in the background to judge whether the person has the ability and attitude to meet the company's requirements; The difference between it and structured interviews is that structured interviews have a strict process and are in the form of one question and one answer, while leaderless group interviews rely entirely on the candidate's on-site response ability and self-play to express themselves.

The leaderless group interview is that the format of this interview is very relaxed, you can express yourself freely, and your own structured interview is very single, and you can only ask the interviewer's questions.

This means that there are several people interviewing you together, but there is no HR manager or supervisor, and a structured interview is mainly a primary interviewer who asks you a variety of questions.

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In my opinion, the comparison between the two is stillLeaderless group discussions are a bit more difficultThe reason why you say this is explained according to the difference between the two interview methods.

1. The mode of investigationA structured interview is usually a set of questions, each set of questions has three to four small questions, and each question type is a test of the candidate's ability requirements. The leaderless group interview is a complete group teamwork process, where everyone answers through free speech, group discussion and comprehensive presentation, which will comprehensively examine the candidate's ability in all aspects. Therefore, in the process of leaderless group interview, the examiner also needs to have a stronger sense of observation in order to make a scientific and targeted judgment on the candidate's performance.

2. The scope of the ability to investigateThe structured interview is generally conducted by one person in turn, in the context of individual interviews, and in the process of Lu Li's interview, only the candidate's personal ability can be examined, and the candidate's actual teamwork ability cannot be examined. The leaderless group discussion interview is conducted in a whole group, which is in the context of the candidates' collective interview, and the candidates' personal abilities can be examined during the candidates' personal statements, and the candidates' teamwork ability can be examined during the free discussion. Comparatively speaking, the scope of examining the candidate's ability is broader.

The leaderless group interview is a group interview method that uses a scenario simulation to conduct a group interview with a candidate, and the examiner can judge whether the candidate meets the needs of the position by the candidate's response to crises, emergencies and cooperation with others in a given scenario.

Semi-structured interview refers to the fact that some of the elements of the interview are uniformly required, and some are not uniformly specified, that is, on the basis of the pre-designed test questions (structured interview), the examiner in the interview asks some random test questions to the candidates; A semi-structured interview is a form that sits somewhere between an unstructured interview and a structured interview.

It combines the advantages of both and effectively avoids the shortcomings of a single approach. In general, the interview method has many advantages, the initiative in the interview process is mainly controlled in the hands of the evaluator, it has two-way communication, it can obtain richer, more complete and in-depth information than in the material method, and the interview can achieve a combination of structure and flexibility of the content. As a result, semi-structured interviews are becoming more and more widely used.

In the national examination, although most of the interviews are structured interviews, there are also more than half of the structured interviews and leaderless group discussions in the national tax interviews.

Structured interview is the most common, and its characteristics are: 1. There is only one candidate on the scene, and there are 7 9 examiners, and all the examiners' attention is on the candidates, so the psychological pressure on the candidates is relatively large; 2. In the exam, it is answered question by question, and there is no question by examiner; 3. The amount of questions is generally 4 questions, and the test time is 20 25 minutes.

Semi-structured interviews, which have appeared in the past two years, are characterized by: 1. The difficulty is higher than that of structured interviews; Second, during the interview process, the examiner has follow-up questions, or even free questions, which will bring greater psychological pressure to the candidates. 3. The examiner is also 7 9 people, and the number of questions is 4 6 questions.

Leaderless group discussions, which often appear in interviews with some ministries and commissions in the national examination, are characterized by: 1. The number of candidates has increased from 1 to 5 7 in structured interviews, and the examiner needs to distribute attention to each candidate as evenly as possible. On the bright side, since the examiner will not focus on a single candidate, the psychological pressure on the candidate will not be too great; On the downside, if a candidate does not succeed in attracting the attention of the examiner, it will not be good for the mark.

Second, the answering session is not the same as the structured interview, in the free discussion session, it is not to answer the questions to the examiner, but to discuss with the members of the group, and the language expression should be more natural and down-to-earth; In the closing argument stage, a candidate is usually elected to report to the examiner about the process and outcome of the group discussion. 3. Leaderless group discussion pays more attention to the process of discussion, the process is more important than the result, and the examiner pays more attention to the candidate's psychological resilience, adaptability, communication ability, expression ability, teamwork ability, etc.

Structured interviews and leaderless group discussions, with leaderless group discussions having a relatively large score difference.

Leaderless group discussion refers to a group of test takers forming an ad hoc working group to discuss a given question and make a decision. Since the group is improvised, there is no designation of who is in charge, and the purpose is to test the performance of the test takers.

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 the speed and content of the response. A more standardized form of interview.

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It is generally difficult to turn around if the structure exceeds 10 points, and there is still a lot of hope for no leader within 15 points.

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About Yunnan Civil Servant Interview:

1. Forensic and judicial positions: scenario mock interview method (mock court prosecution and defense); In each interview, two candidates applying for the same position will be interviewed according to the role of prosecution and defense decided by lottery; For candidates who are interviewed with equal quotas or after drawing lots, the interview organization unit will arrange staff to play the role of the other party to defend themselves. Forensic non-judicial posts:

Structured interviews. 2. Non-inspection system: structured and leaderless, with a common score difference of 1 to 5 points, and a maximum score difference of 8-12 points.

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The leaderless group interview is a group interview method that uses a scenario simulation to conduct a group interview with a candidate, and the examiner can judge whether the candidate meets the needs of the position by the candidate's response to crises, emergencies and cooperation with others in a given scenario.

Semi-structured interview refers to the unified requirements for some of the content of the interview components, and the other content is not uniformly stipulated, that is, on the basis of the pre-designed test questions (structured interview), the main infiltration examiner in the interview proposes some random test questions to the candidates; Semi-structured interviews are a form that sits somewhere between unstructured interviews and structured interviews.

It combines the advantages of both and effectively avoids the shortcomings of a single approach. In general, the interview method has many advantages, the initiative in the interview process is mainly controlled in the hands of the evaluator, it has two-way communication, it can obtain richer, more complete and in-depth information than in the material method, and the interview can achieve a combination of structure and flexibility of the content. As a result, semi-structured interviews are becoming more and more widely used.

Leaderless group discussion has higher requirements for the comprehensive quality of candidates, or choose a structured interview.

The differences between leaderless group interviews and structured interviews are as follows:

Standardized interview, also known as structured interview, conducts a systematic structured interview with interviewees by designing the content involved in the interview, test question scoring criteria, scoring methods, scores, etc. Its main purpose is to evaluate the candidate's ability to work and whether he can adapt to the position, but also to introduce the work situation in advance, and promote the corporate image.

A leaderless group discussion is when a group of test takers is formed into an ad hoc working group. Since the group is an impromptu patchwork of leaderless group discussions, and does not specify who is in charge, the purpose is to see the performance of the test takers, especially to see who will stand out from them, but it is not necessary to be a leader, because that requires real ability, confidence and full certainty.

The interview is in the form of written, face-to-face or online communication (**, **) to examine a person's work ability and comprehensive quality, and through the interview, you can preliminarily judge whether the candidate can integrate into your own team. It is a recruitment event that is carefully planned by the organizers.

In specific scenarios, the interviewer's conversation and observation of the candidate is the main means to evaluate the candidate's knowledge, ability, experience and comprehensive quality and other related qualities. Interviews are an important method for companies to select employees.

Interviews provide an opportunity for the company and the candidate to communicate in both directions, allowing the company and the candidate to get to know each other, so that both parties can make more accurate decisions about whether to hire or not, and whether to be hired.