Hotel Recruitment Structured Interview Questions

Interviews, especially structured interviews, are an important part of the public selection and competitive induction examinations for party and government leading cadres. In recent years, they have played an important role in selecting the right cadres. From an international perspective, structured interviewing is a relatively common leadership talent evaluation method, and it has a better actual effect in selecting talents. However, structured interviewing has not been widely used in our country for a long time. Some candidates do not know enough about it, are nervous during the interview process, and fail to achieve the desired results. In order to help candidates make psychological adjustments before the exam and fully demonstrate their true talents, here is a brief introduction to the characteristics, procedures and precautions of structured interviews.

The connotation of structured interviews

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

Structured interviews are also called standardized interviews. It requires that the composition of test questions, assessment elements, scoring standards, time control, composition of examiners, implementation procedures and score statistics must be standardized in advance according to structured requirements. sexual design. During the face-to-face conversation with the candidate in a question-and-answer manner, the examiner will evaluate the candidate's relevant abilities and personality characteristics based on the candidate's speech and behavioral performance.

Based on different basic principles, structured interviews can be divided into situational interviews and behavioral interviews. In the situational interview, the examiner asks the candidates one by one about the conflicts and problems they may encounter at work, and requires the candidates to analyze and propose solutions and methods. The basic principle on which this kind of interview is based is that "behavioral intention affects behavioral performance", that is, the candidate's answer determines the actual actions that may be taken to a certain extent. Behavioral interviews require candidates to describe relevant examples in their past work and explain the specific measures and methods they took to solve problems and overcome difficulties at that time. The basic principle it is based on is that "human behavior is consistent", that is, past behavior can predict future behavior. At present, situational interviews are mainly used in open selection and competitive employment structured interviews, and sometimes a combination of situational interviews and behavioral interviews is also used.

The functions and effects of structured interviews

In structured interviews, it usually focuses on governance capabilities, job requirements and competency frameworks, and tests candidates' self-perception and comprehensive abilities. Analytical ability, decision-making ability, organization and coordination ability, innovation ability, adaptability, verbal expression ability and leadership temperament and demeanor, etc.

The main advantages of structured interviews are high degree of standardization, low dependence on examiners, relatively fair, good reliability and validity, and the selected cadres have high overall quality and strong work ability. Its shortcomings are mainly: each link is "prescribed actions", there are no "optional actions", and the format is not flexible enough; facing an interview panel composed of 7 to 11 examiners, answering "reasonable and unexpected" questions , some candidates will inevitably have psychological pressure and feel nervous. If they do not handle it properly, they may not be able to fully demonstrate their true talents. However, in recent years, anonymous surveys of employers, examiners and candidates have shown that structured interviews are actually more effective in various aspects, mainly reflected in:

The procedure is fair. Structured interviews stipulate in advance the composition of test questions, assessment elements, scoring standards, time control, composition of examiners, implementation procedures and score statistics. It is particularly important to emphasize that in order to ensure the objectivity and fairness of the examiner's judgment, the list of examiners is required to be kept strictly confidential before the examination, independent scoring is adhered to on-site during the examination, and the gymnastics scoring method is used when scoring. These regulations and corresponding measures fully demonstrate that the same "ruler" is used to select candidates and all candidates are treated equally.

The test questions are targeted. Based on the responsibilities, tasks and requirements of the position, select typical work scenarios and the main problems faced in the job to design interview questions.

The interview questions focus on reflecting the national and provincial conditions as well as the characteristics of the industry, department, unit, and position, and are highly targeted.

The question is open-ended. Compared with the interview questions for general civil servants, the structured interview questions for leading cadres have a wider space for answering questions, and the question "holes" are larger, and ordinary leading cadres can more or less answer them. However, depending on the depth and breadth of the answers, the differences in knowledge, ability, experience and other qualities of the candidates can be tested.

The results are predictive. The structured interview is systematically designed according to the requirements of the position, the test is more in-depth, and the interview results can better reflect the actual work ability of the candidate. Cadres who stand out in interviews have a quality structure that is more in line with the requirements of the position, and can usually enter their roles within a short period of time after taking up the post.

Organization and implementation of structured interviews

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

Examiner composition. The examiner group usually consists of the main leaders of the employer, main leaders of relevant units, industry experts and evaluation experts, and leaders of the organization's human resources department. The number of examiners generally ranges from 7 to 11. This composition of examiners is conducive to making a comprehensive evaluation of the examinee's ability, quality and personality characteristics from multiple angles.

