What are the three characteristics of situational interviews?

The three characteristics of situational interviews are: pertinence, directness, and openness.

1. Targetedness

In situational interviews, since the simulated situational environment is often the position to be recruited or an environment similar to the position to be recruited, the test content is also related to the position to be recruited. A certain actual job, so the situational interview is highly targeted. For example:

In a situational interview for recruitment of personnel in the financial department, candidates can be provided with relevant financial information and asked to write a financial analysis report based on this, including data calculations and comprehensive analysis. , personal views, opinions and suggestions. On this basis, the examiner will ask questions about the relevant issues in the financial analysis report, and the candidates will answer them on the spot.

2. Directness

Directness means that situational interviews can directly test the candidate’s work ability. For example:

A certain city procuratorate used situational interviews in personnel recruitment: for all candidates who participated in the recruitment, a recording of a criminal's criminal testimony was played at medium speed for 15 minutes, in which There is both relevant evidence and irrelevant information, and the candidates are required to take notes and write an "indictment" accordingly. Then, the examiner will ask live questions about the indictment written by the candidate.

The above-mentioned situational interview not only makes the examination content directly related to the business of the position to be recruited, but also enables the examiner to directly observe the work situation of the candidate and directly understand the basic quality and work ability of the candidate.

3. Openness

Openness means that situational interviews can give candidates a more open and free place to express themselves. For example:

When a certain city's Radio and Television Bureau was recruiting editors and reporters, it organized candidates to visit the production workshop of Shanghai Radio Factory No. 1 and asked the factory director to introduce the factory's efforts to invigorate business operations, pay close attention to product quality, and improve Marketing work and other aspects, and in the form of a press conference, the factory director will answer various questions raised by the candidates.

The candidates are then asked to write news summaries and work communications based on their respective "interview records". Finally, the examiner will ask questions based on the interview reports of the candidates.