Research On The Issue Of LGD In National Public Servant Recruitment

China’s civil service exam as promote the reform of personnel system, promote the democratic process, the candidates just know important exam system, since officially adopted in 1994, enter oneself for an examination the number of civil servants in year by year. As "China’s first heat," the civil service exam, in such a competitive background, how many candidates in the selection of the appropriate personnel, how to ensure fair and impartial examination of these issues are worthy of our deep thinking. Leaderless group discussion as one of the interview method that can identify the traditional method of interview, written test or structured interview are difficult evaluation of comprehensive capacity and quality, you can show the extent of the problem and response based on the candidate’s behavior, observe them laterally in order for the candidate to conduct a comprehensive and rational evaluation, to make up for lack of traditional forms of interview.Currently leaderless group discussion, there are some technical problems in the civil service interview applications. This article will take this as a starting point, through the system to examine and Reorganizing the leaderless group discussion technique interview situation in the civil service, describes the various stages of the existing problems, namely:the preparation phase, papers in difficult lack of scientific, scoring criteria is not uniform.Implementation phase are not screened, depending on the job requirements, subdivision evaluation elements, the corresponding score points only general descriptions, there is no breakdown of two ratings points. Scoring stage, scoring systems, announced the scientific way should be further studied.Based on this, the author of the currently leaderless group discussion technique in all aspects of the interview the problems Comment and Analysis, relying on information on a large number of relevant literature research and practical research gained problem-solution.First, the use of job competency model to improve the evaluation of the scientific dimension. Second, intensive training method of application. Third, establish and improve mechanisms for monitoring and evaluation in the evaluation stage. We want to make the civil service examination process by the above method to form a closed loop self-optimizing structure, improving efficiency of the technology applied in the civil service interview, so as to provide a useful reference for improving civil service examination system.