Interview and Psychological Quality Assessment (2006 Version)

Author: Huang Na
Publisher:
Publish Date: 2006-01-01
Features: To facilitate the recruitment work of public security organs in various provinces (regions/cities), help candidates quickly and accurately grasp the requirements of the syllabus in a short period of time; master the exam content, understand key points, familiarize themselves with various question types and test-taking skills, and conduct targeted intensive training to achieve good review results. With the strong support of relevant departments and institutions, the Public Security Organ Recruitment Examination Textbook Editorial Committee has meticulously compiled this set of "Public Security Organ Recruitment Examination Specialized Textbooks." Guided by the purpose of serving the exam and candidates, the editorial committee ensures that this set of textbooks combines authority, scientific rigor, and practicality. Since its publication, it has been highly recognized by public security and personnel departments in various provinces (regions/cities), winning the deep affection of a broad range of candidates and helping countless individuals realize their dream of becoming public security officers. Accompanying the annual changes in the exam, this book is updated and adjusted in a timely manner to strive for continuous improvement. It has been selected as a training textbook by over 90 public security recruitment exam training schools nationwide and designated as a review book for recruitment exams in more than a dozen provinces and cities. The recruitment exam consists of a written test and an interview. After the public subject written test, public security organs and personnel departments determine the candidates for the interview based on a unified passing score, at a ratio of three times the planned number of recruits. The interview is primarily structured, with a gradual increase in situational simulations and other interview methods. Before the interview, a "psychological quality assessment" (also known as psychological quality test or psychological quality evaluation) is conducted, which can be carried out through a computerized interaction process. There is no time limit for answering, and the final result provides a personality evaluation of the candidate for reference by interviewers and employing departments. By analyzing and studying the interview and psychological quality assessment questions from recent years in various provinces (regions/cities), we have found that interview questions mainly include background-related questions, willingness-related questions, behavioral questions, situational questions, intelligence-related questions, and reflective questions. The psychological quality assessment primarily evaluates candidates' qualities in terms of personality, interests, and abilities. The interview and psychological quality assessment are essential stages in the public security officer recruitment process. Among them, the psychological quality assessment was implemented later and requires greater attention from candidates. Although, theoretically speaking, there is no right or wrong answer to psychological quality assessment questions, the results of the assessment are of great significance to recruitment units in determining whether candidates are suitable for police work and whether they meet the quality requirements of the positions being recruited. The results directly influence whether a candidate is ultimately hired.