Three Criteria for Evaluating the Quality of Interview Questions

Three criteria for evaluating the quality of interview questions

Three criteria for evaluating the quality of interview questions. During the interview, job seekers can know the quality of the questions asked by the interviewer. The following are three criteria for evaluating the quality of interview questions, hoping to help everyone! Three criteria for evaluating the quality of interview questions 1

The pertinence and effectiveness of the questions and the items to be tested. This is actually a validity consideration of the interview question. In other words, when asking questions, we should not refer to the east and the west, but must analyze whether the questions raised can effectively examine the abilities and qualities that need to be examined. The more targeted the question, the more effective it will be. For example, if you want to examine a candidate's "communication ability", the validity of the following two questions will be very different:

Methods and skills

Bad questions

Please tell me exactly within 1 minute: What is the sum of the 6th power of 3 plus the 3rd power of 6 plus the 4th power of 9?

Comments: The questions asked are more about the applicant's ability of mathematical logic calculation than communication skills. Typical refers to the east and west.

good question

please tell me the most successful example of changing employees' ideas through communication in your past work experience.

Comments: The questions are directed at one of the most successful communication experiences of the applicant, which is very targeted.

If you want to ask questions effectively and pertinently, you must first clearly define the elements under investigation. If you don't have a clear definition of an element, you can't be sure to ask questions accurately. A typical example is that when many companies recruit administrative department managers, they always examine a "communication and coordination ability". In fact, this inspection factor strictly includes two abilities: "communication" and "coordination". If we don't define them clearly, it is likely that the problems will be confused and even the wrong conclusions will be drawn because of the wrong questions.

methods and skills

investigation on "communication and coordination ability"

if there are two vice presidents in the company who want to use the same car, one says that they are in a hurry to go to the city for a meeting and the other says that they are going to visit customers, and their paths are fundamentally different, and there is no other car available in the company now, what would you do as the manager responsible for arranging the car?

comments: the questions asked are more about the coordination ability of the candidates (of course, there is communication work). Coordination ability puts more emphasis on the ability to properly arrange resources when resources are limited or there are differences in resource allocation.

as the department head of the company's information system management, you are organizing to upgrade the network system of the whole company. This work needs the strong support of all departments, but now the managers of all departments say that they are too busy and unwilling to cooperate with the work. What will you do next?

Comments: The questions put more emphasis on communication ability than coordination ability. The core of communication ability lies in conveying ideas and exerting influence in the form of speaking, with a view to changing others' thoughts and behaviors.

If you want to ask "communication and coordination ability" clearly with one question, you must consider both core elements when you study the question. As far as the above two examples are concerned, the first question is slightly higher in quality than the second one.

is the question easy to be answered by the concept? As we said earlier, if most people can answer an interview question conceptually and tell many answers that sound reasonable but are not helpful for us to judge whether they have real experience, then the quality of such interview questions is not high. The easier the conceptual response, the lower the quality.

Many conceptual answers are often caused by the following situations when asking questions: First, the content of the questions tends to be conceptual cognition, which does not involve specific work experience, and many candidates can tell a lot of truth; Second, the questions asked are too big, too empty and not specific, which makes the candidates answer the questions in a general way; Third, the question itself has a certain tendency or guidance, such as: "What do you think of the importance of honesty? What is your past performance in this regard? " The vast majority of candidates will choose the social favorable answer, which makes people feel impeccable. The problem of conceptual response can not play a positive role in our objective judgment, and even play a negative role in the examiner who is not rich enough.

Definition of terms

Social approval

Social approval response (SDR) refers to a kind of bias or inclination to reflect the problem of self-evaluation in the way of social approval, so as to make oneself or others look more suitable for social needs. It is to choose behaviors and things that are recognized by the society, praised and criticized unanimously, praised and permitted by all social strata.

the correspondence between the grading standards of the questions and the questions and test elements. In structured interview technology, the scoring standard of interview questions is one of the most important contents of structure, so judging the quality of an interview question can not but consider the quality of the scoring standard set in advance.

The quality of the scoring standard should be high, and it must also be designed around the definition of the elements under investigation. How to define the elements, the scoring standard should be designed. We emphasized in front that the elements of interview questions must be clear and single, and likewise, the criteria for scoring interview questions should be clear and single, which are often inextricably linked.

