摘要:在当下这个社会，各大企业对人才的渴求越来越强烈，求职者之间的竞争也越演越烈，因此我们在招聘中，人适其岗，岗得其人，人岗匹配这一原则是非常重要的。而伴随着社会的发展，很多企业总想对求职者的工作能力、综合素质、忠诚度、员工诚信度等了解的越多越好，越透彻越好。因此在面试时，很多企业就会设置很多模拟情景，从而让面试者能够暴露出他们最真实的一面。情景性面试是结构化面试的一种重要的形式，一些假设性的场景构成了它的面试主题，面试官观察求职者在这些情景下的反应情况，然后全面的评价求职者的能力。情景面试在企业招聘中所呈现出的信度和效度都比传统的非结构化面试的信度和效度更高，于是便逐步在企业招聘选拔人员测评时得到更广泛的应用。本文根据一些学者的研究文献，对情景性面试进行了一些研究，首先从情景面试的历史与发展入手，分别对情景面试的起源，历史与发展进行了分析，并对情景面试的现状、在用人单位的应用情况概述以及求职者参加情景面试的应用技巧进行了研究，最后以一个案例分析来阐述用人单位是怎么来运用情景面试的。

关键词：情景面试 招聘 结构化面试

ABSTRACT:In today's society, each big enterprise for talents has more and more intense,and the competition between job seekers also intensified , so the people fitness of their hillock, hillock lent their people, the people post match this principle is very important in the process of recruitment. With the development of the society, the employers always want to know the employee’s personnel occupation ability, the overall quality, oyalty and integrity. Therefore, in the interview, setting the scene has become a secret weapon and touchstone, and it made many job seekers 'true'. Situational interview as a special form of structured interview, which interview questions are mainly constituted by a series of hypothetical scenarios and to fully evaluate the ability of job seekers through the evaluation of job seekers in the reactions of these scenarios . The reliability and validity shown in the situational interview of the recruitment are are higher than the reliability and validity in the traditional unstructured interview, so so they gradually be more widely used in the corporate recruitment and selection personnel evaluation. According to some scholars of information, This paper makes a comprehensive research on situational interview. The article analyzed the introduction of situational interview and the history and development of the situational interview. It also analyses the application skills of situational interview and research the status of situational interviews in the companies ,the specific that the job seekers should have and the future development of situational interviews.

Keywords: Situational Interview, Recruitment, Structured Interview

　　　本文以情景面试在招聘中的应用研究为主题，分别阐述了情景面试的历史与发展，情景性面试的定义与研究现状分析，情景性面试在用人单位招聘中的应用情况概述，求职者参加情景性面试的应试技巧分析以及案例分析。在情景面试的历史与发展这一章，分别从情景面试的起源和情景面试的历史发展以及未来的发展来分析情景面试的。在情景面试的定义与研究现状分析这个章节，主要的是从情景面试的定义、特点、使用范围、类型、以及现状分析来对情景面试展开研究的。情景面试在用人单位中的应用情况概述这一章，主要是从情景面试的主要方法、情景面试的实施这两个方面来进行研究的，其中，现在用人单位所运用的情景面试的主要方法主要有无领导小组讨论，公文处理测试以及角色扮演法这三种方法。求职者参加情景面试的应用技巧分析这一章主要研究了几种应用技巧，求职者在参加情景面试的时候要注意沉着应对准确感知，在面试时一定要有创新意识，在平时要养成良好的职业素质，还要有团队意识。