Interview Type: File Basket Test Interview

File basket test is a commonly used method in foreign talent evaluation, and it is gradually adopted in domestic talent selection.

1. The concept of file basket testing

File basket test, also known as document processing test, is one of the most commonly used and core technologies in interview evaluation. File basket test is a commonly used assessment method in scenario simulation test, which is used to select managers and examine the ability and quality of authorization, planning, organization, control and judgment. The general practice is to let candidates process business records, letters, reports, statements, instructions, related materials and other documents within a limited time (usually 1 ~ 3 hours), involving personnel, funds, finance, work procedures and so on. Generally, only calendars, background introduction, exam tips and paper and pencil are given. Candidates can reply letters and telegrams, draft instructions, make decisions and arrange meetings without the assistance of others. In addition to reading the written test results, candidates are also required to explain their own problem-solving methods and score according to their own thinking process.

The document basket exam is very popular because of its extensive content and high efficiency.

2. Advantages and disadvantages of file basket testing

Two outstanding advantages of (1) file basket test

First, the scope of examination is wide. As a paper-and-pencil file basket exam, the basis for evaluating candidates is the way and reason of file processing, which is the result of static thinking. Therefore, in addition to the elements that must be reflected through the dynamic process, any background knowledge, professional knowledge, operational experience and ability elements can be included in the document, and the examination of candidates' quality can be realized through the processing of documents by candidates.

The second is its high efficiency. Because the documents used in the basket test are very similar to those commonly used by candidates in job hunting, sometimes they are completely real documents. Therefore, if candidates can properly handle the test documents, they are naturally considered to have the qualities needed for the job.

The former advantage makes the file basket test widely applicable, while the latter advantage makes it easy to understand and accept. Therefore, the file basket test is one of the most commonly used test methods in many scene simulation tests.

(2) Two shortcomings in the implementation of the basket test.

First, it's hard to tell. Apart from personal qualities, different organizations, such as institutions, atmosphere and management concepts, have different evaluation criteria for the handling of a document. Obviously, government agencies and companies, private enterprises and state-owned enterprises have very different handling of relevant documents. People who are engaged in practical work in China often lack a deep understanding of the management or operation of the recruitment unit, so how to deal with the documents can fully show that the candidates have the qualities needed for the recruitment position, and there are often differences in understanding between professionals and practical workers. So the score is not easy to grasp.

Second, it is not economical enough. It takes a long time to design, implement and grade the exam, and it costs a lot of energy and money.

3. Design of File Basket Test

The design of file basket test must firmly grasp three links:

(1) job analysis

In-depth analysis of the characteristics of the job, determine what knowledge, experience and ability you must have to be qualified for this position. The method of job analysis can be interview, field observation or questionnaire survey. Through job analysis, it is necessary to determine which elements should be evaluated, which elements can be fully evaluated, and how much weight each element should occupy.

Basket testing can usually check the following elements:

(1) written expression and understanding; ② Overall planning ability; ③ Ability of organization and coordination; 4. Insight into problems and ability to judge and make decisions; ⑤ Appointment authorization ability; ⑥ Ability to guide and control; All landowners post special qualities, such as knowledge of laws and regulations.

File basket test score table (senior management selection)No. Name, gender, age, education level, job evaluation elements, observation elements, full marks, remarks, problem-solving insight.

Problem insight into the causes of the problem, grasp the relationship between related problems, induce and synthesize, form a correct judgment, and foresee the possible consequences of the problem 10X solution.

Put forward effective measures to solve the problem and put them into practice. Even in the case of unknown situation, the plan of 10Y can be made in time.

Make overall plans to determine the correct, realistic and forward-looking goal arrangement, effective measures and action steps to achieve the goal, and formulate a correct and reliable action plan 10Z for daily management and appointment.

Authorize subordinates to assign tasks appropriate to their responsibilities and expertise, provide subordinates with the human, financial and material support needed to complete the tasks, mobilize the use of subordinates' strength, and give full play to their expertise and potential.

Control indicates the direction of actions and efforts to subordinates, initiates, promotes or terminates related work in time, maintains the normal operation of the organization, and supervises and controls the expenditure of activities and other resources.

Coordinate all the work and actions of subordinates to make them an organic whole, and adjust the contradictions and conflicts of different interests according to certain principles and requirements.

