The “cloud interview” for military civilian recruitment of doctoral students is fair and just and the best will be selected.

Source: People's Liberation Army Daily

Scientific Organization of Civilian Recruitment “Cloud Interviews” for PhD Candidates

Editor's note

In the military civilian personnel examination, doctoral candidates can be interviewed directly without the written examination. This is an innovative measure to deepen the reform of the civilian personnel system, respond to the concerns of the military, and accelerate the replenishment of the civilian personnel team. This year is the first time that the military has organized direct interviews for doctoral recruitment positions without written examinations. In accordance with the requirements of epidemic prevention and control, some units have used the Internet to conduct interviews one after another. Recently, we contacted the heads of relevant departments of some large units over the phone on how to scientifically organize interviews for doctoral candidates for civil service recruitment. We also hope to be helpful to the majority of candidates.

Develop a manual to fully standardize the interview process

■Deputy Director of the Human Resources Division of the Political Work Department of the Academy of Military Sciences Chi Weizheng

After the recruitment of military civilian personnel was launched in 2020, more than 1,200 doctoral students applied for the Academy of Military Sciences. In order to organize the "cloud interview" of candidates, we have drafted and issued the "Work Manual for Public Recruitment of Civilian Personnel", which comprehensively regulates the time arrangement, preparation of test questions, selection of examiners, organization and implementation, handling of disciplinary violations, supervision and inspection, etc. .

The quality of the test questions determines the success or failure of the "cloud interview" work. The test questions prescribed by our college adhere to the responsibilities of the recruitment positions as the basis, follow the principle of testing for practicality and adapting to the Internet, and determine the questions in strict accordance with the examination syllabus of each professional subject, covering language expression, job search motivation, job suitability, professional knowledge, and adaptability. , behavior and appearance and other factors. The content of the test questions implements the lines, principles and policies of the party, the country and the army, and highlights the characteristics of different job types. The scoring standards are unified, the weight of the scores is clear, and the key points of the scoring are detailed. The scoring is conducted in accordance with the procedures of person-by-person preliminary evaluation, comprehensive evaluation, and real-name confirmation, and candidates are informed one by one on site.

Examiners play an important role in "cloud interviews". We select and select a backbone of experts with strong political and academic proficiency, as well as administrative leaders with rich experience in talent appraisal. On this basis, targeted centralized training is organized to enable them to fully master policy regulations, interview procedures, scoring standards, network operations, interview discipline, etc. At the same time, groups are selected to conduct mock interviews, emergency response and case analysis to find problems, optimize processes, Improve the mechanism. According to the category and level of the recruitment position, an interview group will be randomly selected from the examiner pool 12 hours before the interview. The interview group will consist of more than 5 examiners, with the employer, external experts, and examiners from the superior unit each accounting for one-third.

Good software and hardware are necessary for the smooth development of "cloud interviews". In terms of the setting of the examination room environment, our college requires that the examination room be set up in a relatively centralized manner, equipped with large screens, audio-visual equipment and other hardware, and try to use common and mature software platforms to ensure stability and reliability; at the same time, candidates are reminded to download the interview software in advance, register an account and be familiar with the operation process. Choose a room with good lighting and no distractions during the interview. Before the interview, the examination staff will connect with the candidates one by one and conduct the test to ensure that the "cloud interview" proceeds normally.

Comprehensive supervision is a powerful guarantee to achieve fairness and impartiality in "cloud interviews". The interview includes multiple links such as candidate login, identity verification, selection of test questions, examiner questions, scoring statistics, etc., making supervision difficult. We combine pre-test, during-test and post-test supervision to ensure that the entire interview process is open and transparent. Before the interview, candidates are informed of the operating procedures, precautions and violations, and candidates are required to send academic degree certificates, academic credit certificates and other materials to the employer for reconfirmation, and sign a letter of integrity commitment; during the interview, staff from the disciplinary inspection department will serve as supervisors. To verify the position applied for and the candidate’s identity information, candidates use dual cameras to facilitate three-dimensional monitoring of the interview environment; on the day of the interview, a full-coverage inspection will be carried out. If any disciplinary violations are found, the employer and the candidate’s graduation school or the unit where the file is located will be notified. The entire interview will be recorded and videotaped. Relevant information will be retained for one year for future reference.

