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How to answer questions in the psychology test. Features of psychological testing when applying for a job

In our country it is quite new technique, however, its fans are increasing every year, because it allows you to quickly and objectively identify the personal and professional qualities of a candidate.

Many companies and recruiters seem to exaggerate the importance of test scores, so in order for such a test not to become an obstacle to getting the job of your dreams, you need to know how to overcome it with brilliance.

Psychological test number 1. Favorite color

You are invited to arrange 8 cards different colors in order, from the most pleasant to the most unpleasant.

What does it mean? This test is aimed at determining the emotional state of a person. Each card symbolizes a person's needs:

- red color - the need for action;

- yellow - the need for striving for the goal, hope;

- green - the need to assert oneself;

- blue - the need for affection, constancy;

- gray - fatigue, the desire for peace;

- purple - escape from reality;

- brown - the need for protection;

- black - depression.

The location of the cards means the following: the first two are the aspirations of a person, 3 and 4 are the true state of affairs, 5 and 6 are an indifferent attitude, 7 and 8 are antipathy, suppression.

Key: in the first four must be red, yellow, blue, green - in what order, it is not so important. The most preferred option for the arrangement of cards, which draws a portrait of a purposeful, active person: red-yellow-green-blue-purple-brown-gray-black.

You may be asked to take this psychological test twice. The second time, swap the cards a little, but not much, otherwise you will be considered an unbalanced person.

Psychological test number 2. Drawing lesson

You are offered to draw a house, a tree, a person.

What does it mean? It is believed that in this way a person can demonstrate his self-perception in the world. In this psychological test, every detail matters: the location of the drawing on the sheet (located in the center, a proportional drawing indicates self-confidence), a single composition of all objects indicates the integrity of the individual, what kind of object will be displayed.

It is also important what is drawn first: a house is a need for security, a person is an obsession with oneself, a tree is a need for vital energy. In addition, the tree is a metaphor for aspirations (oak - self-confidence, willow - on the contrary - uncertainty); a person is a metaphor for the perception of oneself by other people; house - a metaphor for the perception of oneself by a person (a castle - narcissism, a rickety hut - low self-esteem, dissatisfaction with oneself).

Key: your drawing should be realistic and proportionate. To demonstrate your sociability and willingness to work in a team, do not forget about such details: the road to the porch (contact), the roots of the tree (connection with the team), windows and doors (goodwill and openness), the sun (cheerfulness), a fruit tree (practicality). ), pet (care).

Psychological test number 3. Story

You are shown pictures of people in different life situations and ask them to comment: what is happening; what the person thinks about; why is he doing this?

What does it mean? Based on the interpretation of the pictures, it is possible to determine the leading life scenarios of a person, in other words - "whoever hurts - he talks about it." It is believed that a person designs situations in pictures for his life and gives out his fears, desires, view of the world. So, for example, if a picture shows a crying or laughing person, then it is expected that by commenting on it, you will talk about your motives for joy or sadness.

Key: you need to control your answers and interpret the pictures in the most positive way.

Psychological test number 4. Inkblot

You are shown pictures of a shapeless blob (usually symmetrical) and asked to describe what you see.

What does it mean? This psychological test is somewhat similar to the previous one, it also reveals your true attitude to the world. A positive interpretation of pictures (for example, communication between people) speaks of you as an active, sociable, positive person, a negative one (in a blot you saw a monster, a dangerous animal) indicates that you have a lot of unreasonable fears or deep stress.

Key: if you associate a picture with something obviously negative, comment on it in a neutral way. For example, don't say, "I see people fighting," but say, "People are emotionally connected."

Psychological test number 5. IQ test

You are offered for a certain period of time (from 30 minutes) to answer several questions (from 40 to 200) of different directions - from mathematical problems to logical puzzles.

What does it mean? These psychological tests are designed to determine the so-called Intelligence Coefficient. Although their effectiveness is increasingly in doubt (if a person has low scores, this does not necessarily mean that he is stupid, perhaps he has non-standard thinking, or he is simply trite inattentive), tests have retained and increased their popularity for many years. The most common IQ tests are Eysenck.

Key: Be as careful as possible, there are a lot of trick questions. If time is running out, and there are still many questions, do not leave them without a solution, put down the answers at random, you will probably guess something. On the eve of the employment test, take several psychological tests on the Internet, this will help to identify the principles of the solution. According to statistics, each subsequent passage of a psychological test increases performance by 5-7%, just do not get carried away, otherwise you will suddenly be too smart for the proposed position.