Subordinates understand their difficulties, solve their difficulties within their power, respect subordinates, listen to their opinions, care about them, help them adapt to new job requirements, and attach importance to and promote their personal development when conditions permit. Personal efficiency pays attention to hard work, efficiency and action, and uses, allocates and controls one's time reasonably and effectively.

Examiner signature

(2) Document design

Including what kind of documents to choose, such as letters, statements, memos, instructions, etc. ; Determine the content of each document and select the scenes contained in the document. There are a large number of documents, and the appropriate time is 2 ~ 3 hours. The issuing method of the document and its writing rules can be ignored, but the writing direction of the document (up and down, inside and outside, etc.). ) should be different, pay special attention to the design of each document evaluation element. Different processing of documents can usually reflect different requirements. We should control the handling of documents and determine scoring rules or standards to avoid the situation that all elements are scored at the same time and cannot be attributed to a certain element.

(3) Test scores

After the implementation of the file basket test, it is generally graded by experts and people with post work experience (generally the superior supervisor and the leader of the personnel organization department who selected the post). In addition to formulating grading standards in the previous design, it is more important to train raters to grade according to grading standards rather than personal experience. Special attention should also be paid to the grading procedure. You can consider your own independent scoring, then exchange scoring results, explain the reasons for the difference in scoring, then score independently for the second time, and finally count the average scoring results (if there are many raters, you can remove the score and the lowest score), and take the average score as the final score. Sometimes if the candidate's answer is not clear, it is necessary to ask the candidate questions and determine the score according to his explanation of the treatment method.

The design of the whole basket test should pay special attention to two points:

The first is to grasp the difficulty of the examination materials. At present, the knowledge, experience and ability of various posts in China lack objective and reliable basis, so it is difficult to grasp the difficulty. If you don't grasp the materials correctly, it will be too difficult. Although you can sometimes select excellent talents as a selection test, you are overqualified, and it is hard to imagine that this person will work in this position with peace of mind, resulting in a waste of human resources. If the materials are too easy, there will be a "ceiling effect" in the exam, and everyone will get high marks, so it is impossible to distinguish the abilities of candidates.

Second, we should pay attention to the authenticity of the materials. Completely fabricated materials, candidates can reason based on general knowledge, the results are not targeted, and there is no difference in the level of candidates. Candidates need to go through a long training and adaptation process after being hired. Completely authentic materials, too much emphasis on the investigation of experience, ignoring the investigation of potential, the final selected person is undoubtedly the same as the cultural atmosphere of the recruiting unit, which violates the original intention of introducing foreign talents and importing fresh blood for the unit. At the same time, completely authentic materials make the recruitment examination itself unfair to both internal and external candidates. At the same level of ability, internal candidates are more likely to be admitted, giving people the impression that "everything is preset and the exam is just a formality", which is especially unfavorable for units that really want to introduce external talents.

4. File basket test implementation procedures

The paper basket test can be tested collectively, and the implementation process is divided into three steps: preparation, testing and grading.

(1) preparation

Mainly refers to the preparation of examination materials and test sites. The examination materials for each candidate should be numbered in advance, and the answer sheet should also have the corresponding serial number. Before implementation, attention should be paid to inventory and inspection. The answer sheet mainly consists of three parts: first, the candidate's name (or number), the applicant's unit and position, and the serial number of the certificate; The second is to deal with opinions (or measures), signatures and processing time; The third is the reason for handling. File serial number is only the identification order of files, not the processing order. Candidates should be allowed to adjust the order according to their own priorities, but the documents issued to all candidates must be in the same order to show fairness. The test center requires spacious and quiet, one person, one table and one chair, and does not interfere with each other. For the sake of confidentiality, all candidates completed at the same time. If the contents of the document involve some internal information of the recruiting unit, all candidates should be trained and introduced before the exam, so as to narrow the difference between internal candidates and external candidates in their familiarity with the position.

(2) implementation

Example of answer sheet for basket test

Paper basket test answer sheet

Opinions on dealing with the serial number of the candidate's selected position file;

symbol

Reason for processing month and date:

This is a simulation exercise for some office work. The purpose is to know your experience and ability in office affairs.

