20 15 China telecom campus recruitment interview form?

The interview form of China Telecom is structured interview.

Structured interview is a competency test, not a general interview. In the structured interview, many examiners ask questions to the candidates according to a set of pre-designed test questions containing various evaluation factors, and give the candidates' scores on each evaluation factor according to the candidates' answers. The sum of the scores of each evaluation factor is the final score of the candidates' structured interview.

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 choose a candidate who is more suitable for the position. If there is no job analysis of the job requirements, then it is impossible to determine the employment standards closely related to the proposed job requirements, and it is also impossible to achieve the best interview results. Therefore, determining evaluation elements based on job analysis is an important feature of structured interviews.

2. The implementation process of the interview is the same for all candidates. In the structured interview, not only all candidates applying for the same position have the same interview topics, but also the interview instructions, interview time, presentation order of interview questions and interview implementation conditions. This makes all candidates interview under almost the same conditions, ensuring the fairness and justice of the interview process.

3. There are standardized and operable evaluation standards for interview evaluation. For each evaluation factor, structured interview has standardized and operable evaluation criteria. Outstanding performance is that each factor in the interview has strict operational definition and observation points, 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 standard for evaluating candidates. The evaluation standard also stipulates the weight of each evaluation element, so that the examiner can know which elements are main and key, and which 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, then the arithmetic average score is taken, 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 at least 2, usually 7 to 9. Generally speaking, the examiner's composition is not decided at will, but is scientifically allocated according to a certain proportion according to the needs of the proposed post, such as specialty, position and even age and gender. One of them is the examiner, who is generally responsible for asking questions to candidates and mastering the whole interview process.

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