Research Of The Results And Influence Factors On The Structured Interview Of Open Recruitment For Public Institutions

Structured interview is the most commonly used interview method for open recruitment of public institutions.Since 2006,open recruitment system has been implemented in public institutions of V city.Although structured interview application is relatively mature,the gap between interview results and elimination and testing goals is still exists.By measuring the results of structured interview,this paper proves the existence of the gap.After that,it analyzes the influence factors of structured interview,and finds the countermeasures to improve it,in the hope of optimizing structures interview methods of open recruitment and enriching empirical study on the structured interview of public sector recruitment.In order to measure the results of structured interview,four variables are set up.They are difficulty,discrimination,reliability and validity.It selects 1267 candidates' interview total score which is from the open recruitment for public institutions of V city from 2011 to 2014 to measure the difficulty and differentiation.Meanwhile,it selects 42 interviewers and 139 candidates' interview element score in 2015 for the reliability and validity analysis.The results of the analysis are as follows: the goals of the structured interview are basically realized;the overall difficulty is low,the degree of discrimination has a decreasing trend;the internal consistency of some evaluation elements is low;the interviewers' consistency in scoring is not high;the interview results are not always in line with the candidate's performance and the needs of the job offered.The influence factors that lead to structured interview are internal factors,including propositions,elements of evaluation and interview process factors as well as external factors,including interviewers,candidates and training institutions.Given the results of factor analysis,the paper puts forward the countermeasures of improving the structured interview of open recruitment for public institutions in V city from three aspects: improving structured degree of the interview,reducing the interference of external participants and establishing the tracking feedback mechanism.