Now you see that it is not so difficult to pass psychological tests when applying for a job. After all, you have the "keys" that will open the way to new career achievements!

When applying for large companies, before you can get the desired position, you will certainly be required to pass (and pass) psychological tests. Now, job tests have become commonplace. Applicants are already aware of this and are trying to prepare, but the process can still be very nerve-wracking. We recommend that you take a few preparatory steps to improve your chances of successfully passing the tests.

Preparation

Carefully study the requirements for the applicant.

As the job market becomes more competitive, the hiring process becomes more and more complex. More and more companies - not only large, but also medium-sized and small - are using psychological (or personality) tests to determine if a person is suitable for the job. Carefully review the qualifications and skills required for the position you are applying for. Our experience shows that during testing, special attention will be paid to testing exactly those skills that are indicated in the admission requirements.

For example, if you are applying for a job as a department head or in senior management, interviewers will want to make sure that you have strong leadership skills and can communicate effectively with other people - subordinates and senior management. If you apply to a government agency - the police, special services, the Ministry of Emergency Situations and others - you will be expected to be able to cope with high level stress and make quick decisions.

Psychological tests are essentially an assessment of your personality. Think about why you are applying there. Probably because you feel you have the right qualifications and the right mindset to do the job.

For example, if you are applying for a position in sales and you know that part of your income will be commissions from them - you need to be highly motivated. Ask yourself: "do I have it?". Reflect on your character traits. This will help prepare you to formulate answers that will fit the right qualifications.

It is important that you reveal your essence. But you must also remember that you are being judged. For example, if you are asked, “Knowing that no one will know about this, will you go on petty theft from the company?”, You should answer: “No.” Even if you think that you can succumb to temptation, you should remember that this is not something you should admit to.

3. Study the needs of the company.

During the interview, you need to not only emphasize your strengths, but you also need to communicate how you can benefit the future employer. Think about what you can do to improve the performance of the company. If you are aware of her needs, this will certainly be positively assessed during the interview and psychological testing.

Before starting, feel free to ask the recruiter or HR representative what characteristics are most important for this position. This is very important information - taking it into account, you will be able to more consciously and competently choose answers to tasks.

4. Walk as much as possible trial tests on situational behavior and learn strategies for dealing with them.

It is impossible to predict the content of the one that will be given upon employment. However, you can prepare by learning the basic types and solutions. Please note that most psychological exams consist of both a personal interview and computer testing. For example, in Sberbank, candidates for senior positions go through three (!) Interviews and three stages of testing. Depending on the specifics of the position, tests can be mathematical, verbal, logical, and, of course, psychological ones will be offered - to determine leadership potential, communication skills, leadership skills, set tasks, etc.

On the website, you can work out all types of tasks and significantly increase your chances of successfully passing the test when applying for a job in any company and for any position.

Come to testing in full readiness: rested, not hungry, but not with a full belly, neat, collected. The psychological attitude has a very noticeable effect on the process and the result - you need to be calm and ready to show good result. Be sure to bring the materials that were requested (this could be a calculator, some documents, etc.). Plan your day so you have enough time and don't have to rush. Sometimes such testing is delayed for half a day or more.
Ask questions. You have the right and the right to ask questions before and during the review. Try to determine the format of the exam: what will be on it, what questions, what types of tests. You can find out how your results will be used and what they will affect. It's also good to know who will have access to your results. If any question is unclear, feel free to ask.
Stay prepared for the interview. Remember that not only your answers to tasks are evaluated. The general personality picture is also considered. Testing is part of the interview process, so make sure you present yourself as a confident and experienced professional throughout the process.

If you are agitated, take a few moments to collect yourself and calm down. You can also go outside for a minute under the pretense of using the toilet. This will allow you to take a deep breath and collect yourself.

Be honest. Don't try to pretend to be anything other than who you are. Dishonesty is likely to be reflected in your responses. This is almost impossible to avoid. Firstly, the representatives of the employer will not like it. Secondly, you should not give the employer false expectations about your capabilities and personality traits - after all, based on the data received, an attitude towards you will be built. And any fake information, most likely, will be found after the start of work.

Remember that psychological tests do not contain right or wrong answers. Any answers will be used for the benefit of both the company and you. There is no benefit in trying to portray yourself better.

