In the national examination interview, which candidates do the examiners prefer?

The interview test is an assessment method in which the employer carefully designs in advance according to the needs of the employer, and in a specific scenario, the examiner and the examinee directly talk and observe face-to-face, and evaluate the examinee's relevant knowledge, skills, work experience, personality, attitude and way of dealing with others from the inside and outside, so as to judge whether the job seeker is a match with the position applied for and who is more matched. Therefore, during the interview process, the intuitive impression and feeling that a candidate gives to the interviewer is one of the factors that score well or low.

Usually during the interview process, a candidate's words, deeds, and actions can reflect the candidate's personality, temperament, connotation, and values from the moment they enter the examination room. Therefore, the fifteen minutes of face-to-face contact with the examiner are very important for the candidates. Today, we will take a look at the three types of candidates who are easy to get the favor of the examiner and have higher scores in the interview exam.

1.Candidates who are positive and energetic.

This kind of candidate is full of mental state, and the whole person presents an optimistic, confident, positive and positive state, with a loud voice, firm eyes, and eloquent talk about the exam questions, but not strong, and the whole person shows a thriving appearance. This type of candidate gives the impression of being positive, confident, and full of sunshine, and generally this type of candidate is more capable. So this is a type of candidate favored by the examiner.

2.Mature and stable candidates, gentle and connotative.

This kind of candidate speaks and behaves steadily and gently, neither humble nor arrogant, treats the exam questions eloquently, has a good sense of communication, has his own analysis of the topic, unique opinions, and is reasonable, but in the process of expression, it gives people the feeling of being gentle and powerful. This kind of candidate will make the examiner feel very down-to-earth and reliable, and it will be very reassuring to hand over the work to them in the future, so this is also a type of candidate favored by the examiner. 3.

Candidates with pure eyes and simple temperament like a blank sheet of paper.

This type of candidate is simple and simple, and his speech and demeanor are not worldly, and he is consistent with his actual age. In their eyes, there are no stories and experiences to be seen, and it is easy to contrast with other candidates. It is like a clear stream in the interview room, which makes the examiner's eyes shine.

This kind of candidate, like a blank piece of paper, is not sophisticated, does not routine, is simple-minded, and in the future in the job, it is better to manage and shape, and is favored by the examiner.

The interview exam is an opportunity for candidates to communicate face-to-face with the examiner, the above types of candidates are just relatively speaking, it is relatively easy to get the ideal score, more candidates are a fusion of several types, each candidate has their own highlights and strengths, do not have to deliberately cater to the examiner's preferences, as long as the exam, pay attention to the strengths and avoid weaknesses, show yourself!

Examiners like candidates who are confident and insightful, and you can put forward your own opinions and express your thoughts on the examiner's questions, and you should note that you are a public official, so I should pay attention to specific language expressions.

Chapter 4 Management of Interview Examiners.

This is generally the responsibility of the leaders of the various recruitment units, the Organization Department, and the Human Resources and Social Security Bureau.

The interview examiner shall be a person who has obtained the qualification of an interview examiner in accordance with the prescribed procedures, and shall generally be composed of personnel of the organization and personnel department, the employing unit, the personnel of the employing unit and relevant experts from party and government academies. Some provinces and departments have established a "pool of examiners" and implemented a system of examiner qualification examinations.

Examiners need to have rich experience in personnel management or assessment, and obtain an "examiner certificate" through the examination in order to enter the examiner pool. Before the interview is carried out, the interview examiners are randomly selected from the examiner database for centralized and unified training to ensure professionalism.

Among the examiners, there will generally be leaders of the candidate's application unit. The interview panel consists of 7-9 people.

1. Strong job matchingNational examination materials are free of charge.

Don't choose the best, only the most suitable. Examiners tend to hire candidates who are enthusiastic, down-to-earth, and unpretentious, for the simple reasons that they can provide better service and that such cadres are easier to retain.

2. High theoretical levelIf the examiner can be favored or even admired in the examination room, it is almost certain that the candidate is very likely to be one of the highest scores in the entire examination room.

3. Sort out your thinking4. There is no omission of key pointsIn the examination room, the examiner has an interview question book, which generally includes interview questions, assessment elements, scoring references, etc. The scoring reference paragraph shouting is the most important basis for the examiner to score the candidate. Because of this, in the examination room, how to be accurate, or as close as possible to the examiner's scoring reference standard, is the most important goal of the candidate.

5. Good image and temperamentPaying attention to one's own image is respecting others.

What kind of candidates does the examiner like in the interview session of the national examination?

Current political hot issues are based on current political hot issues as proposition materials, and the topic system closely follows the current national current affairs policies, social development trends and events closely related to the production and life of our people. During the interview, when the examiner scores our answers, he not only examines whether we have the necessary knowledge reserves, but also pays attention to our logical thinking ability, that is, to see the essence of social problems through current political phenomena, to dilute or eliminate adverse social influences by solving fundamental problems, to strengthen the positive significance of social phenomena, and to promote positive social energy.

