Several typical interview methods: scenario simulation interview!

Several typical interview methods: scenario simulation interview!

Scenario simulation interview is also a widely used method in talent evaluation, which mainly tests the practical operation ability of candidates.

First, the characteristics of the scenario simulation interview

Scenario simulation interview is to set a certain simulation situation, requiring candidates to play a certain role and go into the corner to deal with various affairs, problems and contradictions. Examiners observe and record candidates' behaviors in various situations to evaluate their quality potential or see if they can adapt or be competent for the job.

Scenario simulation test has the following characteristics:

1. correlation

Because the simulated examination environment is the environment of the position to be recruited or similar to the position to be recruited, the examination content is a practical work of the position to be recruited, so it is highly targeted. For example:

In the simulation test, Xi City Finance Bureau provided the candidates with relevant financial information and asked them to write a financial analysis report based on these materials, including data calculation, comprehensive analysis, personal views, opinions and suggestions.

Xi 'an Audit Bureau provided the candidates with the original vouchers and accounts of a certain unit, and asked the candidates to check out the mistakes accordingly, clarify the behavior and nature, and correct the wrong accounts.

The above simulation test is designed for the needs and practical problems of financial work and audit work.

Step 2 be direct

* * * The Propaganda Department of Xi Municipal Committee will extract opinions from a written document, and then an examiner will make incoherent oral narration, so that candidates can record and write a "briefing" accordingly.

Xi Procuratorate played a recording of the criminal's testimony at a medium speed, asking candidates to take notes, and wrote down the "indictment" accordingly, and also played a recording of the report phone call for candidates to deal with it immediately.

This test is not only directly related to the business of the position to be recruited, but also enables the examiner to directly observe the job of the candidate and directly understand the basic quality and ability of the candidate, so it is more direct.

3. Reliability

Because the mock exam is close to reality, the focus of the investigation is the ability of the candidate to analyze and solve practical work problems, which is convenient for observing and understanding whether the candidate has the quality of the proposed position, so it is generally reflected that the mock exam is more credible than the written interview form.

When recruiting editorial reporters, Xi Radio and Television Bureau organized candidates to visit the production workshop of Xi 'an No.1 Radio Factory, asked the director to introduce the situation of invigorating enterprise management, paying close attention to product quality and improving political and ideological work, and answered various questions raised by the candidates in the form of a press conference. Then let the candidates write a news summary and a work brief according to their own "interview records".

It is very reliable to observe whether the candidate has the basic quality of editing reporter through this test.

Generally speaking, compared with other examination forms, the characteristics of scenario simulation examination are mainly manifested in pertinence, authenticity and openness. The pertinence lies in simulating the examination environment and content, and the whole focus of the examination itself is aimed at the actual demand of candidates' quality for the proposed position. It should be pointed out that sometimes the simulated scene is not similar to the actual work scene, but the required ability and quality are the same. At this time, the superficial "unlike" does not hinder the substantive "like". Authenticity is manifested in what candidates "do", "say" and "write" in the exam, which is directly related to the business of the proposed post, just like a short probation period, and its working status is clear at a glance. Openness is manifested in the diversity of examination means and the vividness of content, as well as the high degree of freedom and flexibility of candidates' answering questions, which gives candidates not a closed test question, but a vast world that can be flexible, independent and even improvise.

The above characteristics also lead to the relative limitations of analog testing, mainly in the fact that the standardization of testing is not easy to take into account and the efficiency is low. At the same time, the quality of the examiner is required.

Second, the role of scenario simulation interview

The characteristics of scenario simulation test determine that it plays an important role in the selection of state organs and the open selection of party and government leading cadres. This role is mainly reflected in the following three aspects:

First, it provides a basis for examining the professional ability of candidates. Judging from several well-organized mock exams in Xi 'an, both the contents and methods of mock exams are closer to the actual work of the position to be recruited than written exams and interview defense. This makes the mock exam play an irreplaceable role in assessing candidates' business ability.

When recruiting editorial reporters, Xi Radio and Television Bureau comprehensively examines the interview ability, news sensitivity and news writing level of candidates through interview transcripts, interview questions, news summary and work communication writing in the simulation test. This comprehensive business ability test provides a reliable basis for further understanding the business differences of candidates, which is difficult to be achieved by other testing methods.

