Interview With Civil Servants Of The Central Authority: The Most Important Thing Is Stability.

The national development and Reform Commission, the Statistics Bureau, the Central Discipline Inspection Commission and other departments have recently announced the relevant announcement of recruiting civil servants in 2007. The recruiting agencies will determine candidates for interviews and professional examinations according to the ratio of 3-5 times of the hiring plan, so the competition for interviews is not easy.

So how should candidates respond to civil service interviews with state and civil servants?

Recently, the reporter interviewed experts in the field of interview and guidance for civil servants.

　　公務(wù)員面試形象準(zhǔn)備：穩(wěn)重至上

From the past civil service recruitment interview, some candidates were eloquent, and talked in the interview, but the results were lost. But some of the candidates interviewed were very good at the interview, but not on the list.

This actually reflects a message: stability is recognized as the most needed quality of civil service posts.

Interview experts remind that stability is not only manifested in speaking and behaved, but also more importantly, candidates must be able to be calm when dealing with them.

Before the interview, candidates should know as much information as possible about the candidates and the target positions so as to have a definite purpose in the interview.

The information of the target position includes the nature of work, the functions and responsibilities of the center, and the requirements for the staff's knowledge quality, ability and quality, and psychological quality.

It is an effective way to get useful information before investigating the candidates and the job candidates before the interview.

At the same time, candidates want to strive for a steady impression, and dress and behave in a certain way.

Candidates should appropriately package themselves in order to face the examiners with the best image.

Hairstyle is simple, especially women. Never try fashionable hairstyles. In general, shawls or hair braids are more reliable.

Dress for interview is a little formal, but you don't have to change your daily habits to avoid feeling uncomfortable.

　　公務(wù)員面試四大環(huán)節(jié)：應(yīng)對有方

　　·無領(lǐng)導(dǎo)小組討論

In recent years, more and more recruitment units have begun to use leaderless groups to discuss this more complicated assessment method.

According to the introduction, leaderless group discussion is a method of collective interview for candidates, focusing on interaction between candidates.

In the form of leaderless group discussion, the candidates were divided into several groups, ranging from 5 to 9 persons, with equal status and discussions on the questions and materials given by the examiners.

The examiners do not participate in the discussion. Only by observing the performance of the candidates in the discussion, do they evaluate each candidate's ability and quality according to a set of preset standards.

There are three basic links in the implementation phase of leaderless group discussion: writing an outline, presenting views and discussing freely.

The commonly used evaluation elements of leaderless group discussion include comprehensive analysis, organization and coordination, debate and persuasion, contingency, teamwork, insight and language expression.

In the leaderless group discussion, the examiners make a comprehensive evaluation from two aspects: content and process.

The content mainly depends on the content and quality of the candidates' opinions; the number of effective speeches; whether they are good at putting forward new ideas and plans; whether they dare to express different opinions; whether they can improve their views based on others' opinions on the basis of adhering to their correct opinions; and how to analyze, generalize or summarize different opinions on the basis of others' opinions.

The process focuses on how candidates handle conflict of ideas, how to persuade others to accept their own views, whether they are good at eliminating tension, persuading others, mediating disputes, and fully mobilizing the initiative of speaking. Whether they can listen to other people's opinions or respect others, see the initiative and sensitivity of speeches, and observe the emotional control and behavior of examinees.

Weapon: many candidates try to persuade others in arguing, easily expressing excitement or deliberately emphasizing themselves. These are undesirable.

Experts pointed out that in the leaderless group discussion, candidates should pay attention to several problems: first, speak actively, take the initiative, do not attempt to monopolize the speeches, nor can they be silent for a long time, and be passive everywhere; second, speak clearly, clear thinking, grasp the essence of the problem, and be concise and comprehensive; third, lay a good foundation for interpersonal relationship, and have a natural attitude and courtesy.

Even when expressing different opinions or refuting other people's previous remarks, they should not make a bad statement. They should clearly demonstrate their positions on the one hand and not embarrass others on the one hand. On the other hand, they should not embarrass others; fourth, in the debate, we should lay more facts and reason; fifth, under normal circumstances, we should look for opportunities to become leaders of group discussions, but we should note that sometimes leaders are not necessarily the most suitable criteria for job evaluation, so we should learn to show our most suitable positions.

　　·人際關(guān)系處理與協(xié)調(diào)能力測評

In practical work, civil servants have to deal with all kinds of people and whether they have strong interpersonal skills to deal with and coordinate, which will directly affect their ability to carry out their work smoothly and fulfill their tasks according to their quality and quantity.

Therefore, interpersonal relationship handling and coordination ability has always been one of the key items of civil service recruitment interview.

The general proposition and related points are as follows: 1, the relationship between civil servants and leaders; 2, the relationship with the masses; 3, the relationship with friends and colleagues; 4, the relationship with other units.

　　支招：1、清醒地認(rèn)識到自己的性格特征，以及與朋友、同事、領(lǐng)導(dǎo)等交往的實際情況。2、大概了解報考單位或職位對人際關(guān)系處理與協(xié)調(diào)能力的特殊要求。3、掌握正確處理人際關(guān)系的一些基本原理，如人際交往的主動性、適應(yīng)性、有效溝通。

　　·求職動機(jī)及與擬任職位的匹配性

Generally speaking, when the purpose of personal employment is consistent with the conditions offered by the proposed position, it is more likely that the individual will be competent for the position and work steadily.

Therefore, in the civil service interview, there are links to examine the matching between candidates' job motivation and their positions, mainly based on the question of willingness, which involves many aspects of the candidates' life value orientation and life attitude.

Weapon: "examination motivation" is one of the most common problems in various job interviews. Candidates must be prepared before the interview.

First of all, we should collect some information about the employer's situation, especially the content, nature and job requirements of the work that you want to do, and try to be more detailed.

When the examiner asks for a motive for entering the examination, he should be calm in answering questions, and be tactful in his speech. If he can make a concise, proper generalization of the situation of the employer, and naturally reveal his own ideological tendency, he will finally talk about why he applied for the unit, and I believe it will leave a good impression on the examiners.

　　·考生背景資料詢問

Most of the candidates' personal background information is reflected in the curriculum vitae. There are two main reasons for this problem in the interview: one is to verify the authenticity of the written information provided by the candidates; secondly, starting from some simple questions, it helps the candidates to gradually adapt to the examination environment, relieve the tension, establish confidence, and quickly enter the role and play their due level.

Weapon: when answering personal background information, the examinee should pay attention to the following points: 1. Do not need to think more about some simple personal information problems. The most important thing is to adjust your exam status at the beginning, confident, articulate, comprehensive and complete, while paying attention to the answers as concise and clear as possible.

2, let the recruitment units interested in the content can be more appropriate, such as what kind of social work have done and what feelings, what courses have been selected, what honors and awards.

3, some personal information problems, candidates should not worry about their gains and losses, deliberately hiding anything, or even lying, once found by the examiners, the result will be very bad.

(Xu Nanxin

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