Structured interview of hotel recruitment

Interview, especially structured interview, as an important part of open selection and competitive examination of party and government leading cadres, has played an important role in selecting and appointing cadres in recent years. Internationally, structured interview is a more general evaluation method for leading talents, and the actual effect of selecting talents is better. However, the application time of structured interview in China is not long, and some candidates are not familiar with it, so they are nervous in the interview process and cannot achieve the desired results. In order to help candidates make psychological adjustment before the exam and fully display their true talents and abilities, this paper briefly introduces the characteristics, processes and precautions of structured interviews.

Connotation of structured interview

Compared with written examination, the main advantages of interview are: full communication with candidates, direct two-way communication with candidates through questions and answers; The information collected is comprehensive, including not only verbal information, but also non-verbal information, such as posture, appearance, voice, eyes and so on. Observation and evaluation are relatively intuitive, which is conducive to making accurate judgments on related qualities. At present, there are many forms of open selection of leading cadres and competitive job interviews, such as structured interviews, semi-structured interviews, speeches, group discussions, role-playing and so on. Among them, structured interviews are the most widely used.

Structured interview, also known as standardized interview, requires that the composition of test questions, evaluation factors, grading standards, time control, examiner composition, implementation procedures, score statistics and other links must be standardized in advance according to structural requirements. In the process of face-to-face conversation with candidates by question and answer, the examiner evaluates the candidates' related abilities and personality characteristics according to their words and behaviors.

According to different basic principles, structured interviews can be divided into situational interviews and behavioral interviews. In the situational interview, the examiner puts forward the contradictions and problems that may be encountered in the work to the candidates one by one, asking the candidates to make an analysis and put forward solutions and methods. The basic principle of this interview is that "behavior intention affects behavior performance", that is, the candidate's answer determines the actual action that may be taken to some extent. Behavioral interview requires candidates to describe relevant examples in their past work and explain the specific measures and methods taken to solve problems and overcome difficulties at that time. It is based on the basic principle that human behavior is consistent, that is, past behavior can predict future behavior. At present, in open selection and competitive structured interviews, situational interviews are mainly used, and sometimes situational interviews and behavioral interviews are combined.

Function and Effect of Structured Interview

In the structured interview, the self-awareness ability, comprehensive analysis ability, decision-making ability, organization and coordination ability, innovation ability, adaptability, oral expression ability, leadership temperament and demeanor of candidates are usually evaluated around the framework of ruling ability, job requirements and competence.

The main advantages of structured interview are high standardization, low dependence on examiners, fairness, good reliability and validity, and the selected cadres have high comprehensive quality and strong working ability. Its shortcomings are mainly as follows: each link is a "prescribed action", there is no "optional action", and the form is not flexible enough; Faced with an interview team composed of 7 ~ 1 1 examiners, some candidates will inevitably feel psychological pressure and nervous when answering "reasonable and unexpected" questions. If they don't cope properly, they may not be able to fully display their true talents and abilities. However, in recent years, the anonymous survey results of employers, examiners and candidates show that the actual effect of structured interviews is good in all aspects, mainly reflected in:

The procedure is fair. In the structured interview, the composition of test questions, evaluation factors, grading standards, time control, examiner composition, implementation procedures and score statistics are stipulated in advance. In particular, in order to ensure the objective and fair evaluation of examiners, it is required to keep the examiner's list strictly confidential before the exam, adhere to independent scoring on the spot during the exam, and adopt gymnastics scoring method when scoring. These regulations and corresponding measures fully reflect the selection of candidates with the same "ruler" and treat candidates equally.

The test questions are targeted. According to the responsibilities, tasks and requirements of the post, the interview questions are designed by selecting typical work scenes and the main problems faced in the post work. The interview questions revolve around the national conditions and the characteristics of industries, departments, units and posts, and are highly targeted.

The question is up in the air. Compared with the interview questions of ordinary civil servants, the answer space of structured interview questions of leading cadres is relatively open and the questions are relatively large, and ordinary leading cadres can answer them more or less. However, according to the depth and breadth of the answers, we can examine the differences in knowledge, ability and experience of candidates.

The results are predictable. Structured interviews are designed according to job requirements and tested in depth. The interview results can better reflect the applicant's actual working ability. Cadres who stand out in the interview, their quality structure is more in line with the requirements of the position, and they can generally enter the role in a short time after taking up their posts.

Organization and Implementation of Structured Interview

In recent years, the organization and implementation of structured interviews have become increasingly standardized, ensuring the confidentiality, fairness and efficiency of interview evaluation.

