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1.Introduction of the Selection or Interview Proce in the practice.Structured interview proce

1、Mock interviews for registration

Through the school send mock interview notification, I make a phone call to ask and sign up for.2、Submit my resume.First of all, I send my resume to teacher wang, after screening our resumes of candidates, wang notice the eight candidates of our.3、Mock interviews rehearsal

In a simulated rehearsal the day before the interview, we mainly rehearsal the string with the host, and position.Because the interviewer's question is a random, uncontrolled, so just a simple dre rehearsal

4、To simulate the interview

(1)First of all, introduce myself 90 seconds，(2)The interview mainly interviewers ask questions, candidates in the form of according to myself circumstance to answer.(3)To choose the interviewer, the interviewer according to the candidates performance on the stage to choose whether to hire this candidate.Through the way of hand card said.(4)The judges Suggestions and opinions.5、Interview review

At the end of the eight candidates mock interviews, five interviewer to carry on the review, and put forward matters to should pay attention to the interview.6、Speech contest

Finally, by the organizers of the polytechnic university career guidance center, director of the speech.2.Analyze the selection method used is effective or not.Why?

Structured interview has many advantages, such as content, form a fixed, facilitate the examiner interview operation;Interview aement project, reference topics, aement criteria and procedures, etc., are all through the scientific analysis to determine in advance, can guarantee the whole interview has high validity and reliability;To have more than one examinee competition situation, the interviews are more likely to be fair, unity;Main points of this interview is outstanding, form specification, compact, high efficiency, more compact to achieve goals.In the more important interview occasions, such as hiring civil servants, selection management, leadership, etc., often using a structured interview.1.Structured interview questions aociated with the requirements of working alone, objectively and evaluate a candidate's information collection, avoid the error due to a variety of evaluation, such as: subjective impreion, first impreion and random deviation of the result.2.The validity of the structured interview is relatively high, and also low cost.Practice has proved that the structured interview in judging people's attitude and behavior has a better effect, increase the reliability and accuracy of the interview.3.Structured interview is easy to be accepted by people.Due to let all of the structured interview candidates answer the same questions, and on the basis of objective criteria on the comparison to the applicant, the applicant's ability to make decisions, to choose the appropriate personnel, through the comparison is not easy to cause the result of the nationality or gender inequities, guarantee a fair, all the way to filter the applicants are acceptable.Need 4.Structured interview before the interview ahead of job analysis, establish a question bank, design evaluation program, etc., which is the fundamental difference with traditional interview, also make the structured interview work seem to be more organized, more preparation.3.Any Problems or Errors happened in this interview or selection proce, please use the theory in HR Selection to analyze.1、Don't break the silence

At the beginning of the interview, I am not good at breaking the silence, instead of waiting for the interviewer to open the topic.In fact, I should take the initiative to greet and talk, so that a better impreion to the interviewer.2、No examples

When I talk about personal achievement, specialty, skills, ignoring the examples of the actual, is also due to the tension, the peacetime work experience and work experience that is plain, there is no special highlight individual ability.3、A lack of positive momentum

When the interviewer let me introduce my, what was the main function is responsible for the activities, I simply said, running under the control, but did not give details of a particular event, may give the interviewer a misunderstanding, don't believe.4、I don't know how it ended

At the end of the interview, due to the tight, some incoherent, unprepared.I should have told the interviewer he is enthusiastic I interested in this position, and ask what is the next step, said with a smile and shook hands with the interviewer and thank the interviewer.4.In your opinion, what might be the ideal procedure and methods from the prospective of job nature, costs, and the resources available?

1、Please enter the need to be translated text is planning an interview before the interview, for the preparation of the interview.Plan the interview work are:

(1)Ready for applicants and the company's relevant information;

(2)Fully understand your responsibilities in the proce of the interview;

(3)Fully understand the need to hire job standard of choose and employ persons;

(4)Fully understand what are the problems aociated with the quality and ability of applicants.2、In the interview

The interview for the entire interview proce, part is divided into five layers of import, namely the preparatory stage, introducing stage, to stage, phase transformation, end stage.But the interview proce flexible, questions and order also can be according to the actual situation of applicants.3、After the interview

Is the interview aement after the interview, interview people according to the interview on the quality of applicants and the ability to judge, written aement.Should adhere to the following principles of the evaluation proce.（1）Materiality principle, the interviewer during the interview proce will be the importance of different cases, should choose the important examples as the objects of evaluation.For example: applicants may provide a good example to explain that he/she is on the analysis of the ability of thinking.However, this paradigm is based on an important scene.If the applicants who give another example, at a critical moment, analytic thinking ability is very bad, your score on the applicants should be based on the more important the second instance.（2）XinJinXing principle-with the most recent behavior can explain the behavior of the future.For example: a applicants who gives several examples of the negative behavior of ten years ago, however, to illustrate the same ability provides several new instances of positive behavior, so, you should prefer to the latest instance when grading.Is your score should be more based on the latest instance.（3）Relevance principle, and apply for jobs relevant instances can explain more ability to work in the future.For example, if a person for the position of marketing are described in detail in the outstanding creativity in a social activity, but also provides a creative in his previous sales work very bad example.Then the interviewer to consider more before the sales related example.Because the applicant working in the sales of behavior and now he apply for the position relationship more closely.（4）The consistency principle, applicants who have given instance is consistent can explain the authenticity of the instance.