Philosophical speculative questions use wisdom proverbs, philosophical stories, philosophical poems, and life philosophies as propositional materials, focusing on our values, outlook on life, and world view. The examiner judged whether we fit the value proposition of a public officer. Organizing activities directly tests our problem-solving skills, including the ability to coordinate and arrange work, the ability to organize the allocation of people and property, and the ability to coordinate stakeholder relationships.

The proposer sometimes designs interview questions in different situations according to the different positions we are applying for, and tests whether we have the experience and ability to organize activities through the work ideas reflected in us.

Situational processing is mainly by setting up various situations, giving us a specific identity, and asking them to properly deal with various problems and contradictions that occur in sudden or complex situations. The examiner examines our ability to control our emotions, adapt and organize and coordinate through the observation and recording of the candidate's performance and our own performance, and judge whether we are suitable or qualified for the position we are applying for. Interpersonal processing problems are a type of problem that examines our interpersonal adaptation, initiative in interpersonal cooperation, principle and flexibility in handling interpersonal relationships, and awareness of ownership relationships in the organization (authority, obedience, cooperation, coordination, guidance, discipline, supervision).

With the deepening of the structured interview examination for civil servants, in addition to the above eight basic question types, there are also some special forms of interview question types, such as material questions, comic questions, ** questions, etc. Due to the different ways in which the question types are presented, the test methods of these question types are also different from the above question types, so we separate these question types and call them special form question types.

Why did you choose this career? At this time, you have to use your usual knowledge to talk about the good things in this industry and suppress the interviewer's momentum.

1.Interview questions on current affairs, 2Family Background Interview Questions, 3Practical Experience Interview Questions, 4How to Bad Yourself Interview Questions. Candidates usually pay attention to revision, actively prepare for the battle, and are well-trained, so that they can calmly cope with it in the examination room.

For example, there was a question in the interview of civil servants in Beijing the year before last: you are in charge of a batch of computers in the procurement unit, and Leader Zhang said that he wanted to buy a brand machine, which is magnificent; Leader Wang said that he wanted to buy a compatible machine, which was affordable. What are you going to do?

This involves the reconciliation of interpersonal relationships with superiors and superiors.

Q: If you are a tour guide and lead a team to a new tourist route for the first time, and suddenly a team member has symptoms of food poisoning in the scenic spot, what should you do? What is required is your ability to handle sudden, urgent matters.

When interviewing civil servants, the examiner's favorite question is current affairs and politics, and they usually use current political hot issues as proposition materials to answer questions, and the examiner also likes to ask questions about social development trends, current national policies, current national development priorities, and questions related to people's lives. There is also your future development plan and so on.

When interviewing civil servants, the examiner likes to ask candidates the following types of questions: 1. Interview questions about current affairs; 2. Family background interview questions; 3. Practical experience interview questions; 4. How to do the interview questions that are unfavorable to yourself; 5. Stress management problems, etc.

There are three main forms of national examination interviews: structured interview, structured group interview, and leaderless group interview, which mainly examines the candidate's comprehensive analysis ability, verbal expression ability, planning and organization ability, pressure resistance, job search motivation and the matching of the proposed position, interpersonal awareness and skills, etc. Details are as follows:

Structured interviews.

It is also known as standardized interview, which refers to an interview method in which questions are asked one by one according to the pre-formulated interview outline, and the interviewer and his evaluation are recorded according to the standard format.

The reason why it is called a structured interview is that the scoring criteria are structured, the scoring examiners are consistent, the examination room form is structured, and the questions are structured.

There are usually 5 7 examiners, 1-2 supervisors, and a certain number of examiners, such as scorekeepers, invigilators, etc.

During the interview process, it is strictly forbidden for the examiner to interrupt or give the examinee hints such as words, movements, expressions, etc., otherwise the examiner will be judged to be cheating.

Leaderless group discussions.

It is one of the common methods of civil servant interviews in recent years.

In this method, a group of a certain number of civil service candidates (5-7 people) is formed, and the group members discuss a topic for a period of time and after a banquet.

During the discussion, the examiner does not specify who is the leader, and allows him to arrange the discussion process by himself, so that the examiner observes whether the ability and quality of the civil service candidates, such as their ability to organize and coordinate, the persuasive ability of debate, and other aspects meet the requirements of civil servants, as well as whether the personality characteristics such as self-confidence, emotional stability, and flexibility of response are in line with the group atmosphere of the proposed position, so as to comprehensively evaluate the differences between civil service candidates.

Structured groups.

Structured group interviews combine the characteristics of structured interviews and leaderless group discussions, and require a group of evaluators, usually 3-5 people, to answer structured interview questions in turn within a specified time.

Generally, it is an interview evaluation method of 3-5 questions (the number of questions is allocated according to the number of people, such as 3 questions for 3 candidates and 4 questions for 4 candidates), and mutual comments are used to test the basic abilities and basic qualities required by candidates to engage in the work of organs and civil servants.