Examiner's composition The examiner group is usually composed of the main leaders of the employer, the main leaders of relevant units, industry experts and evaluation experts, and the leaders of the organization and personnel department, and the number is generally between 7- 1 1. This examiner composition is conducive to comprehensive evaluation of candidates' ability, quality and personality characteristics from multiple angles and in all directions.

Examiner training. Pre-exam examiner training mainly helps examiners understand the job background, be familiar with the procedures and requirements of interview implementation, and master the skills of questioning and judging in interview. Examiner training helps to unify the evaluation criteria among examiners and improve the reliability and validity of interviews.

Examination institutions. This is a systematic project, the main links are: (1) website. Include interview room, waiting room, preparation room and lounge. (2) closed. Close candidates and ensure the physical isolation between candidates and examiners before the interview. (3) service. Provide warm and thoughtful service for candidates and examiners. (4) supervision. The supervisor supervised the whole process.

Operation flow. Structured interview procedures usually include the following steps: preparing and enrolling candidates; The examiner reads the instructions and explains the interview requirements; Examiners ask questions one by one; After the answer, the examiner makes an independent judgment; Collect evaluation forms, scores, etc.

Matters needing attention in participating in structured interview

Open selection competitive structured interview is a selective examination with fierce competition. Some candidates have some misunderstandings in the process of taking the exam, such as not understanding the job requirements, relying on some exam counseling materials in the society to guess the questions, being too nervous during the interview, paying attention to one thing while answering questions, etc., which makes the interview results unable to accurately reflect their actual level. To prepare for a structured interview, we should focus on the requirements of the position on the basis of understanding the characteristics of the structured interview.

Learn more about job requirements. In recent years, the assessment and evaluation of leading cadres have been significantly improved in terms of work pertinence. Before making a proposition, examination and evaluation institutions generally need to analyze the position, collect all kinds of information related to position selection, understand the working environment, main responsibilities and tasks of the position, and the specific requirements for candidates' knowledge and ability, and then make a proposition in different categories. In 2002, Hebei Province publicly selected deputy department-level leading cadres for structured interviews, and divided the positions into three categories: party and government, universities and enterprises, and made test questions respectively, with good results. Therefore, candidates should have a deep understanding of the main responsibilities and tasks of the positions or job categories they apply for, and make psychological adjustments so as to play their actual level normally.

Accurately grasp the interview procedure. The standardization of procedures is an important feature of structured interviews. The interview procedure for each candidate is the same. During the interview, candidates are usually given "interview instructions" in advance, and the examiner will also explain the specific requirements before the interview, such as the number of questions, the total answer time, the suggested answer time for each question, and the timing method. Some candidates may have failed to correctly grasp the interview procedures, especially the time rhythm and unscientific schedule, due to their lack of interview experience or too tense scene, so that they spend too much time on individual questions and fail to fully answer other questions. Therefore, candidates must have a good understanding of the interview procedures before the interview, grasp the answer time, give each question roughly the same time, and adjust the answer content according to the time prompts during the interview to ensure the weight and thickness of each question.

Pay attention to answering skills. Candidates should avoid the following two situations in the process of answering questions: First, they don't pay much attention to the specific direction of the topic, and when answering questions, they are "unconstrained" and answer irrelevant questions. When they see that the problem is familiar, they will go on according to their own meaning. On the surface, it seems to be related, but in fact it is a thousand miles away; The second is to answer "what" instead of "how". Some candidates only talked about the understanding and analysis of the problem, but did not explain the measures and methods to solve the problem. Structured interview mainly examines candidates' ability to analyze and solve practical problems, not only their ability to judge things, but also their ability and level to deal with complex problems. Therefore, when answering questions, candidates should give targeted answers to specific questions, put forward specific measures and methods to solve problems on the basis of in-depth analysis of problems and combining with reality, and fully display their talents.

Pay attention to improving practical ability. It is helpful for candidates to participate in structured interviews and know some answering skills. However, in order to achieve excellent results, the most fundamental thing is to strengthen study and practice at work, use your brains on "reality" and work hard on "officials" to make yourself have the policy and theoretical level and practical working ability required by the position. With the continuous development of examination evaluation technology and the continuous improvement of examination evaluation system, the living space of opportunistic "examination professionals" will become smaller and smaller, and the phenomenon of "high scores and low abilities" will gradually disappear. Only truly talented and capable candidates can stand out in the interview. Therefore, candidates should strengthen their study, be familiar with relevant policies, laws and regulations, think about measures and methods to solve practical problems, accumulate practical experience, and strive to improve their comprehensive ability and quality. In this way, we can confidently answer any questions raised by the interviewer in the interview.