What is the interview form and process of Henan Rural Credit Cooperative 20 16?

Interviews in rural credit cooperatives are divided into structured interviews and leaderless group interviews.

Specific procedures for structured interviews

Sign in-check your identity-draw lots-wait for the exam-enter the examination room-start the interview-answer questions-exit the candidates-grade-end the interview-announce the results.

(1) structured interview topic type

① Self-awareness: For example, talk about the impression or understanding of rural credit cooperatives?

(2) interpersonal relationship: for example, one day, someone comes to the office to do business, and you are responsible for this work. This matter does not comply with relevant policies. If you explain to him patiently, he won't understand, but make a scene. At this time, the leader just passed by the door and heard the noise coming in. What would you do?

(3) Planning and organization: For example, if you want to organize a rural sports meeting, what aspects will you organize? What problems will you encounter in the process of organization?

(4) Emergency treatment: For example, you are an employee of a company. A petitioner said he had something to say to your leader, but he wouldn't leave until he saw the leader. At this time, the leader was in a meeting in another place. When he left, he told him not to look for him unless there was something important. How did you handle this matter?

⑤ Social phenomena: For example, "A levee of a thousand miles is destroyed by an ant nest". Talk about your opinion.

(2) The problems discussed by the leading group can be divided into the following five forms:

① Open-ended questions: The range of answers can be very wide. It mainly examines whether the candidates' thinking questions are comprehensive, targeted, clear-headed, and whether they have new views and opinions. What kind of leader do you think is a good leader?

2 Dilemma: Let the candidates choose one of the two answers with their own advantages and disadvantages. It mainly examines candidates' analytical ability, language expression ability and persuasiveness. For example, do you think a work-oriented leader is a good leader or a people-oriented leader is a good leader?

(3) Competition for resources: It is to let candidates choose several effective alternative answers, or rank the importance of alternative answers. This paper mainly examines the ability of candidates to analyze problems and grasp the essence of problems.

(4) Multiple-choice category (sorting) topic: This is to give materials, tools or props, so that candidates can use the given materials to make one or several objects designated by the examiner. This paper mainly examines the initiative, cooperation ability and role characteristics of candidates in a practical operation task.

⑤ Competition for resources

This type of question is suitable for the leaderless group discussion with assigned roles, that is, to let the candidates in the same position allocate limited resources, so as to examine the candidates' language expression ability, generalization or summary ability, enthusiasm for speech and sensitivity of reaction. For example, let candidates serve as managers of various sub-departments and allocate certain funds. Because if you want to get more resources, you must be reasonable and convincing, so this kind of questions can arouse the full debate of candidates and help examiners evaluate candidates, but the requirements for test questions are higher.

The evaluation elements of structured interview of rural credit cooperatives include comprehensive analysis ability, oral expression ability, planning and coordination ability, adaptability, self-emotional control, interpersonal cooperation consciousness and skills, matching degree between job-seeking motivation and proposed position, and manners. Examiners judge candidates' abilities and qualities according to their answers to questions in the interview, and grade candidates according to these eight evaluation factors.

Generally speaking, there are three scoring methods for group interviews:

(1) Each examiner scores each evaluation factor of each candidate (one for all);

(2) Different examiners rate each evaluation factor of different candidates (one-on-one);

(3) Each examiner scores several specific assessment elements (one to all [specific elements]) of each candidate.