Understanding the purpose of the test

Try to put yourself in the place of the employer. Psychological tests were invented not just for the entertainment of employees of the personnel department. Their goal is to help make the most effective hiring decisions. Employers use the results to determine if you have the right personality traits for the position.

Think of it as a way to determine if a job opening is one where you can reach your full potential.

Soberly assess reality. Psychology is not an exact science. And the results of any psychological exam can never be 100% reliable. Employers understand this too and use personality test scores as just one of many factors in the hiring process.

Feel free to ask a staff representative how much they will influence the selection of a candidate.

Be ready for any outcome. You may or may not be hired. But remember, just because you didn't turn out to be the person best suited for the position doesn't mean you "failed" the exam. The employer is looking for certain traits. If you are not the best candidate, it simply means that you must keep looking for a job that is right for you. And you will definitely find it and get it!

In conclusion, we repeat our favorite slogan from Ilyich - "Study, study and study again." Only preparation and education can guarantee a successful outcome. On our HRLIDER website, you will be able to study strategies for solving all types of tests used when hiring in large and medium-sized companies in Russia and the world, complete these tasks and significantly strengthen your position in comparison with other applicants.

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The article will reveal basic information regarding tests psychological nature. How to get through them during hiring, what they are intended for - more on that later.

During hiring, many employers use tests. They help to identify the professional qualities of the employee.

Their results may result in overall picture about a human. How to pass the tests, what can they tell about a person?

General information

Finding an employee who will professionally perform their duties at work is very difficult. This is a kind of problem, and it is not always possible to cope with it with a single interview.

Therefore, experts came up with such a thing as "psychological tests when applying for a job."

What it is

Psychological tests are of several types - oral and written. On initial stage when applying for a position, use the second option.

When there are several people, but it is necessary to choose one - the most qualified. Written tests are divided into:

intellectual;
personal;
qualifying;
the simplest.

The most common oral test is the color test (according to Luscher). It will be discussed later. Intellectual tests determine the type of thinking, attentiveness and memory.

Personal help to identify temperament and its type, negative qualities person. Professional ones reveal motivation, whether a person is able to lie.

Interpersonal determine the level of conflict of a person, whether he knows how to communicate in a team.

Testing is carried out by an employee of the organization with a medical or psychological education. If there is no such person, then the employer invites a psychologist.

For what purpose are

Tests play a significant role in hiring people, but you should not be guided only by them when choosing a candidate for a position.

After passing the tests, employees are usually invited for an interview. Who did not pass, he is not allowed to it.

Testing for 30% helps the employer to make a choice. Test goals:

With the help of tests, it is possible to identify such qualities as leadership, communication, the ability to communicate in a team, creativity, stress resistance, learning ability and other skills.

Psychological type tests are the best opportunity to identify a suitable candidate for a position. At the interview, a person can smile, use his charm and positive qualities.

But tests will help to reveal hidden qualities and talents. For each position, tests help determine certain qualities.

For casual workers:

the ability to perform the same type of work;
perseverance;
attentiveness;
the ability to focus on one subject;
the ability to listen and hear;
creative qualities;
ability to analyze and draw conclusions.

For leaders:

activity;
the ability to communicate in a large team;
skills of coordination and management of subordinates;
unbiased attitude towards employees;
tolerance;
justice;
leadership;
loyalty to people.

For the military:

ability to adhere to the regime;
reliability;
responsiveness;
respect for colleagues and superiors, senior in rank;
resistance to stress.

Legal grounds

Psychological tests during hiring The legislation does not prohibit conducting, but there are no clear instructions for their conduct either. They are not provided by the government, as well as the procedure for conducting tests, storage.

The data that an employee is required to provide when hiring is contained in Russian Federation. The results of passing tests are not included in their provisions.

There is no responsibility for not testing. The employer has no right to demand information about the personal life of a person. Therefore, an employee cannot be forced to answer such questions in tests.

As soon as the employer makes a choice in the direction of one person, the rest will have to be refused. prohibits doing so without justifying the reason for refusal.

If an employer refuses a person, referring only to the test results, then such a choice is considered unreasonable.

When refusing, it is necessary to take into account the Law, for example, insufficient length of service, work experience in this field or inappropriate education.

This will happen if he cannot prove that he did not hire a person due to lack of professionalism.

For some professions, it is important to have an understanding of mental health. Therefore, according to such citizens are required to undergo a psychiatric examination.

