How to use dialectical analysis in a structured interview?

In the 2018 structured interviews such as Hunan public institutions, the examiner will often examine the candidate's logical thinking ability through comprehensive analysis ability question types, and whether they have dialectical thinking is a very important part. When we look at problems, we need to analyze them from different perspectives, from subjective and objective, from internal and external, from morality and law, from the temporal dimension, from the spatial order ......Recognize the inner essence of things according to the laws of their development.

In the structured interview, there are many types of questions, and in the face of a tense atmosphere and limited defense time, candidates should be able to identify which type of question is suitable for adopting "dialectical analysis" thinking from the first time, and there is no doubt that the "viewpoint" question type is the most suitable for dialectical viewpoint. As for the type of questions in the category of organizational activities, it seems that it is not suitable for "dialectical analysis", but some of the measures and experiences still need to be combined with the thinking of "dialectical analysis".

Strive to evaluate this matter from an objective angle, and see both the favorable side and the negative side of this matter, so that we can look at it dialectically.

When the teacher asks a question, you should analyze it from both positive and negative aspects, and don't panic, so that you can analyze the structured problem dialectically.

In a structured interview, you can start with the positive aspects and then the negatives.

When facing a problem, you don't want to unilaterally go right or wrong, you have to analyze the problem comprehensively.

If you want to use dialectical analysis well, you need to do a good job of accumulating some materials, so that in the process of exemplifying and demonstrating, you will have a large number of factual examples to prove your point.

You need to do too much simulation, and if you don't have a mock interview, it's actually difficult to succeed, and secondly, you need to learn some theoretical methods.

When conducting a structured interview, you should first pay attention not to be led astray by the interviewer, and ensure the accuracy of your thinking.

Be clear and organized in a structured interview, and be ambiguous about what you are not sure about.

Make sure that your logical thinking is clear and don't be confused by the interviewer's questions.

Structured interview is the most widely used interview method in current interview practice, and it is regarded as the main method for civil servant recruitment examinations, interviews for open selection of party and government leading cadres, and competition for posts. We also know about behavioral interviewing, which are very good for evaluating candidates. Now let's take a look at the characteristics of structured interviews.

Features of a structured interview.

Structured interview refers to the interview method that is systematically and structured before the interview on a series of questions such as the content involved in the interview, the scoring criteria of the test questions, and the scoring method. Although the structured interview is also conducted through the way the examiner talks with the candidate, from the form to the content, it highlights the characteristics of the system structure to ensure that this interview method is more effective, objective, fair and scientific. One of the main requirements of a structured interview is to test the same interview questions for candidates applying for the same position.

The systematic structure of the structured interview is mainly manifested in:

1) Structured composition of examiners.

That is, the examiner is not formed at random, but by a certain number (generally five or seven) examiners according to the needs of the selection position according to the professional, position, age, gender in a certain proportion of scientific configuration, one of which is the chief examiner, generally responsible for asking questions to the candidates and grasping the overall process of the entire interview.

2) The assessment should be structured with this element.

First of all, what to test and what questions to use to test should be analyzed and determined according to the work done before the test, and the structural design should be carried out in a certain order and with different score weights. Secondly, it is also necessary to clarify the assessment points under the assessment elements, that is, the observation points. Finally, below the assessment points are the test questions, and each test question has a question idea or a reference point for the examiner to refer to when grading.

3) Structuring of assessment criteria.

It is prominently manifested in the structure of the weight coefficient of the element score, the scoring level within each assessment element has a knot luck structure (generally divided into excellent, good, medium and poor four levels in the scoring table), and the candidate's final interview score is statistically processed by scientific methods (that is, the highest score and the lowest score in the score of many examiner elements are removed, and then the arithmetic average score is obtained, and then the total score is synthesized according to the weight). As an evaluation of the scientific evaluation of the examiner's scoring and the supervision of the fairness of the examiner's scoring, a standard score can also be set to see the dispersion of each examiner's score and the standard score.

