干部选拔面试中的问题与对策

Analysis of Management Selection Interview:Problems and Suggestions

面试是公开选拔领导干部考试的关键环节,结构化面试作为现代人才测评方法的一种,在人员选拔工作中得到了广泛应用。然而,随着实践的深入发展,企业干部选拔结构化面试也暴露出一些问题,突出表现在其应有的测评功能没有得到充分发挥。在干部选拔评估带来了新的问题和挑战下,行为面试能弥补传统结构化面试存在的一些不足,对于改善结构化面试的测评功能和深化胜任特征的应用有一定价值,也为干部选拔面试提供了一些完善建议。

Interview is an important procedure in management selection and placement. Structured Interview, one of the personnel assessment methods, is widely used in the selection procedure and has become the preferred method. However, along with the thorough development of the practice, weakness of Structured Interview is increasingly exposed. The most serious problem is that its measurement function has not been fully exploited. Facing the new problems and challenges, this article proposes that Behavioral Interview can overcome the shortages of Structured Interview from the Psychometrics perspective. Behavioral Interview can improve the measurement function of the Structured Interview and deepen the application of the Competency Model. In addition, some suggestions on improving the overall quality of management selection interviews are offered.