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How to correctly answer the questions of psychological tests. What do these tests reveal?

In connection with the standardization of work and the development of the influence of psychology and psychiatry, many enterprises include in their survey most groups of people who, for one reason or another, interact with society: job candidates, service workers, teachers, schoolchildren. The situation is associated with more frequent cases of industrial conflicts and even disasters associated with an unfavorable psychological background for an employee or team as a whole. HR specialists have developed a multifaceted psychophysiological examination, borrowed from the experience of clinicians, psychiatrists and counseling psychologists. In the foreseeable future, such a program promises a lot of research prospects and improvement of the work of certain services.

Practice of methods in HR. Is it that scary?

In most cases, methods for psychodiagnostics are offered to respondents that require certain psychological parameters: stress resistance, moral normativity, communication skills. The desire of the employer to get an employee "healthy, beautiful, sociable, without bad habits» creates whole line obstacles on the way of the unemployed to his position.

However, the expectations of merchants interested in their own profits are certainly justified and create the necessary level of competition. As a rule, responsible persons and senior employees are offered to undergo a psychophysiological examination. The need for this procedure is due to the need to quickly find out what potential lies in the future employee, and "is the game worth the candle."

In addition, many techniques help to identify labor and contribute to the improvement of the enterprise management system. Managers who do not stint on a coaching psychologist or an experienced personnel officer rarely face the problem of staff leaving or taking on a position of employees who are not able to fulfill their job responsibilities.

Psychophysiological examination: Ministry of Internal Affairs, law enforcement agencies and the army

Great attention is paid to testing in law enforcement agencies that have a connection with the deviant and criminal contingent of people. In this case, a full examination is carried out not only when applying for a job, but also with a certain frequency during the period of adaptation and further service. Particular attention is paid to the employees of the Federal Drug Control Service and the Ministry of Internal Affairs. These structures automatically issue "red cards" to applicants who have even minor psychological deviations, or who have dealt with a narcologist or psychiatrist.

In this case, the management needs not only a psychophysiological examination, but also full-fledged anthropometric data. famous proverb"IN healthy body- a healthy mind" in the interpretation of HR specialists in the case of hiring a new employee sounds like "Both the body and the psyche must be ready for stress." And the pressures are often enormous. That is why personnel officers use psychophysiological examination: tests and allowing to identify the necessary psychometric parameters.

Luscher color test

The vastness of its application is due to the speed of the study and a fairly accurate interpretation of the results. The subject is asked to arrange the colored cards in a row, based on personal preferences. At the beginning of the row is a card with the most pleasant color for the subject.

Advantages: speed, ease of interpretation, the ability to automate the process.

Flaws: the possibility of giving socially desirable answers. The technique cannot serve as a battery (main).

drawing test

It is very effective, but rather time-consuming. A candidate for the position should complete a creative task related to the inscription of an object or group of objects (“Non-existent animal”, “House, tree, person”). The psychologist evaluates the pressure on the pencil, the location of objects, the geometry of the drawing, the accentuation on certain features of the drawing of a plant, animal hair, etc.).

Advantages: a very effective projective psychophysiological examination. In the hands of an experienced psychologist, it becomes a real "psychic microscope". With the help of the drawing, a very wide range of psychological parameters is determined. The subject cannot give a socially desirable answer,

Flaws: the complexity of the process, the impossibility of automation with the help of a computer.

Psychophysiological examination of intellectual abilities

The use of intelligence quotient (IQ) research is a rather controversial point in hiring. Psychologists note that respondents with high scores may be ineffective, while those with low scores may be highly effective. And vice versa. This means that methods for determining IQ cannot give a full answer to the question of professional suitability. Many merchants do not take into account given fact, introducing into discrimination based on intellectual abilities. From this, they, by the way, lose more than they gain. But it is still worth considering popular methods.

Eysenck test

The test subject is asked to solve a number of tasks in a certain period of time (depending on the version of the test). The data obtained by the psychologist are compared with the key, and the subject receives an assessment of his intellectual abilities. Most of the respondents have an intelligence in the range from 90 to 110.

Tests by D. Wexler, J. Raven in obtaining results and processing are identical to the Eysenck test.

Advantages: providing an IQ picture in a relatively short time. The possibility of automating the technique.

Flaws: the validity of the methodology for determining professional suitability is questionable.

Summarizing the above, it should be remembered that tests should not be feared. They reveal only a part of the data about ours. If the employer sees a valuable employee in the applicant, he will never refuse to provide the necessary place.

Hello dear friend!

Psychological testing in hiring is not used as often as it is commonly believed. However, it would be frivolous to ignore the question “How to pass psychological tests during a job interview?”.