Features of psychological testing when applying for a job

The tests are usually conducted on a computer. For each category of employees, certain tests are used, which have their own characteristics.

Psychological tests when applying for a job in the Ministry of Emergency Situations are divided into 2 categories - poly-factorial and narrowly focused.

The former allow for the diagnosis of personal qualities, the latter are aimed at characterizing certain qualities that are necessary in this area.

Psychological tests for employment with weapons contain questions related to service, knowledge of Laws and rights. There is no official publication of such tests.

During testing, such qualities as character, ingenuity, intelligence are determined. Very often, when in the Ministry of Internal Affairs or the FSB, they are asked to take an IQ test or a polygraph.

Terms and Conditions

The conditions for passing the tests for employment are as follows:

all candidates for the position must be warned about the upcoming tests;
everyone has the right to request trial tests;
it is necessary to provide favorable conditions where the tests take place - room, lighting, etc.;
candidates have the right to ask for advice on the results of the test;
testing is free.

All candidates are required to provide question forms, stationery or a computer.

At the beginning, be sure to instruct about the implementation of the tests. Also announce the time allotted for their passage.

How to pass a psychological test

it is necessary to remain calm, to pay all attention to questions;
give truthful answers;
if there are many questions and there is not enough time, it is better to skip those that cause difficulties. The calculation takes into account the number of correct answers, not 100% result;
carefully read the instructions for passing;
if the question is not clear, it is better to skip it;
sleep well the night before.

Test examples

Tests are different, to identify certain qualities, their own are used. What tests will come depends on the psychologist. It is they who develop tasks, very often at the request of employers.

For example, the Luscher test is as follows - cards of various colors (8 pieces) are laid out in front of a person.

The candidate is offered to lay them out in sequence, starting with the one that is most pleasant for him.

The results are recorded and he is asked to repeat the same again. Using the sequence of laid out colors, the psychologist draws a conclusion about the qualities of a person.

The Rorschach test is a well-known technique. The bottom line is that a person is shown pictures that depict incomprehensible blots.

He must say what he sees there. The test can be used to determine if a person has a personality disorder. nervous system, mentality and thinking.

Questionnaires of a personal nature help the psychologist to understand what a person has in his soul. They help to determine personal qualities, motivation, opinion. There are also situational issues.

They help to understand how quickly a person can react to a situation and make an analysis of it, whether he has a creative approach. Basically, such tasks are intended for the selection of candidates for responsible positions.

Stress interviews are an equally popular type of test. With their help, they determine how a person will behave in a certain situation.

Tasks, as a rule, are aimed at driving a person out of himself, creating conflict situation for which he may not be ready.

If with geometric shapes

Such tests are also often used when applying for a job. The person is asked to choose certain figure which he likes. Based on this, a conclusion is drawn. Sometimes they are asked to put them in sequence.

In the first place is the figure that can characterize a person. The figure that appeared on last place, indicates the type of person with whom it will be difficult to find a common language.

Psychiatric examination

There are many requirements for a person who gets a job. If he wants approval from the employer, then he will have to fulfill them in full.

One of the highlights is the medical examination. The employee is sent for review. In addition to general specialists, you will have to undergo an examination by a psychiatrist.

This is useful for those who want to get a job, for example, in a bank, educational institutions, on military service. When talking with a psychiatrist, a person answers his questions, performs various tests and tasks.

What you need to know about a psychiatric examination:

Must pass	Those citizens who work in conditions of increased danger
According to the Legislation of the Russian Federation	The procedure can only be carried out on a voluntary basis - no one has the right to force a person
It is carried out for the purpose	Find out if a person is fit for work, if his psyche is not disturbed
Only a specialist can carry out the procedure	Having a medical background
The employee must be examined by a psychiatrist	Once every 5 years
It must be completed within 20 days.	After contacting a specialist
In case of disagreement with the opinion of the doctor	Its decision can be appealed.

Before being tested, the employer must give the employee a referral. The Commission makes a decision, taking into account the opinions of all its members.

After that, within 3 days they acquaint the employee with the conclusion (under his signature). Then inform the employer about it.

If a person is unfit for work, then a certificate is issued indicating this (but not more than 5 years).

Thus, psychological tests when applying for a job are an important element. They help to identify certain qualities in an employee.

But when choosing a candidate, you should not rely only on the results of these tests. This is prohibited by law - the reason for refusal to work must be justified.

