The preparation before the interview is very important for the success of the interview. The interview is an opportunity, and maybe this is the beginning of your success. During the interview, you only have 30 minutes to sell yourself to the examiner. So be fully prepared before the interview.

First of all, have a full understanding of the applicant and the position.

It is a necessary and effective means to obtain useful information by investigating candidates and positions before the interview. If you don't know the applicant and the position you are applying for, you will be helpless at the center of the interview process. Job hunting motivation is an important evaluation factor in the interview process. Examiners often ask such questions: Do you know our unit? Why did you come to apply? Do you know the position you are applying for? Why did you apply for this position? If you are hired, how will you work? For such a question? The answer is not just a technical question, and there is never a standard answer. If you haven't done any research, your answer is probably irrelevant. You may think your answer is appropriate and clever, but in fact you have made a big taboo. In the interview, you should answer every question with evidence and proceed from objective reality. This objective reality refers to the facts of the applicant and the position. Without this, your answer will lose its foundation and your success will lose its guarantee.

Investigating the units and positions that you want to apply for will reduce the blindness of applying, thus reducing the psychological contrast that may occur after being hired, and it is also conducive to the smooth development of future work and the design and development of career. In order to succeed in the interview, we need to investigate and understand the following specific issues: first, we should investigate and study the nature, main functions, organizational structure and scale of the applicant. The second is to investigate and study the applicant's personnel structure, such as age structure, professional structure, interpersonal relationship and so on. Third, get the information of the position you are applying for as comprehensively and truly as possible. Such as the nature of work, central tasks and responsibilities, required knowledge structure, ability structure and special requirements for hobbies, personality characteristics and technical expertise. Fourth, know the personal information of the supervisor of the unit, the immediate supervisor of the position you are applying for and the possible interviewer, such as name, education, major, birthplace, nationality, belief, family, hobbies, etc. Fifth, the approximate time of the interview, the environment of the interview place, the possible form of the interview, etc. Sixth, the news reports of relevant units, about the recent situation of possible interview examiners.

Second, the preparation for the interview should be done well.

Interview is a key link in the recruitment of national civil servants. It is not uncommon for many candidates with solid basic skills and good written test scores to be accidentally excluded from the ranks of national civil servants. The reason is that they didn't do well in the interview. They were either not prepared in advance, or they were nervous at the scene, or they accidentally fell into the trap set by the examiner ... in short, they didn't master certain interview skills.

Here, we provide candidates with the most complete, in-place and effective interview skills. As long as you can follow what we call "before the interview … during the interview … after the mistake …", I believe success will definitely wave to you in the near future.

1. Psychological preparation

In some interview situations, most interviewers are half awake and half drunk. Often the interview is far from the beginning, and most interviewers have already entered this dull state of self-confusion. There are many reasons, mainly cognitive bias, anxiety, fear and other inexplicable emotions. Before the interview, a wise candidate should try to tap his potential strength, eliminate the negative psychological influence with a positive attitude, and show his style confidently in the subsequent interview.

The interviewer can imagine the interviewer as your superior and the competitor as your colleague. At this time, the interview scene will be transformed into an interactive interpersonal situation, and the interviewer can cope with it calmly in a relaxed psychological state.

2. Image preparation

Before the interview, the interviewer should package himself in all directions in order to face the examiner with the best image. Usually it is difficult for the target company to find your talent at first, but your appearance can leave a deep impression. This is both an internal emotional reflection and an intuitive reality. Instrument image is the highest evaluation factor in the examiner's evaluation range, so candidates should pay attention to their instrument image.

3. Job hunting motivation

It is one of the basic tasks of the examiner to understand the candidates' motivation for job hunting. Usually the examiner will ask: Why did you come to our company to apply? What are your expectations for the position you are applying for? If you are hired, how will you develop yourself? What do you pursue in your work? Why did you quit your old job? Because of the low salary and poor life of civil servants in China, the pursuit of public servant consciousness, dedication and responsibility is emphasized. Therefore, in the interview process, when talking about your job-hunting motivation, you should show your lofty spiritual realm, not too much worship of material interests, nor too much self-esteem, otherwise you are likely to be eliminated.