Highlight the "four characteristics" in planning and organizing interviews

■Deputy Director of the Soldiers and Civilian Personnel Division of the Political Work Department of the Joint Logistics Support Force Wang Yanming

As a new type of combat support force, the joint logistics support force was born out of war and built for war. The recruitment of civilian personnel with doctoral degrees is an urgent need to strengthen the construction of the talent team and improve the ability to win. We will plan and design the interview work within the framework of clear interview regulations, closely following the characteristics of the industry and employment needs, and highlighting the "four characteristics".

The political nature of thinking and planning is highlighted. Accurately grasp the strategic design and far-reaching considerations of civilian personnel team building, guide all levels to fully understand the importance and urgency of recruiting civilian personnel with doctoral degrees, effectively regard the recruitment and interview work as a serious political task, set up a political yardstick, and strengthen Political consciousness. Strictly follow the unified deployment requirements of relevant departments, insist on placing the interview work for civilian recruitment of doctoral students into the overall situation of the annual civilian recruitment work, and plan and design it carefully to ensure that the direction is unbiased and the system is connected. In view of the particularity, professionalism and sensitivity of the interview work for civil service doctoral candidates, we insist on applying standard conditions and disciplines throughout to ensure high starting point planning and high standard advancement.

The assessment content highlights professionalism. The doctoral recruitment positions in the Joint Logistics Support Force are all medical and health positions. With no written examination required, interviews play a more prominent role in recruiting and selecting candidates. They must focus on their majors and test their standards. We plan to adopt a "combined review and evaluation" approach. Before the interview, we will organize experts to conduct a systematic review of the interviewees' professional qualifications, participation in topics, publications, achievements, etc., and quantify existing academic achievements into scores; the interview process will distinguish different professional positions. The interview questions are carefully designed. Based on the comprehensive evaluation of job search motivation, job fitness, behavior and appearance, etc., one of the scoring criteria is whether the candidate has "hard-core" skills and unique insights in the research field. The candidates will answer the questions on the spot and show their scores on the spot. Ensure the scientific basis and credibility of the interview.

Highlight flexibility in organizational approach. For employers and interview candidates located in medium- and high-risk areas, remote video interviews will be conducted, multiple connectivity plans will be drawn up, and the optimal connectivity method will be flexibly determined based on the actual situation of the interview subjects to ensure the quality and effectiveness of interviews; for other areas, after strict implementation of the resident Under the premise of epidemic prevention and control requirements, on-site interviews will be conducted that combine indoor and outdoor, centralized and decentralized interviews, with scientific and reasonable arrangements and strict organization and implementation. During the interview, inspectors were dispatched to inspect and supervise the entire process to ensure that all work was implemented and no mistakes were made.

Emphasis on comprehensiveness in evaluation and identification. As high-level talents in the military's human resources, civilian personnel with doctoral degrees must adhere to the principle of party management of cadres in their interview selection. When evaluating and appraising, we not only pay attention to the professional level of the interviewees, but also highlight the political accomplishment and moral quality of the interviewees. We insist on selecting the best from the best and preferring the shortest to the worst. In particular, we must carefully review the review materials and "veto" interviewees who have falsified academic qualifications or academic dishonesty. Effectively select outstanding talents with real talents and practical knowledge.

Accurate characteristics to improve interview effectiveness

■Deputy Director of the Soldiers and Civilian Personnel Division of the Air Force Political Work Department of the Western Theater Command Hu Jianjun

This year is the first time for the military to organize civilian personnel recruitment for doctoral recruitment positions without written examinations and direct interviews. It is necessary to strictly implement the universal requirements for open recruitment interviews, but also to strengthen targeted research, focus on supervision and guidance, and ensure that expected results are achieved. Effect.

Strengthen pre-research on relevant issues and carefully plan and prepare to ensure that the interview process is carried out in a solid and orderly manner. Coordinate the arrangements for interviews for doctoral recruitment positions and other recruitment positions, reasonably determine the interview time for doctoral recruitment positions, and coordinate and promote the annual recruitment work plans to prevent overweight and overweight, and avoid focusing on one thing and neglecting the other. Based on the characteristics of the introduction of highly educated talents, we conduct an in-depth analysis of the job requirements, pre-evaluate the quality standards of recruitment and employment, and reasonably determine the specific implementation methods of the interview work to achieve targeted and accurate selection. In response to the relevant requirements for normalized epidemic prevention and control, we appropriately adopted online remote video methods to organize interviews, strengthened epidemic prevention inspections and sanitation and disinfection, and accurately designed various situation handling plans for each link to ensure the safety and smoothness of the interview work.