For example, many companies like to examine the "problem-solving ability" of candidates when recruiting. How to judge the strength of this ability of candidates? That depends on the applicant's ability to analyze problems, communicate, coordinate, integrate resources and so on. From this, we can see that to examine the "problem-solving ability" clearly, in fact, we need to examine a lot of abilities and qualities. If we want to examine so many elements clearly with one question, we often fail to achieve the expected goal. From this, it can be seen that examining the so-called "problem-solving ability" itself is not a suitable test goal.

When designing the scoring standard of interview questions, we should pay special attention to one point: circular argumentation or question nesting (also called question nesting) cannot be used. If you grade in this way, it will only make the problem more complicated. The best way is to refine it according to the typical connotation points of the elements under investigation. For example, to examine communication ability, it is mainly measured from the following aspects: communication mentality, communication language expression skills, listening skills, disagreement handling skills, communication difficulty and communication results. Three criteria for evaluating the quality of interview questions 2

Structured interview is the most widely used interview method in current interview practice.

I. Connotation and characteristics of structured interview

The so-called structured interview refers to the interview conducted according to the unified standards and requirements, including the composition and analysis of interview contents, forms, procedures, scoring standards and results. Although structured interview is also conducted through the communication between examiners and candidates, it highlights the characteristics of standardization and structure from form to content. For example, structured interview requires that interview questions should be the same for all candidates applying for the same position; The number of interviewers shall be at least 2; A typical structured interview also requires the preparation of interview questions on the basis of job analysis of the proposed position. Because of this, the implementation process of structured interview is more standardized, and the interview results are more objective, fair and effective.

One of people's criticisms of the traditional interview is that the examiner's questions are too casual and he can ask whatever he wants; At the same time, the evaluation also lacks objective basis, so you can evaluate it as you want. Because of this, the application effect of traditional interview is not ideal, and the interview results are usually difficult to convince. Structured interview is produced on the basis of overcoming the above shortcomings of traditional unstructured interview, so it is very popular in personnel selection practice. Especially in the recruitment interview of civil servants, in order to ensure the objectivity and fairness of the selection work, the state specially stipulates that strict structured interview forms must be adopted.

Understanding the connotation and characteristics of structured interview is undoubtedly beneficial for candidates to better play their own level. Structured interview has the following main characteristics:

1. The determination of interview evaluation factors should be based on job analysis

In structured interview, the evaluation factors are not determined at will, but determined by experts on the basis of systematic job analysis. The purpose of the interview is to select candidates who are more suitable for the position. If there is no job analysis of the position requirements, then it is impossible to determine the employment standards closely related to the requirements of the proposed position, and the best interview results cannot be achieved. Therefore, it is an important feature of structured interview to determine the evaluation elements based on job analysis.

2. The implementation process of the interview is the same for all candidates

In a structured interview, not only the interview topics are the same for all candidates applying for the same position, but also the interview instructions, interview time, presentation order of interview questions and interview implementation conditions should be the same. This enables all candidates to be interviewed under almost identical conditions, ensuring the fairness and fairness of the interview process.

3. There are standardized and operable evaluation criteria for interview evaluation

For each evaluation factor, there are standardized and operable evaluation criteria for structured interviews. The outstanding performance is that each factor has a strict operational definition and observation points in the interview, and the behavior evaluation standards corresponding to each grading level (such as excellent, good, average and poor) are stipulated, so that each examiner has a unified evaluation of the candidates. Standard scale. The evaluation standard also stipulates the weight of each evaluation element, so that the examiner can know what elements are main and key, and what elements are secondary and subsidiary. Candidates' interview scores are finally counted by scientific methods (that is, the highest and lowest scores among many examiners are removed for each element, and then the arithmetic average score is obtained, and then the total score is synthesized according to the weight).

4. The composition of examiners is structured

In a structured interview, the number of examiners must be more than 2, usually 5-7. Generally speaking, the composition of examiners is not decided at will, but is often scientifically allocated according to the needs of the proposed position according to a certain proportion of major, position and even age and gender. One of them is the examiner, who is generally responsible for asking questions from the candidates and grasping the whole interview process.