Pre-examination examiner training. Pre-examination examiner training mainly helps examiners understand the background of the position, become familiar with the procedures and requirements for interview implementation, and master interview questioning and evaluation skills. Examiner training helps unify the evaluation standards among examiners and improve interview reliability and validity.

Examination organization. This is a systematic project, the main links are: ⑴ Venue. Including interview room, waiting room, preparation room, and lounge. ⑵Closed. Seal the candidate to ensure physical separation between the candidate and the examiner before the interview. ⑶Service. Provide warm and considerate service to test takers and examiners. ⑷Supervision. Supervisors supervise the entire process.

Operation process. The structured interview procedure usually includes the following steps: preparation, the candidate enters the room; the examiner reads out the instructions and explains the interview requirements; the examiner asks questions one by one; at the end of the answer, the examiner makes an independent judgment; collects the evaluation form, scores, etc.

Notes on participating in structured interviews

Open selection and competitive employment The structured interview is a selection examination with fierce competition. Some candidates have some misunderstandings during the examination process, such as not understanding the job requirements, guessing questions with the help of some examination guidance materials in the society, being too nervous during the interview, focusing on one thing and not the other in controlling the time to answer questions, etc., which makes the interview results unsatisfactory. can accurately reflect its actual level. Preparing for a structured interview should be based on understanding the characteristics of structured interviews and focusing on the requirements of the position.

Learn more about job requirements. In recent years, the examination and evaluation of leading cadres has significantly improved in terms of job pertinence. Examination and assessment agencies generally conduct a job analysis before making a proposition, collect various information related to the selected position, understand the working environment, main responsibilities and tasks of the position, as well as the specific requirements for candidates in terms of knowledge and ability, and then classify them into categories. proposition. In the structured interview for the open selection of deputy department-level leading cadres in 2002, Hebei Province divided the positions into three categories: party and government, universities, and enterprises, and formulated test questions respectively, which achieved good results. Therefore, candidates should have an in-depth understanding of the main responsibilities and tasks of the position or position category they are applying for, and make psychological adjustments so that they can perform normally and perform at their actual level.

Accurately grasp the interview process. Standardization of procedures is an important feature of structured interviews. The interview procedure is the same for every candidate. During the interview process, "Interview Instructions" are usually issued to candidates in advance, and the examiner will also explain specific requirements before the interview, such as the number of questions, total answering time, recommended answering time for each question, timing method, etc. Some candidates may fail to correctly grasp the interview procedures, especially the time rhythm, due to lack of interview experience or being too nervous on the spot. The time arrangement is not scientific enough, and they may spend too much time on individual questions and fail to fully answer other questions. .

Therefore, candidates must understand the interview procedures well before the interview, grasp the time to answer questions, and give each question roughly the same time. During the interview process, they should adjust the content of the questions according to the time prompts to ensure that the weight and weight of each question are answered. thickness.

Pay attention to your answering skills. Candidates should avoid the following two situations when answering questions: First, they do not pay much attention to the specific direction of the question. When answering the question, they are "unbridled" and answer the question. When they see that the question seems familiar, they just go on according to their own meaning, which seems to be related on the surface. , in fact, the difference is just a hair's breadth, but it's a thousand miles wrong; the second is to only answer "what is it" and not "how to do it". Some candidates only talk about their understanding and analysis of the problem, but do not elaborate on the measures and methods to solve the problem. The structured interview mainly tests the candidate's ability to analyze and solve practical problems. It not only depends on the candidate's ability to judge things, but more importantly, its ability and level of handling complex problems. Therefore, when answering questions, candidates should answer the questions according to the specific questions. On the basis of in-depth analysis of the problems, combined with the actual situation, they should put forward specific measures and methods to solve the problems in a targeted manner to fully demonstrate their talents.

Focus on improving practical abilities. Candidates participate in structured interviews, and it is helpful to understand some answering skills, but in order to achieve excellent results, the most fundamental thing is to strengthen study and practice at work, use their brains in "practical" and "do things" Work hard and strive to have the policy theory level and practical work ability required by the position. With the continuous development of examination and assessment technology and the continuous improvement of examination and assessment systems, opportunistic "examination professionals" will have less and less room to survive, and the phenomenon of "high scores and low abilities" will gradually disappear. Only those with real talents and abilities who meet the job requirements will Candidates can stand out in interviews. Therefore, candidates should strengthen their studies at work, become 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 abilities and qualities. In this way, you can confidently answer any questions asked by the examiner during the interview.