Psychological tests for employment in the US and Europe are very common and have been used for several decades. In our country, this is a fairly new technique, but every year there are more and more fans of it, because it allows you to quickly and objectively identify the personal and professional qualities of a candidate.

Psychological test number 1. Favorite color

You are invited to arrange 8 cards of different colors in order, starting from the most pleasant to the most unpleasant.

What does it mean? This test is aimed at determining the emotional state. Each card symbolizes a person's needs:

red color - the need for action;
yellow - the need for striving for a goal, hope;
green - the need to assert oneself;
blue - the need for affection, constancy;
gray - fatigue, desire for peace;
purple - escape from reality;
brown - the need for protection;
black - depression.

Key: in the first four there must be red, yellow, blue, green - in which order, it is not so important. The most preferred option for the arrangement of cards, which draws a portrait of a purposeful, active person: red-yellow-green-blue-purple-brown-gray-black.

You may be asked to take this psychological test twice. The second time, swap the cards a little, but not much, otherwise you will be considered an unbalanced person.

Psychological test number 2. Drawing lesson

You are offered to draw a house, a tree, a person.

What does it mean? It is believed that in this way a person can demonstrate his self-perception in the world. In this psychological test, every detail matters: the location of the drawing on the sheet (located in the center, a proportional drawing indicates self-confidence), a single composition of all objects indicates the integrity of the individual, what kind of object will be displayed.

It is also important what will be drawn first: a house is a need for security, a person is an obsession with oneself, a tree is a need for vital energy. In addition, the tree is a metaphor for aspirations (oak - self-confidence, willow - on the contrary - insecurity); a person is a metaphor for the perception of oneself by other people; house - a metaphor for the perception of oneself by a person (a castle - narcissism, a rickety hut - low self-esteem, dissatisfaction with oneself).

Key: Your drawing should be realistic and proportionate. To demonstrate your sociability and willingness to work in a team, do not forget about such details: the road to the porch (contact), the roots of the tree (connection with the team), windows and doors (goodwill and openness), the sun (cheerfulness), a fruit tree (practicality). ), pet (care).

Psychological test number 3. Story

You are shown pictures of people in various life situations and asked to comment on: what is happening; what the person thinks about; why is he doing this?

What does it mean? Based on the interpretation of the pictures, it is possible to determine the leading life scenarios of a person, in other words - "whoever hurts - he talks about that." It is believed that a person designs situations in pictures for his life and gives out his fears, desires, view of the world. So, for example, if a picture shows a crying or laughing person, then it is expected that by commenting on it, you will talk about your motives for joy or sadness.

Key: you need to control your answers and interpret the pictures in the most positive way.

Psychological test number 4. Inkblot

You are shown pictures of a shapeless blob (usually symmetrical) and asked to describe what you see.

What does it mean? This psychological test is somewhat similar to the previous one, it also reveals your true attitude to the world. A positive interpretation of pictures (for example, communication between people) speaks of you as an active, sociable, positive person, a negative one (in a blot you saw a monster, a dangerous animal) indicates that you have a lot of unreasonable fears or deep stress.

Key: if you associate a picture with something obviously negative, comment on it in a neutral way. For example, don't say, "I see people fighting," but say, "People are emotionally connected."

Psychological test number 5. IQ test

You are offered for a certain period of time (from 30 minutes) to answer several questions (from 40 to 200) of different directions - from mathematical problems to logical puzzles.

What does it mean? These psychological tests are designed to determine the so-called Intelligence Coefficient. Although their effectiveness is increasingly in doubt (if a person has low scores, this does not necessarily mean that he is stupid, perhaps he has non-standard thinking or he is simply trite inattentive), tests have maintained and increased their popularity for many years. The most common IQ tests are Eysenck.

Key: be as careful as possible, there are a lot of trick questions. If time is running out, and there are still a lot of questions - do not leave them without a solution, put down the answers at random, you will probably guess something. On the eve of your employment test, take a few psychological tests on the Internet, this will help identify the principles of the decision. According to statistics, each subsequent passage of a psychological test increases performance by 5-7%, just do not get carried away, otherwise you will suddenly be too smart for the proposed position.

Now you see that it is not so difficult to pass psychological tests when applying for a job. After all, you have the "keys" that will open the way to new career achievements!