Second, it is conducive to avoiding the phenomenon of high scores and low energy. The mock exam pays attention to the assessment of business ability, and the assessment standard is drawn up according to the requirements of actual work. Examiners are generally the business backbone of the employer. These factors determine that the mock exam can not only provide a "useful place" for candidates who have rich practical experience and practical work ability and are qualified for the positions to be recruited, but also prevent candidates with high written test scores and poor practical business ability from entering the ranks of recruitment. For example:

A candidate who took the Tianjin Radio and Television Bureau exam got a high score in written test, but did not perform well in mock test. The interview question is beside the point. The press release he wrote lacks news and has two inaccuracies. As a result, a candidate who did not sign up for the examination of the Audit Bureau of Xi City insisted on taking up his post before the examination and did not have enough time to review his lessons. He ranked 52nd in written test, average in interview defense and psychological test, second in mock test, and rose to 28th in total score.

Thirdly, it provides a basis for employers to arrange employees' specific work. Practice shows that the individual ability differences of candidates in mock exams are often closely related to their actual work ability. Therefore, the results of the simulation test are generally used by employers as the basis for arranging the specific work of the hired personnel. According to the follow-up survey of employees in three units in Xi 'an, 95% of employees can become the backbone of the work of the unit. One of the important reasons is that the employer can properly arrange the specific jobs of the hired personnel according to the simulation test results and in line with the principle of fostering strengths and avoiding weaknesses.

Third, the main ways of scenario simulation interview

Simulation of general document processing in 1. mechanism

This project can be used as a general scenario simulation for candidates.

Means. Based on the daily official document processing of government agencies, it compiles several official documents to be processed (about 15 to 20), so that the main body can process official documents in a specific capacity. These documents to be processed should be meeting notices, requests for instructions or replies, letters from the masses, telephone records and memos that government officials often have to deal with, and the people to be processed should be required to complete them within two to three hours.

The preparation of documents to be processed can be roughly divided into three categories: the first category is that the correct conclusions have been drawn in the work, which can be slightly processed and refined on the basis of the investigation of documents and archives. This kind of document is convenient for evaluating the validity of subjects' results. The second category is documents with incomplete conditions and information, which mainly tests whether they are good at asking questions, assuming or asking for further information. The processing of such documents should be difficult to evaluate the meticulous and profound observation of the subjects, as well as the sensitivity, logic and thoroughness of thinking. The third category is that the conditions of document processing have been met, and the subjects are required to make a decision on the basis of comprehensive analysis of the problems. This kind of document should be easy before it is difficult, and it can be started alternately.

General document processing should be carried out in groups. Before the exam, the examiner will give unified guidance, explain the purpose and requirements of the exam, eliminate the nervousness of the subjects and facilitate mutual cooperation.

2. Simulation of work activities

This test project can take the following two forms:

The first is the form of dialogue between superiors and subordinates. Simulate the reception of grass-roots personnel, with the testee as the superior and the evaluator as the subordinate, or report or ask for instructions to the superior leader. This simulation test can be talked with him by the examiner, and the rest of the examiners observe and score. Before the exam, candidates should be allowed to read relevant materials to let them know the background and requirements of the role. The subject of the exam can be a professional question, which requires a certain degree of difficulty and a clear scoring standard, and the time is about half an hour per person.

The second is the test of layout work. After reading the superior documents or meeting minutes, the subjects arranged and arranged the work in a specific capacity in combination with the actual situation of the department. This project can be conducted in the form of a separate test, and the evaluator is generally the leader of the recruitment department. Under certain conditions, the evaluator can ask questions to the subjects in order to make a more in-depth overall evaluation. Finally, score according to the scoring standard.

3. Role-playing method

Provide candidates with certain background information and role descriptions in advance, and ask candidates to complete certain activities or tasks as roles in the simulation process. Such as receiving visitors, presiding over meetings, reporting work, etc.

4. Field operation method

Provide candidates with certain data and information, and ask candidates to make plans, design charts, draft official documents and calculate results within the specified time. Computer operation, account arrangement and file basket operation are widely used, all of which belong to this form.

5. Simulated meeting method

Divide several candidates (about 10) into a group to discuss a problem to be discussed, an activity to be arranged or a problem to be decided. The specific forms are simulated organization, presiding, recording and discussion without leading group. Among them, basket test and leaderless group discussion are interview methods developed in recent years on the basis of drawing lessons from foreign advanced evaluation techniques.

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