Psychological tests when applying for a job

Psychological tests when hiring areoral and written. Written tests are usually used at the initial stage, when there are several candidates for the post, and they help to conduct the initial screening. Written tests can be divided into the following types:

• intellectual tests (for example, Eysenck test)


• personal tests


• qualification tests


• simple tests

Intellectual tests for hiring serve to determine the general level of intelligencecandidate, his abilities for logical thinking and contain numerical, spatial and verbal assignments. Sometimes such tests are made with reference to a particular profession or field of activity.



Personal tests for hiring usually auxiliary, they do not have correct andwrong answers. Certain personal qualities of the candidate may be important for a particular type of activity, although they are not the main criterion for selection. If you want, you can see the background of this or that question and answer "as it should," but in the process of working in a collective lie will most likely open up.



Qualification tests for hiring help assess the level of professional knowledgeand candidate skills. Using a qualification test, you can determine, for example, the level of PC ownership or knowledge of foreign languages. Many companies develop their own qualification tests, taking into account their specific work.



The simplest tests when applying for a job are used to test candidates forlow posts and combine an intelligence test and a qualification test. The tasks in them are usually simple, testing the skills of perception and processing of information, the ability to perform simple operations.



The most common oral psychological tests for hiring include the color test of Lusher, cases (situational tasks) and stressful interviews.



Luscher color test rather simple. The candidate is offered to choose from a certain set of colors in order: from the most to the least pleasant. The choice is made twice with an interval of three minutes. The Lusher test allows you to determine the general mood of the candidate, the desired goals and means of emotional behavior. Based on the selected colors, you can determine the potential performance of the candidate, which is indicated by the primary choice of red, yellow and green colors. However, the Luscher test can not be interpreted unambiguously, so its results are supported by other tests.



Cases, or situational tasks, help determine the degree of "pattern"the candidate's thinking, analytical abilities and his ability to creatively approach the solution of the tasks. Usually situational tasks are offered to candidates for important positions of responsibility, for which the ability to quickly make an effective decision in any situation is necessary. Such tests when applying for a job are quite complex, and they are not always ready to be prepared.



Stress interview When hiring, you can determine howthe potential employee will behave in this or that tense situation. The candidate will be tried to put in an embarrassing situation, to force himself out or force him to do something that he may not be ready for. The main signs of a stressful interview are communication on elevated tones, a large number of unrelated issues that are asked at a fast pace, conversation on the move, interference during an interview, the presence of strangers in the office, questions about the applicant's personal life.



How to pass the test when applying for a job? If it is a question of qualifying tests and teststo the level of intelligence, it makes sense to look for samples of tests on the Internet and train on them. Then such a test when hiring you will not take you by surprise. With personal tests a bit more complicated. Many of them contain so-called cross-questions, which help to reveal the lie of the applicant. These questions are in different parts of the test, they are formulated differently, but they have one essence. If the candidate answered them in different ways, then he was insincere.



When oral testing answer quickly and not really thinking. Do not try to embellish reality, but do not be crystal-clear, exposing all your shortcomings. If the proposed position requires creativity and an unconventional approach, witty answers to unexpected questions can be a plus. Do not worry and do not try to find complex answers to elementary questions: most often the answer lies on the surface.



To refuse from testing it is not necessaryIf you do this - then you, most likely, onThe work will not be accepted. When completing the test, be sure to read the rules of filling out the questionnaire, carefully read the questions, delving into their essence.



And remember that psychological tests at admissionwork is important, but a good employer will not draw conclusions about you, based solely on test results. Therefore, when passing a test, do not "wind up" yourself, just be truthful, natural and do not look for a dirty trick where it does not exist.



</ p>