More often psychological testing takes place in the following versions:

Questionnaire format
The format of projective questions for any visual aids. Most often pictures.

1 . To cut the whole truth-womb about your beloved is not at all necessary.

When answering test questions, the rule is: “I am a plus”. That is, we write about ourselves a little better than we actually do. But only a little bit. I don't recommend being too original. Trying in itself is a good start, but this is not the case.

In trying to present yourself as a knight without fear and reproach, it is important not to overdo it. . Your task is not to get confused yourself. Sometimes in such tests there are “traps”, for example: the same question, with a permutation of words, is contained in the test several times. If the answers are different, you may be suspected of lying or inadequacy.

There are questions that a person of "high moral standards" is drawn to answer. Example:

“Do you always pay for public transportation?”, “Do you often get irritated?”

Do not pretend to be a champion of conscience or the personification of the Buddha. There is nothing criminal in the “hare” passage. But insincerity is a reason to doubt whether you can.

2. Show an attractive set of qualities:

Focus your answers on reading about the following qualities:

honesty
performance
the ability to rationally allocate one's time
the ability to draw conclusions from mistakes;
perception of problems as challenges
the ability to remain calm in difficult situations;
politeness
emotional stability

3) Demonstrate a positive perception of the world

Nobody wants to deal with gloomy g@vnyuks, people who are nervous and restless. Usually in the answers it is not difficult to choose an option so as not to appear as such.

Overview of Popular Projective Tests

a) Luscher test. Favorite color

You have 8 cards in front of you. All of them different color. You are invited to arrange them, starting from the most pleasant for you and ending with the most unpleasant.

The meaning of the test is to determine the dominant needs and emotions.

red color - activity, action
yellow - purposefulness
green - self-affirmation
blue - constancy
gray - the desire for tranquility
crimson (sometimes purple) - a tendency to fantasies, escape from reality
brown - need protection
black - depression

The sequence of cards means: the first and second are your aspirations, the third and fourth are the current state of affairs, the fifth and sixth are an indifferent attitude, the seventh and eighth are antipathy, suppression.

From the first to the fourth, arrange the cards in red, yellow, green, blue, in any order.Last put brown and black.

Sometimes they are asked to take the test a second time. You can change the colors a little in some places, only slightly. Under no circumstances should you choose the first colors: black, gray, brown.

b) Test "Interpretation of pictures"

Show pictures with pictures. As a rule, these are people in various situations. Your task is to comment: what is the situation, what is the person doing, what is happening, why is he doing this?

It is believed that a person transfers pictures to his life and explains situations based on his attitude, fears, desires, and world view.

Example: there is a laughing person in the picture. It is assumed that the subject will tell about his motives and reasons for joy.

Images should be interpreted in the most positive way possible.

c) Test "Blots"

Pictures depicting a symmetrical blot are shown. Tell me what do you see?

A positive interpretation of the image (for example, a conversation between good friends) characterizes you as a person with a positive outlook on life. A negative interpretation (for example, a monster) indicates that fears dominate in your mind or you are depressed.

The same as in the previous test - comment in a positive way. It's enough.

Candidate mistakes

Too frivolous attitude. Answers "from the bulldozer." There are also incidents. In the author's practice, there was a case when a seemingly adequate candidate gave strange answers in a questionnaire. To a puzzled question, he simply replied that he had forgotten his glasses. Not bad, right?
Carelessness. Please read the instructions carefully before taking the test. Screw up by inattention - who will understand?
Cleverness. There are applicants who cannot help but comment on the tests. Show your knowledge or just criticize. It is better to refrain from such attacks, no one will appreciate your horizons. Rather the opposite. It is better to pretend to be a simpleton than to be considered a bore.
Hangup. You should not slow down, it is better to skip the question for now. Complete the questionnaire to the end and then return. With this approach, you can notice patterns. For example, repeated questions in slightly modified wording.
Giving too much importance to the test. Generates nervousness.

Keep in mind that testing is an auxiliary tool in the selection. The main ones are almost always the study of and. When testing, you don’t need to strive for the “five”, it’s enough not to mess up and get a solid “four”.

3 points in conclusion

So let's recap. By doing psychological tests:

Stick to the "I'm a plus" rule. That is, about myself a little better than in reality. But only a little bit.
Try to include in your answers positive attitude, positive perception of the world.
Psychological tests are an auxiliary tool for selection.

The test is the case when the best is the enemy of the good. No need to strive to appear as a knight without fear and reproach. It is enough to show that you are just an adequate person. Don't be seen as a bore, a psychopath, or a pathological liar. Follow the author's recommendations and it will be in the bag :)

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Have a nice day and good mood!