Any employer wants to see exceptionally reasonable, hardworking, responsible and prudent people in his staff. Successful completion of various tasks requires not only specific skills and abilities, but also special personal qualities. However, in order to find out such a volume of information about a candidate for a vacant position, you need to observe him for a long time. For this purpose, for beginners, they establish probationary periods. And yet, despite the possibility of the employer, in case of disappointment in the employee, to say goodbye to him in a matter of months, most managers want to create a stable staff with a minimum turnover of workers. To conduct a competent and successful personnel policy many bosses have in their arsenal such weapons as psychological ones. Let's consider what their essence is, what information they will help to reveal about the candidate and in what forms they exist.

Wishes of leaders

To begin with, let's clarify the wishes of employers regarding the composition of their staff, namely, to determine what qualities they use psychological techniques when hiring. Firstly, it is, of course, the competence of the individual, his professional suitability for the vacancy. Despite the fact that for the occupation of certain positions it is unconditional to have diplomas of relevant education, employers want to know both the level of ingenuity and the possibility of applying the received theoretical bases in their activities.

Secondly, the correct personal characteristics of applicants are important. These include such qualities as diligence, accuracy, sociability, stress resistance, purposefulness, rationalism, honesty and courtesy. Thus, the employer, using a variety of psychological, reveals both the professional and personal qualities of his potential workers.

Main impacts

In order to get to know a candidate for a job better, many methods are used. The issues of competent selection of personnel are dealt with by specially formed departments or centers in organizations. The main methods used by personnel are a variety of questionnaires, tests offered for applicants to pass, and interviews. It is necessary to consider each of them in detail.

A little about the survey

There are a number of questions that the candidate is asked to answer on their own. As a rule, the questionnaire is a fixed list of questions about the main characteristics of the applicant. These include the date and place of birth of a potential worker, his education, address, contact phone numbers, Family status, citizenship. Questioning is a salvation for the personnel service due to the convenience of its use and the completeness of the information received. However, not only the above questions the employer wants to ask candidates for vacancies.

Questionnaire about professional qualities

Information about the education received by the applicant, as well as other information related to the level of competence of a potential employee, is established first of all. If the candidate does not have the necessary knowledge, and in individual cases and relevant experience, then, despite his possibly outstanding social qualities, the employer will not be interested in working with such a person. In order to be able to assess the professional suitability of an individual for a vacant position, a number of questions are prescribed in the questionnaires.

First, the employer is interested in learning about the education received by the applicant. The questions that are present in the questionnaires of almost all organizations relate to the place, time and form of education, the name of the specialty, qualifications, the topic of the diploma, academic degrees and titles, additional education, knowledge of foreign languages.

Secondly, it is important to determine the experience of the candidate. In order to obtain relevant information, the questionnaires indicate the periods of work, positions held, duties, salary level, reasons for leaving companies. The answers to this range of questions clarify for the employer how often and for what reason the person left the previous jobs, how the duties assigned to him changed.

Thirdly, the employer, of course, is interested in versatile and easily trained people, therefore, questionnaires often include questions regarding the presence of not only narrow-profile skills, but also other professional skills. These include, for example, the degree of ownership of a PC and other office equipment, the presence of a driver's license.

Questioning help in establishing psychological qualities

In order for the head of the company to have a complete and versatile opinion about the candidate for the vacancy, the questionnaires ask psychological issues when applying for a job. They relate, firstly, to the motivation and incentives that drive a person when applying for a job in a particular organization. What exactly influenced the choice of a company by a person: good team or the prestige of the company, the level of wages, the possibility of self-realization, gaining new knowledge or perspectives career development, stability, proximity to the place of residence? What are the goals of the candidate for the coming years? All this information will certainly be appreciated by the employer.

Secondly, the psychological one contains a number of questions about the hobbies of applicants. At first glance, the desire of the employer to know how a person prefers to spend free time seems strange. However, it is the answer to this question that clarifies the activity of the individual, his versatile development, thirst for life and ability to relax.

Thirdly, psychological techniques in hiring are designed to determine information about a person's self-esteem. At present, it is not uncommon to meet in questionnaires requests to indicate their best and worst characteristics, their main personality traits. The answers to all these questions are subsequently necessarily evaluated by the head of the enterprise.

