What did the rural credit cooperative interview take?

The interview assessment contents of rural credit cooperatives include: comprehensive analysis ability, planning, organization and coordination ability, adaptability, interpersonal awareness and skills, job matching, communication ability, manners and so on. The interview form of rural credit cooperatives is mainly structured, semi-structured and leaderless group discussion.

First, comprehensive analysis ability

Concept definition

Comprehensive analysis is to grasp things as a whole, treat things as a multi-level, multi-faceted and multi-stage interconnected unity, thoroughly analyze all parts and elements, sum up internal factors, and truly understand objective things as a whole.

(2) Specific standards

1. Things can be considered from a macro perspective;

2. Things can be considered from the microscopic aspects of its various components;

3. Pay attention to the relationship between the whole and the parts and the organic coordination and combination between the parts.

Second, the planning organization and coordination ability

Concept definition

The ability to plan the activities of oneself, others and departments, arrange time and allocate resources reasonably and efficiently, and coordinate possible conflicts in this process according to certain standards.

(2) Specific standards

1. According to the departmental objectives, foresee the future requirements, opportunities and unfavorable factors and make plans;

2. See clearly the relationship between the interdependent parties to the conflict;

3. Make appropriate choices according to actual needs and long-term effects, and make timely decisions;

4. Assign and arrange personnel, talents, materials and other related resources.

Third, adaptability.

Concept definition

People's quick response ability, the ability to grasp the problems that need to be solved, and to seek suitable methods to properly solve things in stressful situations such as sudden accidents.

(2) Specific standards

1. rapid response;

2. Grasp the problems that need to be solved;

3. Solve the problem in an appropriate way.

Fourth, the awareness and skills of interpersonal communication.

Concept definition

Establish and maintain relationships with others and groups. These relationships are purposeful and work-related, including communication with others and obedience, cooperation, coordination, guidance and supervision activities in the organization.

(2) Specific standards

1. Initiative of interpersonal communication;

2. Interpersonal adaptability;

3. Understanding of ownership relations in the organization (including understanding of authority, obedience and discipline);

4. Principles and flexibility in dealing with interpersonal relationships;

5. Effective communication (information transmission).

Verb (abbreviation for verb) job matching

Concept definition

Whether the motivation, ability, personality, values and other factors of job seekers are consistent with the job requirements, whether the resources and platforms provided by the job can meet the needs of job seekers, and the higher the matching degree, the greater the possibility that they are qualified for the job and can engage in the job stably.

(2) Specific standards

1. Matching between realistic needs (candidates' pursuit of treatment, stability, employment needs, housing, household registration transfer, parents' expectations, money, fame, power, vanity, etc.). ) and position;

2. Matching of interest motivation and position;

3. The matching between achievement motivation (cognitive needs, self-improvement and self-realization) and position.

Sixth, communication skills.

Concept definition

The ability to express one's thoughts clearly, clearly and methodically by using different language methods and styles for different audiences, so that the audience can accept and arouse repercussions.

(2) Specific standards

1. Understand others accurately;

2. Express clearly;

3. Effectively influence others.

Seven, etiquette and instrument

Concept definition

The candidate's external gfd and behavior.

(2) Specific standards

Is 1.gfd concise, generous and decent?

2. Whether the behavior is generous, natural, confident and calm.

In the actual grading process, the examiner does not simply add up the scores according to each element, but gives the total score according to the overall impression of the candidates and distributes it to each part appropriately.

Interview form:

The interview form of rural credit cooperatives is mainly structured, semi-structured and leaderless group discussion.

Structured interview:

Structured interview refers to the combination and analysis of interview contents, forms, procedures, scoring standards and results according to unified standards and requirements.

Semi-structured interview:

Semi-structured interview is based on structured interview, where examiners and other examiners ask further questions about candidates' answers, and the number of questions is determined by the total interview time.

Leaderless group discussion:

The group discussed together, but no leader was appointed, and everyone was equal. The number of group members is generally 8- 12, and the discussion time is generally 15-40 minutes. The examiner gives you a topic, and the candidates complete the discussion according to the required discussion steps within the specified time. Finally, the group reached a consensus, elected representatives to report the discussion results to the examiner, and the examiner scored.

The above are all the answers taken by the rural credit cooperatives in the interview.