情景问答式面试技术开发和应用

Development and Application of Situational Question-and-answer Interview

在传统的面试方法中,面试官多数凭借经验和主观判断来主导面试过程,很容易陷入消极的心理学效应沼泽而不能自拔,导致企业岗位与人才配置错位。情景问答式面试能全面考察求职者的岗位胜任程度,有利于招聘双方共同的理性判断和恰当的双向选择,最大程度上减少因面试测评误差而导致的员工流失。情景问答式面试技术开发,可以从工作分析入手,根据胜任素质设计情景、编写情景问答试题并设计相关答案"预期得分点"。面试试题、评分标准的编写及应用主要从诚实测试、灵活应变能力、责任感、人际交往能力、团队合作和客户导向等六个方面进行。作为情景面试的三种表现形式之一,相比情景模拟式面试和情境体验式面试而言,情景问答式面试对求职者真实水平的测试信度较差、效度较低;但是其管理成本最低,构建面试所需的情境和方案难度最小、适用招聘对象最广,因此在情景面试中普及率最高,很受企业的青睐。

In the traditional interview method, most of the interviewers rely on experience and subjective judgment to dominate the interview process, it is easy to fall into a negative psychological effect, leading to misplaced positions and talents. The situational questionand-answer interview can comprehensively examine the candidate＇s post competency level, which is conducive to the common rational judgment and appropriate two-way choice of the recruiting parties, and minimizes the loss of staff due to the error of the interview evaluation. Situational question-and-answer interview technology development, starts from job analysis, designing scenarios based on competency, writing situational question-and-answer questions and designing relevant answers ＂expected score points＂. The face test questions, the preparation and application of the scoring standards are mainly conducted from six aspects： honest test, flexibility,responsibility, interpersonal skills, teamwork, and customer orientation. As one of the three forms of situational interview, scenario questionand-answer interview have lower test reliability and lower validity than the situational analogue interview and situational experience interview.However, its management costs are the lowest, the situation and the scheme needed for constructing the interview are the least difficult, and the recruitment target is the most widely used. Therefore, in the situational interview, the penetration rate is the highest and it is highly favored by the enterprise.