What are the contents of the campus recruitment interview of China Agricultural Bank?

The interview of Agricultural Bank is generally divided into two rounds, one side and two sides. On the one hand, the main content is self-introduction and structured interview, on the other hand, the main content is leaderless group interview.

Brief introduction of common interview forms in banks

structured interview

The so-called structured interview, sometimes called standardized interview, uses the same tone and wording, asks the same questions in the same order, and scores the same candidates according to the same standards. The structure of the problem is the quality structure of the personnel needed for the recruitment position.

Semi-structured interview

Semi-structured interview means that some interview elements are unified and some are not, that is, on the basis of pre-designed test questions (structured interview), the examiner puts forward some random test questions to the candidates during the interview;

Semi-structured interview is a form between unstructured interview and structured interview. It combines the advantages of both methods and effectively avoids the disadvantages of single method. Generally speaking, the interview method has many advantages. The initiative in the interview process is mainly controlled by the evaluator, which has two-way communication and can obtain more abundant, complete and in-depth information than the material method. The interview can combine the structure and flexibility of the content. Therefore, semi-structured interviews are more and more widely used.

Structured interview can reduce blindness and randomness, and has the characteristics of objectivity and efficiency, but it requires higher interview design, organization and examiner training level. Semi-structured interviews and unstructured interviews are simple and easy to organize, but the examiner is arbitrary and has low validity, and some of them are even lower than 0.20.

(3) There is no leading group to discuss the interview.

Leaderless group discussion refers to a temporary working group composed of a group of candidates to discuss a given problem and make a decision. Because this group is improvising, and no one is appointed to be in charge, its purpose is to examine the performance of the candidates, especially to see who will stand out from them, but it doesn't have to be a leader, because it requires real skills, confidence and complete grasp.

Leader-less group discussion is an evaluation technique often used in evaluation center technology, which uses scenario simulation to interview candidates collectively. A certain number of candidates form a group (5-7 people) to discuss work-related issues for about 1 hour. During the discussion, neither the leader nor the position where the candidates should sit is specified, so that the candidates can arrange their own organizations, and the examiners can observe whether the candidates' abilities and qualities such as organization and coordination, oral expression and persuasion in the debate meet the requirements of the proposed positions, as well as their self-confidence, initiative and emotional stability.

The discussion topics discussed by leaderless groups are generally intelligent topics, which can be divided into the following five forms:

1. Openness: For example, what kind of leaders do you think are good leaders?

2. Dilemma: For example, which do you think is more important, ability or cooperation spirit?

3. Sorting choice: For example, if the mother, wife and son fall into the water at the same time, who should be saved first?

4. Competition for resources: For example, if the company only has 5 million bonuses, how should different departments allocate them?

5. Practical operation: According to the existing problems, design a feasible operation scheme.