What is the format of this year s interview?

It's definitely structured, it's unlikely to be leaderless, and several of my classmates have confirmed through the school that they are all structured. First of all, the final recruitment of 385 people, some positions or 1:2 interview ratio, the number of people who enter the interview is estimated to be less than 900 people, no leader is generally 10 people, half an hour, if the interview time of the day is completed in 1 hour without leadership, it is impossible to do so.

Secondly, this interview will be conducted in all districts and counties, requiring those small units in the districts and counties to hold leaderless, which seems to have no ability, and the difficulty of controlling the leaderless interview itself is relatively high for the organizer, and it will be tragic if you are not careful. Finally, no leader is generally an interview form for the competition and some ** directly subordinate units, and most of the recruits this time are police recruits, and no leader is not applicable. So I think it must be a structured interview.

The process of discussing reasons for leaderless groups is extremely important;

1. Every time you speak, you must maintain organization and fluency;

2. The final character who speaks on behalf of the group is not necessarily the player with the highest score, if you can't guarantee to do the above 2, don't try to speak on behalf of the group;

3. Have a sense of the overall situation, there is no leader in the discussion, and you must strive to play the role of actual leader; When there is a cold scene, or when the argument is excessive, you have to stand up;

4. The answer to the leaderless group discussion itself is not important, state your answer.

Last year, some positions were finally leaderless, but there were only a few positions with a large number of applicants. The number of applicants in the first half of this year has shrunk significantly compared with last year, and the possibility of a leaderless interview is relatively small, but it is not impossible to say that it is not impossible. Preparing for the interview:

1. It is better to be structured, because everyone does not know whether the interview is structured or leaderless, then the best way is to make a reference according to last year's situation. 2. Take into account the leaderless, familiar with the leaderless process and question type, the leaderless is a derivative of the structured interview, and its essence has not changed, but some changes have been added to make it more difficult; The discussion process can be seen as a structured interview. 3. Diligent practice, more moving mouths, and actual combat simulation drills are one of the ways to improve substantially.

4. Listen more, listen to seniors, and listen to professional teachers; Read more, look at the real questions, look at the hot spots, and look at the process; Say more, say to the mirror, say to friends, say to mobile phones (video, audio); To summarize, summarize more, and summarize well. 【Chongqing】【Hua】【Picture】Invite top famous teachers to create online open classes, free class address, please log in directly to the official website of [Chongqing] [Hua] [Picture]! or ** to make an appointment.

Interview format, group interview, comprehensive interview, individual interview, structured interview, situational interview, questionnaire interview. 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.

Purpose of the interview: Generally speaking, the purpose of the interview is as follows: to assess the candidate's motivation and job expectations; Assess the characteristics of the candidate's appearance, personality, knowledge, ability, experience, etc.; Assess information that is difficult to obtain in a written exam.

Interview format: There are many forms of interviews, which can be roughly divided into the following types according to the content and requirements of the interview

Question-based questions, the recruiter will ask questions to the job seeker according to the outline drawn up by the applicant in advance. Its purpose is to observe the performance of job seekers in a special environment, assess their knowledge and business, and judge their ability to solve sock size problems, so as to obtain first-hand information about job seekers.

Special, by the company to organize a special job fair, by the company's interviewer on behalf of a number of candidates or even a large number of candidates audition, from which to select a number of candidates who meet the company's requirements for the subsequent interview, this method is suitable for the initial screening of candidates. For example: school recruitment session.

Under pressure, the recruiter consciously exerts pressure on the job seeker to ask a series of questions about a certain question or an event, in detail, specifically and to the bottom of the matter, until there is no answer. This method mainly observes the candidate's response to special pressures, mental agility and adaptability.

Casual conversation, that is, the recruiter and the job seeker have a casual conversation, the atmosphere is relaxed and active, and the recruiter and the job seeker are free to express their opinions. The purpose of this method is to observe the candidate's speech, manners, knowledge, ability, temperament and demeanor in small talk, and to conduct a comprehensive comprehensive quality examination.

Situational, the recruiter sets a scenario in advance, puts forward a problem or a plan, and asks the employee to enter the role simulation to complete, the purpose of which is to test his ability to analyze and solve problems.

Comprehensive, recruiters examine the comprehensive ability and quality of job seekers in a variety of ways, such as talking to them in a foreign language, asking for instant composition, or impromptu speeches, or asking to write a text, or even operating a computer, etc., to test their foreign language proficiency, writing ability, calligraphy and eloquence and other abilities.

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 Jingyou can preliminarily judge whether the candidate can integrate into his own team through the interview.

It is a recruitment event that is carefully planned by the organizers. In specific scenarios, the interviewer's conversation and observation of the candidate are the main means, and the candidate's knowledge, ability, experience and comprehensive quality are evaluated by the table and Zheng Fangli.

In general, interviews serve several purposes:

1. Assess the motivation and work expectations of job seekers;

2. Assess the characteristics of job seekers' appearance, personality, knowledge, ability, experience, etc.;

3. Assess information that is difficult to obtain in the written test.

Interviews are an important method for companies to select employees.

Interviews provide a two-way communication between the company and the candidate, allowing the company and the candidate to understand each other, so that both parties can make more accurate decisions about whether to hire or not, and whether to be hired or not.

1. The interview is to examine a person's work ability in the form of written or interviews, and the interview can preliminarily judge whether the candidate can integrate into his team. It is a recruitment event that is carefully planned by the organizers. In specific scenarios, the examiner's face-to-face conversation and observation of the examinee is the main means to evaluate the examinee's knowledge, ability, experience and other related qualities from the surface and the inside.

2. Interview is an important method for the company to select employees.

3. The interview provides an opportunity for two-way communication between the company and the applicant, so that the company and the applicant can understand each other, so that both parties can make a more accurate decision on whether to hire or not, whether to be hired or not.

4. The interview can also achieve the following purposes.

Assess the motivation and job expectations of job seekers;

Assess the characteristics of the candidate's appearance, personality, knowledge, ability, experience, etc.;

Assess information that is difficult to obtain in a written exam.

The interview format in Baohe District seems to have a class without students.

Interview formats include: on-site audition, lecture, structured interview and on-site defense.

The trial lecture is a process of simulating classroom teaching with the examiner as the object after the teaching design of the assigned topic.

Lecture is to explain to the examiner the "how" and "why" of the assignment topic after the instructional design of the assigned topic.

Teach it this way".

The on-site defense is that after the lecture or trial lecture, the examiner asks questions about the content of the lecture and the trial lecture, and the candidates answer.

The interview format in Baohe District, Hefei City, Anhui Province is silent class + defense. FYI.

Good luck with your interview!

It should be a no-student class + defense.,According to the past, there should be a no-student class.。

Silent classes, as well as trial lectures and defenses, are different in each district.