In the work of an HR specialist in the selection of personnel, the use of various tests is of great help. Tests help to objectively compare candidates with each other. Tests help to avoid subjectivity towards the applicant on the part of the recruiter. Tests help to test those skills or knowledge that cannot be tested in any other way during the interview. The main requirement for tests is validity. There is no intelligible Russian translation of this term in one word, and therefore the English language is used. It means the following: "this device really measures what it should measure."

It is important to warn HR beginners - let's turn to a quote from A.A. Krymov's book. " ":
“In fact, the use of tests is only useful in combination with other, more familiar selection tools: biography analysis, interviews, observation. But there is a danger: after reading the interpretation of the test, you can get a "halo effect", that is, you start looking at a person through the test results. So it's better to talk to the person first, and then test: here the test will rather help confirm or refute your personal impressions.

Today we have - attention tests. They can be used in the selection of secretaries, personal assistants, various kinds of clerks, the same HR inspectors (in addition to checking professional knowledge) and other specialists whose duties include working with documents and other data that require concentration.

The most commonly used is the Münsterberg technique. The technique is aimed at determining the selectivity and concentration of attention. The test was developed by the German-American psychologist Hugo Munsterberg (1863-1916), a representative of practical psychology (psychotechnics), who taught at Harvard University.
Munsterberg studied the issues of enterprise management, vocational selection, career guidance, industrial training, adaptation of technology to the mental capabilities of a person, and other factors for increasing the productivity of workers and the income of entrepreneurs. Munsterberg received an international certificate for this test in 1934 in London, his technique is still very popular.

The test is good because it is easy to use, gives an almost instant result - it takes only a few minutes from giving a task to a candidate to receiving a result.

Münsterberg technique (selectivity of attention)

The technique - Correction test ("Bourdon's test") has a certain popularity.
The method of studying attention "Correction test" was created by B. Bourdon in 1895. In the experiment, the subject is presented with a page filled with some random characters. It can be numbers, letters, geometric shapes, miniature drawings. The task of the subject is to find a certain sign and somehow highlight it - underline, cross out, mark. What kind of sign and what needs to be done is specified in the instructions.

Bourdon test(test and instructions in Word format)

Another commonly used test is.
The study is carried out using special forms, on which there are 25 red and 24 black numbers. The subject must first find the black numbers in ascending order, then the red numbers in descending order.

Method red-black table (switching attention)(test and instructions in Word format)

• Bourdon test (DOC 58 Kb)
• Münsterberg method (RTF 57.101 Kb)
• Methodology red-black table (switching attention) (RTF 72.123 Kb)

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When device is in large companies before you can get the position you want, you will most likely 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

1. 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 not only need to highlight your strengths, but also need to communicate how you can be of benefit to 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 into account it, 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.

1. 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.
2. 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.
3. 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.

1. 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 false information is likely to be discovered 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

1. 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 solutions about hiring. 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.

1. 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.

1. 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

TESTING CANDIDATES FOR JOBS

In psychology, especially foreign, a huge number of various tests have been developed that are used to assess professional and personal qualities workers. Below we present the most famous psychological tests that "Capital Lights" (Moscow) uses in the selection and evaluation of employees.

The most popular psychological tests used in hiring are:

1. Self-knowledge tests - help to form an objective assessment of personal and business qualities, correct stereotypes of self-perception in the outside world, determine goals and prospects for professional growth.

2. Tests for assessing relationships with loved ones - allow you to assess the need for close relationships and love, independence, responsibility, moral qualities.

3. Evaluation tests psychological climate in a team - allow you to determine the degree of sociability and conflict of team members, choose a leadership style, and also analyze possible internal and production situations.

Depending on the area and methods of research, the types of tests also differ. They can be performed individually and in a group; orally and in writing; verbally and non-verbally. Verbal testing is carried out in a verbal-logical form, non-verbal tests can be represented by drawings, graphs, pictures.There are tests for: intelligence analysis; ability studies; forecasting ambitions and achievements; assessment of personal characteristics, etc.