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. Take as many practice tests of situational behavior as you can 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.

We offer

Over 500 practice tasks
Tasks selected taking into account the requirements of the main employers and organizers of competitions
Detailed analytics of the success of the passage
Strategies for solving tasks of the main types
Personal recommendations

The one who is more motivated, better prepared and ready to overcome difficulties gets the job. Testing is one of the common methods of evaluating candidates. In the walls educational institutions as a rule, students are not taught, how to take a job test, and in vain. Adequate behavior and the right attitude can serve young professionals in good stead and facilitate the first steps in the profession.

During the presentation of his resume, acquaintance and interview, the applicant is usually given the only chance to make a positive impression. Employers need admission tests new personnel to work when there are several candidates and it is necessary to make a fair and objective decision. In such a situation, a scientific approach becomes the way out: they are all offered to go through the same test for work in the end, only one will be accepted - someone who knows how to show himself in a favorable light.

General concept of tests

Standard recruitment tests consist of:

verbal tests;
Abstract-logical tests.

Psychologists and HR specialists in this way measure the level of knowledge, determine the candidate's ability to learn, check the presence of leadership qualities or professional skills.

Depending on the vacancy, various properties play a decisive role: communication skills and literacy are important for a journalist, attentiveness and numeracy are important for an accountant, activity, stress resistance, an ardent desire to succeed, etc. are important for a sales manager.

You have the right to refuse verification, because. testing is not mandatory. But then the probability of getting a job in this company is sharply reduced. So that the test does not turn into an insurmountable obstacle on the way to getting a position, follow our advice, how to pass a job test, answer questions and not succumb to provocations.

If you are tested directly in the office, then in most cases the time and place of testing is known in advance. Free the evening before for a relaxing holiday. You need to relax, sleep well, have breakfast. You should dress comfortably, but without neglecting the dress code. After all, you came to the organization with serious intentions and voluntarily agreed to take the test, when applying for a job, various parameters are taken into account, including your appearance. Don't forget to disable mobile phone and stock up on a positive attitude to what is happening. Of course, the dress code will not help you, but still you should not neglect the rest of the points.
Read the instructions carefully. Don't waste time thinking about vague questions: don't know how to answer, skip and move on. Leave the most difficult points for last: when the test is passed, the answer sometimes comes unexpectedly, literally from the depths of the subconscious. Read the task carefully, do not fall for tricks and “trick questions”. Trust your intuition, rely on experience and knowledge, remember everything that teachers and life taught you, show intelligence at a decisive moment.
There are generally accepted rules How must take a job test, they are carried out by every self-respecting organization.
Composure and presence of mind help to mobilize for success. Coolness comes with confidence in your knowledge. Pre-workout helps to get rid of anxiety and improve results. Take advantage of the world wide web. Try to take the test in advance, which will be offered when applying for a job, online, think over the answers without haste at home. There is no deceit in this action, preliminary preparation only testifies to the seriousness of the applicant's intentions. Attention to the essence of the issues helps the candidate to open up fully, emphasize his strengths and level those nuances that are undesirable to advertise.

The most objective information is provided by professional tests when applying for a job, it is almost impossible to deceive them. Preparing for numerical tests increases your chance of getting a coveted vacancy several times over, but the “correct” answers to psychological tests can be found on the Internet.
Tip #5: Be sincere and not modest in interviews
Often, tests prepared for job applicants do not so much evaluate applicants as specialists, but determine human qualities. Psychologists have developed provocative questions, the so-called lie scale, which reveal whether the test person is inclined to wishful thinking. I must say that associative and projection tests often evaluate a person biased, because. record its state in this moment. However, some of them contain "trap questions" for which it is desirable to prepare. When answering, pay attention to the same type of paraphrased questions and make sure that your answers to them coincide with each other. Sincerity is the best way not to get confused in your own testimony.

All sorts of tests are practiced, and yet in most serious organizations, the main criterion for evaluating when hiring are numerical, verbal and abstract-logical tests. In addition, it is not bad to show interest in the results for a common cause. Employers need employees who are motivated not only by material rewards, but also by situations where a job well done helped to promote the company.
It happens that after processing the test results, the candidate receives not just a refusal, but a disappointing verdict. To avoid disappointment, remember that a low IQ score does not necessarily indicate a low IQ. Perhaps you are just poorly prepared. Most likely, today's failure is a step towards future achievements and invaluable experience. Try to take the test on your own, which was offered when applying for a job, online, compare the results: perhaps you were disturbed by excitement or lacked self-confidence. Well, if there is still not enough knowledge, try to fill in the gaps. Believe in yourself and boldly go towards the Dream.