4. Work experience

Employers generally adhere to the principle of employing people, that is, under the condition of equal quality and ability, those with certain work experience are preferred. In the interview, the following questions about work experience are usually mentioned: What kind of work have you done before? Which job do you like and why? Which job do you hate and why? What achievements have you made in your work that you are proud of? What mistakes have you made at work and what setbacks have you experienced? Think carefully when answering such questions.

5. Education and training

The examiner's main purpose in asking such questions is to verify whether the education and training you have received are conducive to completing the job you are applying for. Such questions mainly include: which school, department and major did you graduate from? What aspects of your education and training will help you apply for the job? When answering such questions, we should be honest and modest.

6. Future plans and goals

Employers are always concerned about the mentality of new employees and want to know whether they can devote themselves wholeheartedly to their work and whether they have clear goals and plans. Examiners usually ask: if you are hired, how do you plan to work? What do you think are your strengths and weaknesses after joining our company? Have you determined your goal in our unit? When are you going to achieve this goal? What would you think if there were other job opportunities? To answer these questions, we must first clarify our thinking and grasp the principle that individual plans and goals should be subordinate to those of the organization. If your proposal meets the interests and needs of the organization, you will be the first choice candidate.

Third, the scoring angle and main points of the interview

1. Scoring angle and key points of appearance and demeanor

For national civil servants, etiquette is more important. Generally speaking, you should have good facial features, clean clothes, civilized manners, full of energy and good health. On the one hand, it can leave a good impression and establish the company image. On the other hand, these people are highly nervous and busy. Only when they are energetic and healthy can they bear the pressure of heavy workload. In addition, people with dignified appearance, neat clothes and civilized manners generally have high self-cultivation, regular work and rest, pay attention to self-discipline and a strong sense of responsibility.

The evaluation points of manners and etiquette are as follows: ① Dress neatly, appropriately and without obvious mistakes; 2 calm, steady and generous; (3) Walking, knocking at the door and sitting in a chair conform to etiquette; 4 full of energy; ⑤ Oral English is elegant and polite.

2. Scoring angle and key points of intelligence structure

The so-called intelligence refers to people's ability to know and understand objective things. The factors of intelligence include observation, memory, thinking and imagination. Intelligence is the foundation of people's various abilities. Intelligence factors play different roles in human intelligence structure. Observation ability is the eye of intelligent structure, memory ability is the storage of intelligent structure, thinking ability is the center of intelligent structure, and imagination is the wing of intelligent structure.

Because of the need of work, civil servants must strengthen the function of thinking system, so that the analytical ability, comprehensive ability, comparative ability, abstract ability and generalization ability of thinking can be developed in an all-round and balanced way, so as to carry out their work better.

3. The scoring angle and key points of competency structure: (1) Chinese application ability; (2) writing ability; (3) Comprehensive ability analysis; (4) the ability to deal with interpersonal relationships; (5) creative ability; (6) understanding ability; (7) judgment ability; (8) Ability to master modern office equipment; (9) adaptability; (10) self-awareness; (1 1) self-control ability; (12) dominance; (13) learning ability; (14) organization and coordination ability.

4. Scoring angle and key points of knowledge structure

Civil servants should have a T-shaped knowledge structure, that is, an organic combination of extensive basic knowledge, practical auxiliary knowledge and profound professional knowledge.

5. The score angle and points of psychological characteristics: (1) interest; (2) emotion; (3) will; (4) temperament; (5) personality.

6. Work motivation and desire

7. Work experience

8. Outlook on life

9. Ideological literacy: (1) political literacy; (2) professional ethics.

10. Overall evaluation of candidates

This is the last part of the interview. After the interview, the examiner should summarize the performance of the candidate in the whole interview process, first grade or write comments on its specific aspects, and then evaluate the applicant as a whole, whether it is "employable", "unemployable" or "employable with conditions".

If in doubt, please consult the public education enterprises in China.