Intelligence Tests

Intelligence tests are designed to measure the level intellectual development person. Intelligence is often understood as a set of cognitive abilities. Intelligence tests consist of several subtests aimed at measuring individual intellectual characteristics included in the concept of intelligence (speed logical thinking, semantic and associative memory, learning ability, etc.). The level of intelligence is not a constant value and changes under the influence of time and the environment.

Ability tests

The individual psychological characteristics of a person that contribute to his success in any activity are called abilities. They manifest themselves in activity, are formed in activity, and exist in relation to a certain activity. The ability, in fact, is not one single quality, but consists of a whole complex of qualities (for example, visual ability is made up of good visual memory, visual acuity, etc.). Allocate general and particular abilities., Which in turn are divided into elementary and complex.

General elementary abilities are inherent in all people - this is the ability to feel, perceive, remember, experience, think. General complex abilities are also inherent in most people - this is the ability for universal human activities - play, study, work, communication.

Private elementary abilities are not inherent in all people, for example, such as: ear for music, accurate eye, perseverance, semantic memory. Particular complex abilities are also inherent only to individuals. These are abilities for professional and other specific activities. Ability is characterized by success in acquiring knowledge, skills, and their transformation from one level of tasks to another.

Achievement Tests

Achievement tests usually predict an individual's final level of achievement relative to the present level, given specific cognitive functions. TO cognitive functions human include: sensation, perception, attention, memory, imagination, thinking, speech.

For example, knowing the characteristics of a person's attention, one can conclude whether he is able to work for a long time and with concentration. Having an idea about the features of memory, one can judge the volume and productivity of memorization processes, the preservation and accuracy of reproduction of the information received.

The study of general individual abilities allows you to determine where, in what and how they are most manifested. For some people, they manifest themselves in solving practical problems with the help of real actions (practical thinking); for others - during internal manipulations with images (figurative thinking); for others - in solving abstract-logical, theoretical problems according to the laws of logic (logical thinking).

personality tests

In psychology, the following areas of personality research are distinguished: analysis of information by registering a person’s real behavior in Everyday life; obtaining information using questionnaires or objective tests. Methods are interesting to determine the type of a person’s temperament, his character traits, since it is they who determine his behavior, reactions, needs and interests, goals and values, actions in various life situations.

The type of temperament determines the dynamic features of a person's individual behavior: the speed of reaction, the pace of work, emotionality, and the level of general activity. If temperament determines only the dynamic features of people's behavior, then character determines the conscious actions of people. Temperament and character are closely related. Many properties of temperament and character are simply not realized by people, and they receive information about their characteristics indirectly, comparing themselves with others and evaluating their reactions to their own actions.

The most famous tests of mental states and personality traits: "Eysenck's Questionnaire", "MMPI", "Leonhard's Characteristic Questionnaire", "Kattel's Test", "Method of Studying the Level of Subjective Control (SSC)", "TAT (Thematic Apperception Test)", "Rorschach Test", "Luscher Test" and etc. Let's take a closer look at some of them ...

Personal questionnaire of the English psychologist G.Yu. Eysenck- one of the most popular tests. Using the basic concepts of extraversion, introversion and neuroticism, the test allows you to assess the orientation of a person to the inner or outer world, as well as determine the level of emotional instability. These characteristics significantly affect the professional activity of a person.

extraversionis the focus of the individual the world, people, events.

Extroverts are characterized by sociability, responsiveness, cheerfulness, initiative, but at the same time susceptibility to the influence of others, gullibility, impulsiveness.

introversionis a person's focus on his own inner world. Introverts are characterized by prudence, lack of sociability, sometimes isolation, indecision.

neuroticismmanifests itself as emotional instability, imbalance of neuropsychic processes. On one pole of neuroticism there are emotionally unstable people - neurotics, on the other - emotionally stable people, characterized by calmness and confidence.