4) Structuring of the interview process and schedule.

The structured interview is conducted in strict accordance with certain procedures (such as the selection of examiners, examination venues, the establishment of supervision mechanisms and scoring procedures, etc.), and the interview time for each candidate is generally about 30 minutes.

Structured interviews have defined content, rigorous procedures, and systematic scoring.

First, the form is flexible and other characteristics. Judging from the practical experience of interviews in recent years, the validity and reliability of the assessment are high, and it is more suitable for large-scale, organized and standardized recruitment and selection examinations. As a result, structured interviews have become the basic method of recruitment interviews. <>

The interview itself has the characteristics of comprehensiveness, subjectivity and interactivity, and it is both fair, open and standardized in the interview examination of public officials.

1.Structured Interview Pros.

Structured interviews have had clear advantages since they were born. First of all, it is simple and easy to operate, and there are no complicated rules for examiners and candidates; The second is high efficiency, the general structured interview form is short, the number of questions is small, the pace is fast, and multiple interviews can be organized in a short time; Finally, there is fairness and standardization, and all candidates have the same requirements in terms of answering time and amount of questions.

2.Disadvantages of the source mu structured interview.

The disadvantages of structured interviews are also more obvious. Due to the short time of the structured interview, the single form of the test and the fact that the candidates enter the examination room one by one to answer the questions, it has a great impact on the comprehensiveness of the examination talents.

3.Elements of the interview test.

The structured interview focuses on the candidates' psychological quality, thinking ability, administrative ability, political theory understanding ability, verbal expression ability, basic knowledge reserve, adaptability, logical thinking ability, interpersonal skills, personality characteristics, enterprising spirit, job search motivation and other factors.

Public institutions in the text.

Features of a structured interview.

Clause. 1. The assessment elements are structured.

First of all, what to test and what questions to use for the test should be analyzed and determined according to the work done before the test, that is, different types of questions are suitable for the assessment elements. And according to a certain order and different score weights for structural design. Secondly, it is also necessary to clarify the assessment points under the assessment elements, that is, the observation points.

Finally, the key points of the assessment are the test questions, which are based on the responsibilities of the position, that is, the questions should be derived from the responsibilities, functions, and powers of the position. The questions are systematically developed in order to examine specific qualifications, i.e. competence, quality levels; Questions are scored based on determined criteria to test takers' responses.

Clause. 2. The assessment criteria are structured.

It is prominently reflected in the structure of the weight coefficient of the element score, the structure of the scoring grade within the assessment element of each old man, and the final interview score of the test taker is statistically processed by scientific methods. As an assessment of the scientific evaluation of the examiner's scoring and the supervision of the fairness of the examiner's scoring, a standard deviation can also be set to see the dispersion of each examiner's score and the standard score.

Clause. 3. The interview process and schedule are structured.

The entire process of the interview is structured, and all the steps are carried out according to a pre-established procedure. For example, the test time, before the test, the proposer has already designed the test time, and it is generally carried out in line with the principle of 5 minutes for one question. In individual special cases, there will be corresponding adjustments.

In this way, candidates should consider the time when asking questions and pay attention to grasp the time. The time should not be too long, and if the time is too long, the answer may not say that the complete exam time has already ended, and it cannot be carried out again.

Common problems in structured interviews are: leaking personal information, the appearance is too casual, the answer voice is low, the expression is stiff and unnatural, and the answer is not hierarchical.

1. Disclosure of personal information.

Many people may report their name, age, major and other information during the unstructured interview of the company, but in the formal structured closed interview, it is absolutely not allowed to disclose any personal information, and the reason for this is to ensure the fairness of the exam.

Second, the instrument is too casual.

In a structured interview, demeanor is one of the scoring factors, which means that there is also a corresponding score for demeanor, and dressing casually will make the examiner feel that you are not taking the exam seriously, and it will have a great impact on everyone's impression.