The following is the relevant background, please read it carefully and keep it in mind:

You are one of the secretaries of the bureau office, and everyone calls you Xiao A. This office is a functional department that directly assists several bureau leaders. Director Tian is currently in charge.

Today is Friday, May 24th. 1996. The presidium held an important meeting in the outer suburbs. Director Tian and other colleagues in the office went to the meeting, only you stayed. All bureau leaders are attending important meetings. You can't ask them for instructions, and other colleagues in the bureau can't help you for various reasons. Unfortunately, you can't get in touch with Director Tian and other colleagues who are having a meeting in the suburbs because of the telecom line failure there.

Last night, Director Tian sent you a note from the client:

Little a:

Tomorrow (24th), there are several things to do for you:

1) Director Li, who is in charge of housing allocation, solicited the opinions of the dismissed workers on the fifth draft of the housing allocation measures. Please take a look at the staff's comments and draft a report of about 500 words for me.

2) Intern Zheng Lan said that she left a message. Please read it. Recently, the information reported by the bureau has become less and less useful. See if this information can be reported or modified.

Please write to Yang Jing and tell her that we have accepted a new secretary.

4) Please follow the instructions in the letter from Director Li to Deputy Director Ma.

The above things can't be put off any longer, they will be finished tomorrow morning anyway. 65438+ 0: 00 pm, there is a car to meet the place. You can't take a ride to the meeting place. It's really busy here.

If anything happens in the office tomorrow morning, you should play it by ear. Don't let my absence affect the normal operation of the office.

thank you

Tian 5.23

It's half past eight in the morning. As soon as you go to work, you will get the above instructions and related materials. Your task is to finish all the work according to the instructions.

The following are the procedures and regulations that you must follow when completing your work:

Secondly, please draw up today's schedule on the schedule. If the situation changes, the schedule can be changed, but it must be indicated on the schedule.

Please complete all tasks independently according to your own understanding of secretarial work and corresponding instructions, and be sure to explain the reasons for doing so, otherwise you will lose points.

Please start now!

Please judge whether the following statements are correct and choose Yes or No:

1. You are the only one working in the bureau.

A.yes, b no.

2. If you are not clear, you can call Director Abel Tamata for instructions.

A.yes, b no.

If you can handle it well, explain it to Director Tian, and he will understand.

A.yes, b no.

It is allowed to change the schedule.

A.yes, b no.

How to deal with a thing is sometimes intuitive, without giving reasons.

A.yes, b no.

(3) Scoring

It should be done immediately after the candidates finish, especially when there is a design that questions the candidates. In order to be objective, candidates can be numbered, and one person can read out the candidates' handling opinions and reasons to all raters, and the raters can score independently. In order to ensure the consistency of grading, it is very important to train raters beforehand. Some candidates (or simulated candidates) can be considered for trial grading, and the problems existing in the grading process can be investigated by the raters and then carried out after reaching an agreement. When scoring, it can be evaluated one by one by serial number or classified by file content. The former method can form an overall impression on the quality of candidates, while the latter method is easy to achieve the consistency of scoring standards.

(4) Examples of basket testing

Case:

On February 25, 2004, the deputy director of a municipal personnel bureau received a "complaint letter" from the masses, which read as follows:

Leaders of Municipal Personnel Bureau:

My name is Zhang X, and now I work in XX City Bureau. For various reasons, I was rated as incompetent in the annual assessment in 2002. On this basis, the unit leader dismissed me on March 27th this year and informed me in writing. Since April, the unit has stopped paying my salary.

After receiving the notice of dismissal, it was hard for me to accept it. I was in a trance and found it difficult to meet people. At the same time, because the wife's income is relatively low, the life of a family of three is greatly affected. Therefore, I complained to the unit leader on April 20 this year. However, the leader of the unit said, "You are dismissed and no longer a member of my unit. And it has been more than half a month, and we will no longer accept it. " In desperation, I have to write to you to reflect the situation. Please ask this matter in your busy schedule and care about me as an ordinary person.

Complainant: Zhang×××

February 23(rd), 2004

If all the contents of this Complaint are true, do you think Zhao X's unit handled him correctly and explain the reasons? Please put forward specific suggestions according to the relevant provisions of the Provisional Regulations on State Civil Servants.