Indicators "extraversion - introversion" and "stability - instability" are mutually independent and opposite. The combination of these properties, expressed to varying degrees, creates the originality of the personality, and also characterizes the type of temperament: choleric, sanguine, phlegmatic, melancholic.

A pure type of temperament in humans is extremely rare, most often mixed types are present in a person. Even 100 years ago, the famous psychologist Wilhelm Wundt drew attention to the fact that all melancholic and choleric people are similar in that they have strong and changeable emotions, while phlegmatic and sanguine people have fairly stable emotions. He also noticed that choleric and sanguine people are similar in the variability of their behavior, while melancholic and phlegmatic people are quite constant in their behavior. Wundt proposed to measure "emotionality" by going from extreme imbalance to extreme balance. By replacing the concepts of "variability" and "constancy" with the more modern terms "extrovert" and "introvert", he anticipated the description of the second important dimension of personality.

Test "Diagnostics of interpersonal relations" T. Leary.It is sometimes easier to make an objective psychological portrait of another person than to get an idea of ​​yourself as a member of a team; it is more difficult to identify the predominant type of relationship to people in self-esteem and mutual evaluation. One of the most famous and interesting is the Thomas Leary test, which reveals the predominant type of relationship to people using the method of diagnosing interpersonal relationships. This test includes 128 characterological statements. It gives a description of a person's character and is designed to measure the degree of severity of properties manifested in interpersonal communication: dominance, self-confidence, independence, dependence, responsiveness, sociability. This technique allows you to solve three main tasks: to establish the degree of severity of character traits, to describe areas of potential internal conflict, to study the psychological compatibility of people, to analyze the causes of conflict, preferences, and expectations.

The implementation and analysis of the results require the ability to look at yourself from the outside and give an adequate assessment of your character. A person must understand that often he himself is the source of his problems, therefore, he himself must take the first steps in transforming his personality.

Tests of managerial qualities. Existing popular tests contribute to a better organization of self-education and professional activity, making decisions directly related to human life. Tests allow you to see those character traits that may not be seen by the subjects themselves. It is no coincidence that they say that if there is a mirror for appearance, then there is none for personality characteristics. A similar mirror for understanding your character is the test.

Socio-psychological culture modern man presupposes an elementary knowledge of oneself, i.e. their strengths and weaknesses, real and possible level of professional achievements; knowledge of other people - their individual differences, behavioral characteristics; knowledge of business and life situations, i.e. the ability to flexibly and constructively solve emerging problems, without considering people as a means to an end.

Studies have shown that people experience the greatest difficulties in business communication in conflict situations, upon acceptance non-standard solutions, if necessary, to express their own unpopular opinion, when delegating authority. The basis for solving these problems is the increase in socio-psychological competence through self-knowledge, knowledge of other people, the formation of professionally important qualities of managers and business people.

Projective tests.The projection principle underlying these tests is associated with the idea that in various manifestations of an individual (creativity, interpretation of events, statements, preferences, etc.) a person is embodied, including hidden, unconscious impulses, aspirations, conflicts, experiences.These tests includecolor test by the Swiss psychologist Max Luscher.

Our reactions to color are highly complex. The experiments carried out by psychophysiologists confirmed that a number of physiological indicators of the state of the subject change in a natural way depending on what color he looks at. G. Rorschach and M. Luscher made an attempt to show to what extent specific types personalities prefer some colors, while others make a repulsive impression on them. Exposure to color can cause both physiological and psychological effects in humans. Since the emotional attitude to color can be characterized by preference, refusal, or indifference to it, this aspect should be taken into account in psychodiagnostics. M. Luscher argued that much stronger than with the help of words, often unconsciously, we inform others about our state and true intentions with the help of external manifestation signals.