Focus on improving the quality and efficiency of recruitment and examination work, and focus on the key aspects of interview work. Make good use of structured interview methods, strengthen research on the characteristics of structured interviews, and organize and implement interviews in strict accordance with standard requirements. Strictly select interview examiners, and establish a pool of interview examiners with sufficient numbers, excellent quality, and diverse sources. In principle, examiners should have senior professional and technical positions. They will be randomly selected 1 to 2 days before the interview to avoid premature selection of examiners, which may cause leaks. Scientifically prepare interview questions, implement the principles of "testing for practical use" and "select candidates according to the position", leaving room for examiners and interviewers to develop in terms of question content design, questioning and questioning, so as to truly test professional qualities and practical work abilities .

Make good use of the special policy for recruiting doctoral students without written examinations, sum up experience in a timely manner, and accelerate the creation of a new high-quality civilian workforce. Strictly enforce work disciplines, strictly follow policies, procedures and rules, promptly report any inaccuracies, ensure that interviews are standardized, orderly, fair and impartial, and establish a good image for selecting and employing personnel in military units. Pay close attention to the publicity of typical examples, strengthen the publicity and reporting of interviews for doctoral recruitment positions, actively promote the innovative practices of advanced units, and promote the formation of a good atmosphere of mutual learning and joint efforts to attract talents. Deepen work research, and on the basis of doing a good job in interviews for doctoral recruitment positions, further deepen research on specific measures to directly introduce high-level civilian personnel, explore a new model of attracting talents and intelligence that "does not ask for everything, use it for me", and give full play to the civilian personnel system Advantage.

"Four Focuses" to create a fair interview environment

■Qi Bing, Director of the Soldiers and Civilian Personnel Division of a certain unit of the Strategic Support Force

"The most important thing for the country is talent." A certain department of the Strategic Support Force focused on the characteristics of high-tech troops, innovated interview methods, adopted a combination of manual and system methods, and used "three systems and one platform" to comprehensively and accurately select talents, striving to Achieve professional counterparts and match people with positions to ensure that interviews are open and transparent.

Focus on the characteristics of the personnel and find the "standard target" of the test questions. We implement the principles of "testing for practical use" and "selecting people based on their job position", develop an interview test paper management system, rationally design assessment elements, highlight political ideology, career sentiment, job fitness and professional knowledge assessment, and randomly select questions from the test question bank Assemble the test papers and generate a compressed package of test questions with a password, which can be directly imported into the interview system during the interview to ensure the confidentiality, security, fairness and justice of the interview test papers to the greatest extent.

Focus on the interviewees and establish "rules and regulations" for examination admission. In order to ensure that the interview process is safe and smooth, we organize examination training and interview drills through tutoring, demonstration teaching, simulation deductions, etc. We require all experts and staff to participate in exercises and simulate scenarios throughout the process, familiarize themselves with the interview workflow and the use of system software, master the interview content, elements and scoring standards, and conduct analysis and discussion of interview examples to ensure that everything is foolproof.

Focus on career development and set the "direction mark" for the interview. After the reform of the civilian personnel system, a large number of outstanding talents have taken up positions in various professional fields of the army. However, there are also some civilian personnel who are not adapted to the army, causing a certain degree of passivity and confusion for employers. This year, we piloted the use of the human resources career planning analysis platform to evaluate the candidates' in-depth career value orientation and military work career development recognition, and analyze the candidates' political ideology, psychological personality, and suitable positions from aspects such as career expectations and career potential. Type, an evaluation report will be formed on a person-by-person basis for reference by interview experts and employers.

Focusing on the job requirements, the "ability value" of the doctoral candidates will be tested. The interview defense can intuitively understand the professional and technical level and comprehensive quality of the candidates. In order to ensure that the personnel are suitable for the position, we have developed a civilian recruitment interview system and conduct interviews through a combination of on-site defense and online video defense. For some teaching positions in colleges and universities, we have cooperated with communication companies to use 5G technology to build a network remote video interview environment, realizing dual-screen sharing of interview papers and PPT, and smooth interaction between interview Q&A and teaching trial lectures. The interview will be conducted through random selection of questions by the system, scientific evaluation and quantitative scoring by experts in the field. Finally, the system will automatically calculate the results to maximize the scientificity, accuracy and credibility of the interview work.