The lottery interview refers to determining some questions that need to be answered by candidates before the exam according to the needs of the post, and making question labels. After the candidates enter the venue, they will answer the questions on the question label by drawing lots on the spot. Generally speaking, the number of questions depends on the number of candidates, and each question contains 1 ~ 3 questions. In the process of answering questions, the examiner grades the candidates according to the answers to the questions prepared before the interview and the overall performance of the candidates when answering this question.

The advantages of this interview method are simple operation, definite scores and easy mastery of objectivity and fairness of scores. The disadvantages are narrow scope, lack of pertinence and flexibility, and poor mastery of the mode of "written test+oral answer", which is not conducive to candidates to play their unique advantages. In addition, due to the different test questions selected by different candidates, it is difficult to be completely equivalent, which means that candidates applying for the same position may face different test questions with different difficulties, which brings unfair factors to the evaluation and compromises comparability.

Second, the implementation procedures of the lottery defense

1 preparation stage

The first step: make a defense plan and establish a leading body. On the basis of completing the written examination, according to the announcement of recruiting cadres, the whole process of defense is analyzed, and the content, purpose, object, organization method, implementation procedure, examiner composition, scoring method, admission ratio, etc. of defense are determined, so that the defense organization has rules to follow. At the same time, organize the leaders of personnel departments and employers to form an authoritative leading body to ensure that the whole defense work is led, organized and planned.

Step 2: Review the defense qualification and issue a Notice of Defense. Qualification examination is a method to initially determine the respondent according to the registration and written test results. Its purpose: First, to verify whether candidates are qualified to participate in the defense according to the conditions for entering the examination. The second is to verify the accuracy of the written test results. In fact, the qualified winners will be included in the list of candidates for defense and announced. At the same time, the candidates will be issued "Instructions for Defense", and the defense procedures, content forms and scoring methods will be made public to ensure the standardization of the procedures and the fairness of the defense.

The third step: determine the content of the defense and do the topic. Defense is not only a supplement and extension to the written test effect, but also a process of "two-way communication" with candidates directly. On the basis of written examination, it is to further examine the comprehensive situation of candidates' ability, quality, work experience and energy, so as to truly give examiners a more comprehensive and objective three-dimensional image and provide sufficient basis for selecting suitable talents. Therefore, it is necessary to determine the interview content according to the requirements of the proposed position, focusing on:

(1) Professional knowledge: the depth and breadth of mastering professional skills and necessary professional subject knowledge and the ability to use them flexibly.

(2) Relevant knowledge: the degree of understanding of the law, society, economy and science related to the major.

(3) Comprehensive analysis ability: Have certain ability to analyze, judge, summarize and generalize, and be able to explain problems thoroughly, comprehensively and clearly.

(4) Organization and management ability: Have certain ability to organize, coordinate and handle specific affairs.

(5) Language expression and adaptability: be able to express your thoughts, opinions and opinions accurately in words and characters; Have the ability to self-adjust the environment and enter the role immediately.

(6) Natural quality: healthy, energetic, quick thinking, able to understand questions quickly and accurately, and answer them in time.

On the basis of determining the content of the defense, do a good job in making the test questions.

Class A: defense questions (that is, * * * * questions)

Ask questions around the professional knowledge required by the post (the scope, focus and weight of each set of questions are as balanced as possible) and classify them. A set of questions, and then the candidates answer the questions themselves according to the questions.

Class b: random questions (that is, personality problems)

According to the different experiences and job requirements of candidates, specific and representative questions are put forward around personal experiences and job requirements, and some test questions can be formulated to measure the work experience, attitude and ability of candidates. The examiner will ask questions at random and answer them on the spot according to the situation.

Step 4: Establish and train "examiner" team. The defense examiner should have the following qualities:

(1) Adhere to principles, be fair and upright, respect talents, and be objective and fair.

(2) Strong professionalism and serious work attitude.

(3) Familiar with this major and related professional knowledge and rich experience.

(4) Good at thinking, quick response, broad vision and strong language expression ability.

A person can't be proficient in everything, but can only "specialize in many things", which requires that when forming an examiner team, the number of personnel should be wide and the personality and temperament should be properly matched. According to the male-female ratio of candidates (generally 73), the male-female ratio of the "examiner" team should be appropriately determined. Each evaluation team should be composed of 7 ~ 9 people, mainly composed of personnel departments, employers' leaders, professional and technical backbones and relevant experts and scholars. On the basis of establishing a team, carefully organize the training of defense examiners, promote the implementation of defense work and improve the quality of defense.

Step 5: Do a good job in the layout of the examination room and make material preparations.

2 Implementation stage

The first step: introduce the examination room, eliminate the nervousness of the candidates and give them a natural and comfortable psychological feeling. At the specified time, the reception liaison will bring the candidates into the examination room, and the host will introduce the following information to the candidates in turn according to the specified procedures:

(1) Organizational unit of examination room evaluation.