Under the personality signal, Luscher understands “the totality of the manners of behavior chosen by a person and the means by which he achieves from the people around him the desired assessment of his personality and manifests itself in their eyes, for example, as a prudent and self-confident person or as a naive and helpless."

To interpret the observed signals, Luscher uses the method of functional psychology, on the basis of which the color test was created. The Luscher test is based on the assumption that the choice of color reflects the focus of the subject on a certain activity, mood, and the most stable personality traits.

The characteristic of colors, according to Luscher, includes four primary and secondary colors. Primary colors symbolize the need for calm, contentment (blue), a sense of confidence, perseverance (blue-green); volitional effort, aggressiveness, offensiveness, excitement (orange-red), activity, desire for communication, cheerfulness (light yellow). Additional colors(purple, brown, black, gray) symbolize negative tendencies such as stress, anxiety, chagrin, fear. The meaning of these colors, as well as the primary ones, is determined by their relative position.

Based on the analysis of the choice of colors, Luscher assessed the working capacity of the individual, his prospects in this direction, found out indicators of anxiety, the cause of anxiety, and much more.

However, one should not trust the simplistic statements that only physically healthy people prefer the color red, choosing green color- strive for self-affirmation, and the blue color is the lot of phlegmatic people. Data obtained from projective studies should be correlated with data obtained using other methods.

Rorschach test named after the Swiss psychiatrist G. Rorschach. The assessment methodology is to interpret ten black and white and color inkblots. The test subject, looking at the spots offered to him, describes what he sees. The long-term practice of using the test convinces many researchers that it is predictive in interpreting various hidden tendencies and human states. The test determines the degree of extraversion - introversion, a tendency to interpersonal conflicts, a tendency to leadership.

The article was prepared on the basis of materials by V. N. Lavrinenko, Doctor of Philosophical Sciences, Professor, Academician of the Russian Academy of Natural Sciences and the International Academy of Informatization, Head of the Department of Philosophy of the VZFEI.

Increasingly, tests are used for the selection of personnel. In some ways, this increases the objectivity of the selection: all candidates are offered the same tasks, given equal conditions and given the same time. Most tests have a fairly objective rating scale. For the organization, the same is convenient: you can seat, say, perform a written test large group people at the same time. This allows you to significantly save time and effort, especially in cases where the number of candidates for a given vacancy is large. Such a test can serve as a preliminary screening.

In some cases (for example, this is practiced when hiring civil servants in the United States), tests are used as some kind of mandatory barrier that requires the presentation of a certain minimum of knowledge, without which a person cannot be admitted to public service. Moreover, a person who fails this test does not have the right to take it again earlier than six months later.

The tests used in hiring are mainly sets of tasks designed to identify the level of intelligence or personality traits, a person’s attitude to certain situations, allowing him to identify his professional inclinations, the ability to be a leader and work with people, to check some professional skills or learning abilities. Tests can measure the level of knowledge (numeracy, literacy, vocabulary, etc.)

It should be noted that the identification of personal qualities cannot be considered tests in the sense that there are no right and wrong answers, that there cannot be points scored and best result. Here we can only say that a certain type of personality is more appropriate for a particular type of activity. The same fully applies to the identification of inclinations and interests. Sometimes, when selecting employees, tests are used that have been developed for psychodiagnostic and counseling practice. But for such purposes, these tests are not very reliable, since it is often easy to figure out which answer will be more suitable for the job you are looking for.

What might the testing procedure look like? For example, like this:

1. Candidates are seated facing the person conducting the test.
2. Everyone is given the necessary supplies: tests with questions and tasks, pencils, erasers, answer sheets, etc.
3. The employee talks about the purpose of the test and explains the rules for its implementation.
4. The employee reads the instructions for the test. Sometimes the instructions are given to everyone in printed form. In this case, the instructions may not be read aloud, but provide everyone with the opportunity to read it on their own. Reading instructions sometimes turns on time. allocated for the test, and sometimes not included.
5. Often, before the task, an example of the execution of tasks of this type is offered. The purpose of the examples is to provide an understanding of the assignment to avoid misunderstandings.
6. As a rule, candidates are allowed to ask questions, so be sure to clarify anything that is not completely clear to you. Feel free to ask a question, no matter how trivial it may seem to you. Your motto is - ask, it won't get worse!
7. In most cases, a strictly defined time is allotted for the test, after which the testing is immediately interrupted.
8. The responses received from you are being processed. Sometimes you can get acquainted with the results of processing, but this is not necessary.

