Analysis: This question mainly examines candidates' correct understanding of the basic quality of talents and whether they can evaluate themselves comprehensively and objectively. From the examinee's answer to this question, the examiner can also see whether the examinee is confident (or arrogant and inferior).
Candidates should pay attention to the following points in addition to the above three points when answering:
Although this is your subjective evaluation, which is greatly influenced by personal confidence and value orientation, that is to say, the advantages and disadvantages you describe may not be in line with the actual situation, but your statement will affect the examiner's judgment of your ability to some extent. For example, candidates are modest and their language skills need to be improved. Therefore, although you are fluent in language, clear in structure and well-organized, and can make full use of nonverbal symbols in the interview, the examiner will be more or less influenced by the examinee's own negative conclusion when drawing a conclusion.
As a "social person", candidates actually have many advantages, such as diligent study, strong collective concept and good at analyzing problems. Interpersonal skills, even listening to your mother's words, and loyalty to love are also advantages, but candidates must highlight the key points: excellent characteristics and advantages related to the position they are applying for. If the advantages repeatedly emphasized by candidates are actually very general, it will be counterproductive. We should also start with these two points when talking about shortcomings, but the specific treatment is just the opposite; One is to "avoid reality and be empty" and talk about some trivial shortcomings, instead of exposing the major defects in your ability structure too frankly. The other is to talk about some shortcomings that have nothing to do with the job application. For example, candidates can frankly tell themselves that their ability to organize large-scale social activities is poor when applying for the file manager of a bureau's reference room. In addition, there is another way of "speculation", that is, one's own "security shortcomings", that is, those shortcomings that are shortcomings in some occasions, but may be advantages in other occasions. For example, it is difficult for you to get along with people who are irresponsible for their work, and work is often delayed because of perfection. But this "security loophole" can easily make experienced examiners think that you are "glib", so use it with caution!
Pay attention to your expression, manner and intonation when talking about advantages. Please keep a low profile. Sometimes you can express your hope and efforts to "go up a storey still higher"; When talking about your own shortcomings, don't stop at the shortcomings themselves, but focus on your determination and actions to overcome them.
(4) don't generalize, you can combine specific cases-although the examiner has no clear requirements.
⑤ Don't talk about more than three advantages (specifically or emphatically); It is not uncommon to talk about only one shortcoming.
2. Q: Do you like your teachers and classmates?
Similar questions include "Do you think it is easy to get along with colleagues in the company?" "Do you get along well with the unit leaders?" Wait a minute.
Analysis: When asking such questions, the examiner wants to examine the candidate's interpersonal tendency, interpersonal skills and ability, and judge the general social role and social image of the candidate. In addition, the responsibility attribution of candidates in social communication is also a main evaluation content, that is, candidates attribute the success or failure of communication to themselves or others.
For this kind of tendentiousness evaluation question, language expression is secondary to candidates' answers, and the key is attitude, and candidates should adopt a positive attitude. On the one hand, it embodies the collective concept and teamwork spirit of candidates, on the other hand, it also embodies the tolerant and open-minded quality that candidates should have in dealing with interpersonal relationships and other things.
The main points that candidates should pay attention to are:
You can't simply show your attitude, but also use vivid and real cases to illustrate it, so that you can get along well with people.
The quality of being strict with yourself and being lenient with others is vividly displayed.
Never use negative language to criticize the shortcomings of the school or past units, and criticize the personality defects of classmates, colleagues and leaders.
(3) Although this kind of question mainly examines the interpersonal tendency of candidates, from a psychological point of view, interpersonal tendency
It is closely related to interpersonal skills. Therefore, if candidates admit that there are problems in their interpersonal relationships, they will also admit their shortcomings in the ability structure such as interpersonal skills and coordination skills.
3. Q: "Every one of us may make mistakes. Can you talk about your mistakes and failures in your study (or work)?
Similar questions include "Can you talk about your proudest achievements?"
Analysis: This kind of problem is more realistic than the "pros and cons" problem. The latter is subjective, while the former focuses on objective facts. But this kind of question is essentially aimed at the personal evaluation of candidates, but this kind of investigation is indirect and hidden. Because although the topic is ostensibly about the success and failure of the candidate. However, personal past successes and failures can only be used as a reference. What matters is only the evaluation criteria and subjective feelings of candidates for success or failure, and the self-development motivation that candidates get from personal success or failure.
Candidates should refer to the above points for targeted answers, and candidates should also pay attention to the key points in 1 Some candidates only know how to decorate their success with adjectives, but they don't know how to speak with existing facts is the most convincing.
4. Q: "Do you have any hobbies? Or "What do you like to do during the break? …"
Analysis: Candidates ask about hobbies, not chatting with them. Although many candidates understand this, the examiner asked. What does this mean?
The evaluation of hobbies is complex and uncertain. The possible situations are.