In a word, structured interview has the characteristics of fixed questions, rigorous procedures and uniform grading. From the practical point of view, the measurement validity and reliability of structured interview are relatively high, which is more suitable for large-scale, organized and standardized employment interviews. Therefore, structured interview has become the basic method of employment interviews at present.

Of course, as an evaluation method, structured interview also has its shortcomings, mainly because the examiner is not flexible enough when implementing it, and it is usually not allowed to ask targeted questions to some candidates when necessary. On the other hand, the examiner still has to ask questions drawn up in advance for some aspects that are already sure. Another disadvantage of structured interview is that it is relatively dull when implemented, so that examiners are prone to fatigue when there are many candidates.

Second, the basic requirements of structured interview

Structured interview has certain requirements for candidates, examiners, examination rooms and other aspects. As a typical structured interview, the basic requirements of civil servant recruitment interview are as follows:

1. Requirements for interview candidates

In the civil servant recruitment examination, candidates who enter the interview are selected as follows: First, the interview candidates are selected from the government personnel department to the employing department. Second, it is necessary to select candidates according to the prescribed proportion. Generally, it is required that the number of candidates to be interviewed is three times that of the candidates to be employed; Third, the candidates should be sorted from high score to low score according to their written test scores, and the candidates who pass the written test scores have the basic conditions to enter the interview.

2. Requirements for determining interview evaluation factors

The determination of interview evaluation factors is the premise of determining interview methods, compiling interview questions and implementing interviews. What elements should be tested in the interview should be determined according to the proposed position of civil servants, the situation of candidates and the feasibility of evaluation. For example, a province stipulates that the evaluation factors of civil servants in county-level organs are policy, theoretical level, professionalism and realism, organization and coordination ability, adaptability, language expression ability and appearance.

3. Requirements for the interviewer

The interviewer should have high political and professional qualities, and a high sense of responsibility and mission. The examiner should be responsible for the professional training of the interviewer, so that he can master the interview contents, methods, operational requirements, scoring standards and interview skills. After the establishment of the interview examiner qualification management system, in principle, only those who have obtained the interview examiner qualification through the prescribed procedures can serve as interview examiners.

4. Requirements for the interview examination room

The selection and layout of the interview examination room has a certain influence on the evaluation results. Therefore, the examination room should be arranged according to the requirements of interview implementation.

5. Requirements for formulating an interview implementation plan

Before organizing an interview, the interview authority should formulate an interview implementation plan to ensure that the interview work is organized, planned and carried out according to procedures. The contents of the "interview implementation plan" should generally include: the organization and leadership of the interview; Composition and training of examiners and judges (groups); Interview methods and procedures; Compilation method and printing of interview questions; Time and place of interview; Other jobs related to the interview.

6. Requirements for the composition of the interview examiner group

The interview examiner group is generally composed of 7 ~ 9 people, and in age, it is best to combine the old with the young; Professionally, we should absorb authoritative people with rich experience in business practice, business theory research and interview techniques. The composition of the interview examiner group at or above the provincial level is generally composed of representatives responsible for the examination, the competent leaders of the employer, business representatives and experts and scholars. The interview examiner group at the city and county level is generally composed of organizations, personnel, employing departments, discipline inspection and supervision departments, and business backbones.

7. Other requirements

The following principles should also be observed in the interview of civil servants:

(1) The principle of equal opportunities for candidates in the interview.

Fairness and impartiality are particularly important in an interview. Fairness is reflected in the fact that candidates are measured with a ruler and have equal opportunities; Fairness is reflected in the objectivity and fairness of the examiner's grading and overcoming subjective randomness.

(2) avoidance principle.

according to the relevant regulations, anyone who has a direct interest in the candidates should be avoided during the interview. For example, if the interviewer or organizer has a husband-and-wife relationship, lineal blood relationship, close relatives relationship between husband and wife, children in-laws relationship, etc., they should be avoided.

(3) the principle of supervision.

The purpose of supervision is to ensure that the interview is conducted under the condition of equal competition. Supervising the whole interview process is the guarantee to successfully complete the interview. First, organize supervision, in the interview, please discipline inspection, supervision, notarization and other departments to participate; The second is the supervision of news and public opinion