Judging from the recruitment practice of intelligence agencies around the world, we mainly examine candidates from several aspects ().

A. faith; B. loyalty; C. knowledge and cultivation; D. psychological quality; E. discipline.

The interview mainly examines other aspects of the applicant:

1, Appearance and demeanor: Mainly about the applicant's appearance, clothes, manners and mental outlook.

2. Job-hunting motivation and work vision: understand why job seekers are looking for this job, how interested they are in this job, and what they pursue for the job. To judge whether the unit can meet the psychological expectations of employees, so as to achieve the stability of future work.

3. Professional knowledge and expertise: Understand the depth and breadth of knowledge that candidates have mastered, and whether their professional knowledge and expertise meet the requirements of the recruitment position, and use this as a supplement and reference for professional written or operational tests.

4. Work experience: By understanding the work experience and performance of the candidate, you can judge his actual work ability and business level. At the same time, the applicant's sense of responsibility, initiative, professionalism, rational thinking ability and adaptability were also examined.

5. Work attitude and values: first, understand the applicant's past attitude towards work, study and life, and second, understand his attitude towards the position he applied for and his pursuit of work standards.

6. Enterprising: People who are enterprising and enterprising generally have clear career goals and work hard for them. Performance in the work of conscientious, deliberate pursuit, content with the status quo, the pursuit of perfection, there are often innovations in the work.

7. Language expression ability: examine whether candidates can accurately express their ideas. Strong language skills help to achieve good results in work communication.

8. Comprehensive analysis ability: check whether the candidates have meticulous' rational thinking', whether they can grasp the essence of the problem, whether the methods are appropriate and whether the ideas are clear.

9. Adaptability: Examine the alertness of candidates. Mainly depends on whether the applicant can quickly respond to various questions and give answers; Especially for the problems of logic and game, can we quickly grasp the key to the problem and take into account the changes on the spot?

10. Self-control ability: mainly aimed at those who apply for management positions and sales positions, to examine whether they can control their perceptual thinking under pressure and solve problems scientifically and reasonably.