① Investigate the integrity of the examinee's personality structure, the richness and stability of life through hobbies. If the candidate has no hobbies and his spare time is monotonous, then the candidate's personality structure may be defective. On the contrary, a person who has a colorful spare time will get great pleasure and a sense of accomplishment from life, and his life will be highly stable, thus playing an active and effective role in supporting his work, and the fatigue, tension and pressure arising from his work can also be adjusted and alleviated in his spare time.
Some examiners believe that candidates who love learning in their hobbies will certainly be able to study in their own jobs, and their work will be more intense and in-depth.
(3) Some candidates have the same hobbies as an examiner. For example, a candidate said that he likes playing table tennis and won the second place in the table tennis event of the city university sports meeting. As it happens, the examiner also loves to play table tennis, forcing the unit to have no opponents, and it is boring to play. At this time, does the candidate's hobby become a "key"?
(4) Candidates who have one or two hobbies will impress the examiner. The more outstanding the results, the deeper the impression on the examiner. Sometimes the examiner will even consider recruiting such candidates specifically for this purpose, so that the unit can become an instant hit in related activities and competitions and improve its comprehensive strength.
⑤ Examiners understand the candidates' sports hobbies, not looking for "fans" but understanding the candidates' work energy, vitality and physical health from the side.
The last thing candidates should pay attention to is: don't dig traps for yourself. If the examiner concludes from your account that your hobby will interfere with your work, dig a trap for yourself. Some candidates proudly claim that they like to play golf and join a club and train for at least 30 hours a week. For such candidates, the examiner may recommend them to become professional golfers. In addition, the examinee's "unsafe hobbies" will also make the examiner deny the examinee without hesitation, such as skydiving, rafting, cave exploration and other hobbies.
5. Q: "Are you seeing someone?" Or "What do you think of your marriage and family life?
Analysis: This kind of question seems to exist only in the private life of candidates, but candidates should understand that the reason why the examiner asks about your private life and feelings is bound to be related to the interview. Candidates don't have to worry, just answer from this angle.
For unmarried candidates, examiners often ask this question. Although this question is a bit sensitive, it is absolutely necessary because it involves the living arrangements of candidates after admission. Married candidates are bound to have a series of problems, such as housing, marriage and maternity leave. And married candidates who live apart from each other also involve the issue of spouse transfer. These problems are very realistic and must be cared and helped by the leaders of the unit. If it is not solved well, it will definitely affect the mood of candidates after work and bring unnecessary influence to personal life and work.
Candidates who answer this question must tell the truth and make necessary explanations. It is particularly important to note that in the case that the relationship between the candidate and the lover is unclear, the candidate does not need to indicate it here.
As for the questions about the candidates' marital happiness and evaluation of their spouses, the examiner intends to examine whether the candidates' family life will affect their future work. In addition, the candidates' determination of their roles and responsibilities in marriage and family life will also help the examiner to establish a complete impression of you and let the examiner make sure that you will not have any life problems that affect the image of civil servants.
If the applicant has just divorced and is directly asked whether the divorce will interfere with his future work, the applicant should give a clear negative answer and emphasize his adaptability to life and his civilized and rational relationship with his ex-spouse.
Sometimes examiners ask such questions with other meanings, that is, they want to know from the side whether candidates can often work overtime and travel frequently in the future. For the examiner's intention, even if the candidate is very clear, it is best not to answer directly: "Maybe you asked if I can travel frequently, and my answer is yes."
In addition, candidates can't do without real questions. In fact, the examiner doesn't really care about your lover or spouse being beautiful (or handsome) or competent.
Clever answer:
"Divorce is not an easy thing, but things have passed and will not bring trouble to work."
"Yes, I have a boyfriend. We love each other deeply. We have considered the question of getting married. He works in XXX now.
A poor oral answer
"I'm sorry, I don't think this has anything to do with work. I refuse to answer. "
"I don't know what happened to my family. Our relationship is not very harmonious, but we haven't considered divorce yet. She doesn't understand me at all and doesn't support my work ... "
6. "Why did you apply for this position?"
Or "you have done a good job in similar administrative affairs management, why do you still apply for civil servants?"
Analysis: When the examiner directly or indirectly asks the candidates about their job hunting motives, the candidates should understand that enthusiasm and responsibility are not enough. What the examiner wants to know is how much you know about this position. In particular, I want to clarify the applicant's understanding and confidence in whether he is suitable or competent for this job.
Therefore, to answer such questions, candidates must first clearly express their understanding and interest in the work of civil servants. Candidates can also combine their professional ideals or values to prove it.
Secondly, candidates should emphasize that they have some qualities and abilities required by this position and are at a high level. To this end, candidates can refer to the relevant contents of the national civil service quality assessment introduced in the previous chapter. For example, candidates who apply for foreign trade and foreign affairs activities can answer questions in a foreign language after obtaining the consent of the examiner.
Finally, candidates should show their confidence that they can be admitted in the future and do well in their posts.
There are several points to emphasize.