Pros and cons of a survey

Questioning is the most common technique used by employers to get to know their potential employees. Its undoubted advantages are simplicity, the ability to indicate many diverse questions in the questionnaire, speed, ease of use, as well as the completeness of the information reflected in it. However, there are also serious drawbacks to this technique. So, when filling out a questionnaire, it is easiest for a candidate to deceive a potential employer by indicating only positive information about his personality, which the employer wants to see. In addition, compiling a list of questions is a responsible matter. To obtain full information about the applicant and to avoid possible double interpretation of the candidates' answers to the questions posed, firms have to involve wide circle specialists - lawyers, psychologists, sociologists.

Psychological tests when applying for a job

Answers to the questions contained in the questionnaires, the person gives consciously. This means that the reliability of the information received cannot be defined as unconditional, because there is always the opportunity to embellish the true state of things. Therefore, in order to get a real characterization of candidates, firms use psychological tests when hiring. A person performs their tasks unconsciously, which means that the results obtained can be interpreted as corresponding to reality. In addition to psychological tests, tests can also be used to determine the level of intelligence and assess the professional qualities of a person.

IQ test

Nowadays, it is very common to offer candidates for vacancies to complete tasks that will indicate the degree of development of logical and spatial thinking, the ability to memorize several facts at the same time, the ability to compare and generalize certain knowledge. The most famous and well-written is the IQ test, which was compiled by Eysenck. The result of performing such tasks will give a more detailed answer about the candidate's ingenuity, in particular, in comparison with the questionnaire, where the subject describes himself independently.

Tests that reveal personality traits

Employers want to know not only the level of intelligence of a potential employee. Currently, psychological testing is also used when applying for a job. Representatives of the personnel service offer applicants to perform certain heterogeneous tasks in which there is no correct answer in the traditional sense. In this case, the subjects act unconsciously, so that the percentage of deception is extremely low. Here are some examples of a psychological test when applying for a job.

The first one is the definition of a favorite color. A potential employee is offered to lay out 8 multi-colored cards in order from the most pleasant shade to the most disliked. In order to pass the psychological test when applying for a job competently and to please the head of the company, you need to know the essence of this experiment. Here, the colors represent specific human needs. As a rule, red is activity, a thirst for action. The yellow card symbolizes determination and hope. Green color indicates the need for self-realization. Blue is liked by permanent and often attached people. Gray color describes a state of fatigue and a desire for peace. The purple color of the card indicates the desire to escape from reality. Brown color symbolizes the desire to feel secure. And finally, the choice of a black card indicates that the applicant is in a state of depression. Of course, the first 4 colors are the most favorable, and therefore they are in the beginning.

The second example of testing is drawing. On a sheet of paper, applicants are invited to depict a house (a symbol of the need for security), a person (the degree of obsession with their personality) and a tree (characterizes vital energy person). It should be remembered that the elements of the picture must be proportional. Do not forget about such elements of the composition as the path to the house (sociability), the roots of the tree (spiritual connection with people, the team), fruits (practicality).

Advantages and disadvantages of testing

The advantages of this technique in determining personal, as well as professional qualities the applicant are surprise, interestingness, the possibility of obtaining the correct result. But not everything is so clear. It should be remembered that when passing these types of tests, the results can be affected by a person's mood. In addition, everyone evaluates the elements of reality differently. For example, for one, black color certainly indicates depression, and for another, it indicates superiority, sophistication and courage.

Psychological job interview

Direct communication of the head of the company with a potential worker is also milestone when evaluating the personality of a candidate for a vacancy. During the conversation, you can ask clarifying questions, also assess the interviewee's speech skills, his self-control, self-confidence, and reaction. In the process of communication, you can find out information about both the personal and professional characteristics of potential employees.

Interview: pros and cons

Of course, employers like this way of getting to know a candidate for a vacancy, because in this way they can evaluate not only the internal qualities of a person, but also his appearance. Unfortunately, there is a lot of subjectivity here, because managers often have stereotypical ideas about the ideal employee, and if appearance the employer has not been evaluated by the employer, then he will not want to learn about his inner qualities.

Impact beyond hiring

Psychological tricks in addition to the initial stage of communication with potential workers, they are used by employers and in the process of joint labor activity. In addition, they are used not only by company executives, but also by other categories of workers in their professional activity. For example, there are various psychological methods of working with children. The child is not always frank with his parents and teachers, so sometimes various tests or questionnaires are used to determine the reasons for his unethical behavior. Employers, in turn, also use psychological methods of working with violations of discipline. As evidenced by various people and the productivity of their labor activity, encouragement and favorable attitudes are more influenced, but not censure from the authorities.

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