(2) Composition of bid evaluation team: names, positions and titles of examiners and notaries.

(3) Staff composition: host, scorekeeper, timekeeper, topic selection, receiving contact unit, name, etc.

(4) Introduce the defense methods, procedures and time. That is, the first introduction question, the second draw for defense and the third random question and answer. The defense time is generally 20 ~ 30 minutes.

(5) announce the discipline and regulations of defense.

(6) Give candidates hope and encouragement.

After the introduction of the host, the group was taken into the waiting room to wait for a reply.

Step 2: Respond. As a means to evaluate candidates, defense is another test after written test and scenario simulation test, and it is also a competition of candidates' comprehensive knowledge and ability in the whole examination recruitment work. In order to give full play to the role of defense evaluation, make the defense examination serve the employing department, serve the talent appraisal and selection under scientific guidance, and achieve the purpose of survival of the fittest, there are four links here.

(1) Candidates are ready to draw questions. According to the defense sequence number, candidates randomly select two A-type defense questions in turn (the first candidate starts to defend 10 minutes, the second candidate draws lots to prepare, and so on), select one question, and then prepare it in the preparation room without materials for 10 minutes. After the previous candidate has finished his defense, the staff will guide him into the defense examination room.

(2) Guiding questions. In the defense, both the subject and the object are in a state of high tension, and a slight negligence may lead to failure in the exam. In order to ease the examinee's nervousness, improve the examiner's influence on the examinee's behavior, and create a relaxed and natural atmosphere, the host can directly ask two or three questions (about family, study, work and life) for 2 to 5 minutes. Examiners take this opportunity to examine the adaptability, manners and mental state of candidates.

Subsequently, the host announced the beginning of the defense.

(3) Answer questions. Topic defense focuses on the evaluation of the depth and breadth of candidates' mastery of professional knowledge. Through the candidates' answers to the selected professional questions, one is to understand the candidates' logical thinking and reaction ability; The second is to understand the proficiency of professional skills and the ability to deal with professional and technical problems; The third is to examine the comprehensive analysis ability and language expression ability of candidates. After the defense begins, the candidates first read out the questions and titles they have drawn, and then briefly explain their views and answers to the questions according to the prepared outline.

After the examinee's narration, the examiner can ask questions about the ambiguity of the questions answered or the contents that need to be properly questioned, and the examinee will immediately answer and clarify his own views and opinions. Other examiners should ask questions with the consent of the examiner, and the language should be accurate and concise (no more than 45 seconds is appropriate).

Answer time 15 minutes. Then the alarm will go off, that is, stop asking questions.

(4) Random question and answer. Random question-and-answer is an uncertain question randomly asked according to the candidates' own work experience, academic background, professional characteristics and relevant knowledge of applying for the major. Its purpose is to further examine the ideological level and ability and quality of candidates through questions and answers, compare the differences of moral, intellectual and physical qualities among candidates, and show the individual advantages of candidates, so as to draw a more comprehensive, true and credible conclusion and achieve the purpose of defense.

In the question and answer, the examiner is familiar with the question first, and then unfamiliar with it according to the questions drawn up in advance; Concrete first, then abstract; In line with the principle of micro before macro, ask questions to candidates, firmly grasp the questions related to candidates, and use "trigger-type" questions to inspire candidates to summarize and analyze themselves, so as to achieve the purpose of understanding candidates' working ability and potential consciousness more deeply, compare their true level horizontally, and select the best candidates for elimination.

This question and answer is about 5 ~ 10 minutes. When it's time to answer, the timekeeper will sound the alarm. The defense immediately stopped.

(The total time for defense shall not exceed 30 minutes)

Step 3: Performance evaluation. Performance evaluation is an important part of defense, and the level of candidates is reflected by scores. How to evaluate scores is the most important embodiment of the quality of defense and the principle of "fair competition".

(1) examiner's score. After the candidates' defense is completed, the host announces the examiners' scoring, and each examiner scores independently according to the main points of the answers and his own observation, analysis and evaluation of the candidates, and writes them on the bright scoreboard. At the same time, the moderator announces the main points of the answers to the questions, and sends the self-evaluation form to the candidates, who measure and score themselves according to their own answers (to examine their self-evaluation ability and self-confidence).

(2) The examiner gives a bright score. The host announced that the "examiners" showed their scores, and all examiners raised the scoreboard at the same time. The host reads out the scores in turn, and the scorers record them in turn.

(3) announce the results. According to the highlighted scores, in order to avoid subjective and artificial deviation, the moderator announced that the highest and lowest scores would be removed, and the rest were calculated by weighted average method. The host announced the final score and withdrew the candidate's self-evaluation form.

The fourth step: notarization. Doing a good job of notarization is an effective measure to embody the principle of "fair competition and merit-based admission" and a necessary method to do a good job in cadre examination and employment and building a clean government. In defense, inviting the notary department to supervise all defense procedures is to recognize the legitimacy of defense procedures from a legal point of view.