Research On Problems And Countermeasures In The Management Of The Structured Group Interview In Civil Servant Examination

The report of the 19 th National Congress of the Communist Party of China,proposed to “convene talent from the world for China’s use ”,to speed up the construction of a powerful country with talents,and to regard talents as “strategic resources for national rejuvenation and winning the initiative in international competition”.The personnel examination,which undertakes the important means for the party and the government to evaluate talents,always selects talents according to the talent evaluation standard of “ adhering to both ability and integrity,highlighting moral character,ability and performance evaluation”specified in the“opinions on deepening the reform of talent development system and mechanism”.Among them,how to implement fair and scientific management of civil servant examination has always been the focus of experts and scholars as an important part of the examination process.Interview management is the focus of all sectors of society,which is the simple reason why structured group interview management comes into being.However,throughout the field of personnel and talent,more emphasis is put on the exploration of management forms of structural interview,leaderless group discussion,etc.,while the research on structured group interview which is still in the “experimental”stage is limited to the theoretical level.Taking the management of Ycity civil servants experimental structured group interview as the object,this article mainly analyses and explores the current status of structured group interview management,from the aspects of interview organization,examination management,operating procedures,examiners’ rating and etc.Questionnaire survey was used to understand the examinee’s knowledge of structured group interview.And the in-depth interview method was used to interview the examiners who participated in the trial work of structured group interview management in 2019 to understand their intuitive feelings of structured group interview management as“direct performers”.By comparing the reliability and validity of Ycity civil servants structured group interview and the results of structured group interview,the paper analyses the consistency and scientificity of examiners’ rating,and also summarizes the problems and deficiencies in the management process of structured group interview from the management level,mainly including four aspects: imperfect management system,the difficulty of test question ordering,loopholes in process management,and insufficient training for examiners.The reasons include: the interview management system lags behind in the pilot stage,the ability of proposition organization and management personnel needs to be improved,the management personnel do not fully understand the examination process of the new interview mode,and the training of examiners is not standardized,etc.Finally,regarding the dilemma of Ycity civil servants’ structured group interview management and combining with social equity and opportunity equity theory,person-job matching theory and person-organization matching theory,this paper puts forward solutions and suggestions for improvement from four aspects: improving the interview system,upgrading the organization ability of proposition,scientific management of interview process,strengthening standardized management of examiner training,which provides reference for the decision-making of using structured group interview,as well as practical reference for improving the recruitment and interview work of civil servants in our province.