3. The voice of the answer is low.

The examiner will interview a lot of people every day, so the examiner is very hard, the face makes the examiner tired or sleepy after a period of time, if everyone answers the question too quietly, not only will it appear that there is no self-confidence, but also make the examiner unable to hear the information you are expressing.

Fourth, the expression is stiff and unnatural.

From the moment everyone enters the examination room, the examiner gives everyone a preliminary score in their hearts, if everyone's expression is natural, generous, and shows their true selves. Not only will it make you more confident, but it will also match your image with the examiner's initial impression.

Fifth, there is no level of answering.

It is very important to have a hierarchical level of interview answers. Because the examiner will interview a lot of people, there may be a state of numbness to everyone's answers, and if there is no level when everyone answers the questions, the examiner will find that there is no clue or attractive place after listening, and gradually will not listen carefully to the later questions.

Here's how to deal with a structured interview.

First of all, during the interview process, you should pay attention to the necessary etiquette and clear and complete ideas.

Here are 15 points for reference:

1. Respond with a smile and thank you after hearing the examiner's blessing for passing the written test.

2 When the examiner has finished reading the introduction and given instructions to answer the exam questions, say "thank you" to the examiner, and then say, "Please let me think about it" or "Please let me think about it for a few minutes", "Okay, I'll prepare".

3 Speak Mandarin: Speak at a moderate to slow pace.

4 The four questions can be answered one by one, and each question can be thought about a little at the moment. After finishing a question, say "Done".

5. Don't think about it too long, 1-2 minutes for each topic, you can write a draft, write the main points, if you really don't know where to start for a while, you can use a sentence such as "about" to shorten the thinking gap, which also prolongs the thinking time without leaving a trace; You can also repeat the question, which not only buys you time to think, but also shows that you attach importance to the answer.

6 Try to use "one, two, three......"First, second, third......"and so on; Answer bullet points to show that your thinking is clear and organized, and it will also make it easier for the examiner to listen to you clearly.

7 If you don't hear the question clearly or you don't know what to do at once, you can ask the examiner to read the question again, but not more than twice. In some areas, there is no question of the question book.

8 Don't waste your time when you can't think about it, admit it frankly, and try to answer the next question.

9. Allocate the time for answering each question reasonably, not too short, and do not overtime. It ends immediately after the timeout.

10 Keep the volume at a moderate level so that the examiner can hear and hear clearly. Take care of your throat a few days in advance, and don't cough or spit too much. If you have a cold, explain it to the examiner and ask for your understanding.

11 Always maintain a high level of concentration, no matter what situation you encounter, control your emotions, don't argue with the examiner, don't feel any tiredness, and don't fidget.

12 When appropriate, use some body language (mainly nodding, gestures, etc.) to make up for the lack of verbal expression, but not too much. It is best to stand up and speak with the consent of the examiner.

13 There may be occasional pauses in the answer, but not too long. There can't be "ah", "um", "this", "that", etc.

14. When drawing in the morning, the questions should be as detailed as possible; When the lottery is drawn in the afternoon, the questions should be concise, preferably with innovative highlights, and timely pay tribute to the examiner for their hard work in the morning.

15 When all is said and the examiner asks if there are any supplements, do not say too much, and conclude with "There is nothing to add, thank you for your hard work".

It is recommended that you go to Boda Hongshi to read more past civil service interview questions and coping skills.

1. Psychological preparation.

For most test takers, especially graduates who lack practical experience, after fierce competition, they finally got the opportunity to interview, and now the interview war is imminent, which will naturally produce psychological phenomena such as nervousness, anxiety, and excitement, which is normal but must be adjusted. Before the interview, you must adjust both physically and mentally, so that you can meet the interview with abundant energy and a good attitude, and only in this way can you maximize your potential in the interview.

2. Image preparation.

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

3. Knowledge preparation and ability training.

Interviews are scopeless, but that doesn't mean interviews are unprepared. Targeted knowledge and competency training on the assessment elements of a structured interview is arguably the most important skill for dealing with this type of interview.