The theme of this question is the ideal match between the applicant and the job, not the personal interest of the applicant.
Applicants should avoid showing impure or vulgar job-hunting motives, such as: "I like this job because it has many opportunities to go abroad ..."
(3) Candidates can talk about their motivation to apply for the exam according to the specific reality of the unit if they have mastered some information of the unit in advance. For example, a candidate does not understand the actual situation of the unit (including the working environment and the nature of the work, etc.). ), but from his own computer major, how to give full play to his talents and devote himself to the development of the unit, such as establishing a local area network in the unit, realizing paperless office, connecting to the Internet, establishing his own home page and showing the "network image" of the unit. The examinee's answer is correct, but the unit actually does not have such manpower and financial resources. It seems that the unit leader did not intend to install this. Therefore, candidates' remarks can only be regarded as "unrealistic" fantasies.
(4) Candidates can also talk about positions or jobs that can fully develop and further improve their talents, and on this basis, they can work better-the answer from this perspective may be more true and convincing.
7. Q: "What do you think of the current treatment of national civil servants?"
"Your previous job may have higher wages and benefits. Why do you still apply for national civil servants? "
This kind of problem often appears in the interview of national civil servants, because the current actual situation is that the income of national civil servants is relatively low compared with some high-income occupations, so young comrades in some organs are not enthusiastic about their work and their emotions are unstable. Some even quit or "go to sea" within a few years. This is a phenomenon that the work of civil servants is not easy and unstable. In addition, some comrades lack socialist morality and correct professional outlook, lack the spirit of serving the people, give up principles and make mistakes in the face of interests. Although these two situations are only a few in our civil servants, in order to prevent these two situations from happening, we should not only strengthen the quality construction of civil servants, but also do a good job in "import clearance"-that is, the admission and selection of national civil servants.
Knowing the background of this question, candidates can know fairly well and make appropriate answers.
If you ask a candidate what kind of salary he wants, he'd better not answer clearly in figures. Candidates can kick the ball back: "Just handle it according to the relevant regulations."
For such questions, candidates should answer truthfully, which is responsible for themselves and their work.
8. Q: "What are your plans for the first five years of your job? …
Analysis: On the surface, this question asks the applicant's work attitude, but actually examines the stability of the candidate's future job, so if the candidate's answer makes the examiner feel that he just wants to use this job as a springboard. That must be bad.
The main points that candidates can refer to are as follows:
Candidates can make a "fuzzy answer", that is, they don't answer.
The key point for candidates to answer this question is to combine their long-term goals, such as career ideals, and talk about their short-term plans.
(3) Many candidates talk about some specific plans, such as "learn from leaders and colleagues with an open mind and study business …" "Work together with colleagues, carry forward the spirit of unity and cooperation, and do a good job …" Candidates have high standards and strict demands on themselves to be an excellent national civil servant … "Candidates can also give specific answers like this, which seems sincere and simple, but on the other hand, this answer may be too general.
Clever answer:
"I like this job, and I will do better and better."
A vague answer.
"My ideal is to serve the public, but I know that if I want to do it better, I must ..."
Bad answer
"I hope the leaders of the unit can provide me with sufficient conditions and support, so that I can go all out ..."
"I don't understand this job yet, and I have to think about it while doing it in the future."
9. Q: "Why did you quit your present job?"
Analysis: The question between examiners is to know your real reason, so as to determine whether the unit you are applying for is suitable for you and whether you will resign after working for a period of time.
The main points to note are. It's best for candidates to state clearly the reasons for their resignation. Any ambiguity and evasiveness of yours will make the examiner suspect that there is something hidden behind your words. (2) Candidates should give reasonable reasons (although not many times) to convince the examiner that this is a prudent decision made after full consideration. Some candidates casually said, "I just want to try something new." In that case, the examiner has enough reason to refuse you. First of all, you don't know what you are willing to do and what you are suitable for. Secondly, after becoming a civil servant, he is likely to leave because his job is no longer fresh. ③ The most suitable reason is that candidates are willing, suitable and competent for the civil service positions they apply for ... ④ Although many candidates may resign or be fired because they don't get along well with their superiors, candidates had better not answer from this angle, and examiners don't want to listen.
If candidates are prepared to truthfully explain the reasons, they must pay attention to their own expression skills. Candidates should attribute their differences with their superiors to business reasons, and never say that they are excluded from the original unit.
Candidates who frequently change jobs should pay special attention to this problem.
Clever answer: "My previous work experience not only cultivated my practical work ability, but also accumulated my work experience. The most important thing is to make me understand that what I am most suitable for and like to do is to serve the public, so I just ... ".
"I resigned because I had differences with the chief financial officer of the original unit in management form. However, we both know this ... "
Bad answer: I'm curious about the work of civil servants. I always like to try new things.
"I feel depressed in that company. The general manager is a farmer. Complete landlord style, do not understand modern enterprise management ... ".
More related suggestions: