Conducting interview with the candidate, many HR specialists are not limited to standard questions. What to do if HR uses psychological tests at employment? How to react to them and correctly to behave? Will tell you Infoadvisor.net about it.
Psychological tests at employment happen oral and written. Written tests are usually used at the initial stage when candidates for a position a little, and help to carry out initial elimination. Written tests can be divided into such types:
intellectual tests (for example, Ayzenk's test)
the elementary tests
Intellectual tests at employment serve for definition of the general I.Q. of the candidate, his abilities to logical thinking and contain numerical, spatial and verbal tasks. Sometimes such tests are formed with a binding to a concrete profession or activity.
Personal tests at employment usually the vspomogatelna, in them is not present the correct and wrong answers. Certain personal qualities of the candidate can be important for a concrete kind of activity, though are not the main selection criterion. At desire it is possible to make out background of this or that question and to answer "as it is necessary", but in the course of work in collective the lie with high probability will open.
Qualification tests at employment help to estimate the level of professional knowledge and skills of the candidate. By means of qualification dough it is possible to define, for example, level of proficiency of the personal computer or knowledge of foreign languages. Many companies develop own qualification tests considering their specifics of work.
The elementary tests at employment are used for testing of candidates for low positions and combine in themselves the test for intelligence and the qualification test. Tasks in them usually simple, are tested skills of perception and processing of information, ability to carry out the elementary operations.
At employment it is possible to carry the color test of Lyusher, cases (situational tasks) and stressful interview to the most widespread oral psychological tests.
The color test of Lyusher is quite simple. To the candidate suggest to choose from a certain set of color one after another: from most to the least pleasant. The choice is made two times with an interval three minutes. Lyusher's test allows to define the general mood of the candidate, the desirable purposes and means of emotional behavior. On the basis of the chosen flowers it is possible to define also potential efficiency of the candidate to which the pervoocheredny choice of red, yellow and green flowers testifies. However Lyusher's test cannot be interpreted unambiguously therefore his results are supported with other tests.
Cases, or situational tasks, help to define degree of "banality" of thinking of the candidate, analytical skills and his ability creatively to approach the solution of objectives. Usually situational tasks are offered candidates for important responsible positions for whom ability quickly is necessary to make the effective decision in any situation. Such tests at employment are quite difficult, and to them not always it turns out to be ready.
Stressful interview at employment allows to define how the potential employee will behave in this or that intense situation. The candidate will be tried to be put in an awkward situation, to enrage or induce to do to what he can be not ready. The main signs of stressful interview is a communication with voices raised, a large number of the questions which are not connected among themselves which ask at fast speed, conversation under way, hindrances during interview, presence at an office of strangers, questions of private life of the competitor.
How to pass a test at employment? If it is about qualification tests and tests for I.Q., there is a sense to look for samples of tests on the Internet and to be trained on them. Then the similar test at employment will not take you unawares. With personal tests it is a little more difficult. Many of them contain so-called cross questions which help to reveal lie of the competitor. These questions are in different parts of dough, are differently formulated, but an essence at them one. If the candidate answered them differently, he was not sincere.
At oral testing answer quickly and not especially reflecting. Do not try to embellish strongly reality, but also not be it is crystal honest, baring all the shortcomings. If the estimated position demands creativity and non-standard approach, witty answers to unexpected questions can be to you in plus. Do not worry and do not try to find difficult answers to elementary questions: most often the answer lies on a surface.
You should not refuse testing if you it make - that you, most likely, will not employ. Starting filling of dough, surely study rules of filling of the questionnaire, attentively get a grasp of questions, penetrating into their essence.
Also remember that psychological tests at employment are important, but the good employer will not draw conclusions about you, being based only on results of testing. Therefore when passing dough you should not "wind" yourself, be simply truthful, natural and do not look for a dirty trick where it is not present.
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