What advice would you give to those who are about to be tested?

It's very helpful to practice. Imagine that you and your friends have to participate in a competition to change the wheel of a car in the shortest possible time. If you practice the day before, you will act smoothly, without mistakes and fuss. Your chances of winning will definitely increase. Training can improve your ability in any area of ​​work, including passing tests used in hiring. Exactly how much you will be able to improve your results depends on how much you have trained, how close the training material is to the real test, whether you have experience in passing qualifying tests. Motivation has a very strong effect on the result of testing. Important components of success are not only your knowledge, skills and abilities, but also how much you try, how confident you are.

In some cases, the improvement that can be achieved through training is not that great. What matters is what your starting level is. If you are prepared enough to pass this test, then training can only slightly improve your result (increase the points scored). If you are completely unprepared for a test of this level and your score is extremely low, then training alone will not be able to help you overcome the obstacle. But if (which happens most often) before the cherished passing score If you are only a few points short, then training will most likely solve the problem.

As a rule, if you are going to be tested, you will be told in advance what kind of test awaits you. If you can, try to find out from those who have been tested in this organization before you. If you can’t figure out anything, don’t dramatize the situation. Here, the right mental attitude comes to the fore.

A sleepless night immediately before testing in a frantic search for additional information usually does only harm. Much more important is to fully relax and get enough sleep.

Smart Tests

Tests for general intelligence (IQ) contain verbal, numerical and spatial tasks. In the books of G. Eysenck, repeatedly published in Russian, sets are given both mixed (with tasks of all three types), and completely devoted to each of these types. Below are examples of tasks.

Amthauer's intellectual-structural test consists in determining the level and structure of intelligence by 9 components, and the result obtained by the subject is compared with the ideal mathematical and ideal humanitarian profile, as well as with the ideal structure of intelligence in 49 professions, taking into account the age of the subject. In practical use, this test allows you to compare candidates with each other without using the block of binding to professions.

This group of tests adjoins a number of tests for attention, one of which is given in the book by V. Polyakov and Y. Yanovskaya “How to get a good job in new Russia". As practice has shown, the amount of focused attention is quite closely related to the level of intelligence.

Here's what the jobs look like Eysenck test:

Insert a four-letter word that would end the first word and begin the second: APO (....) B

Correct answer: "TABLE" (apostle and pillar)

Eliminate the extra word:

ALST
EDMY
ANORBZ
IARINO

Correct answer: "IRONY" (steel, copper, bronze - metals)

Insert missing number:

143 (56) 255
218 (..) 114

Correct answer: 52 (half the modulus of the difference between the extreme numbers)

Insert missing number:

6 10 18 34 ?

Correct answer: 66

Here is what the explanation for one of the groups looks like Amthauer test:

Tasks 1-20 consist of sentences, each of which is missing one word. You must complete them.
We offer an example of a practical solution to such a task.

Rabbit is most like...?

1. cat
2. squirrel
3. hare
4. fox
5. hedgehog

In this task, hare (3) is the correct solution.

And this is how they look control tasks for this part of the test:

... ? has nothing to do with the weather

1. hurricane
2. earthquake
3. hail
4. thunderstorm
5. mist

The plane is ... a means of transport

1. the biggest
2. the most expensive
3. the most unreliable
4. the lightest
5. the fastest

The correct answers to the tasks will be (2) and (5), respectively.

When it comes to intelligence tests, it is important to be collected and attentive. In no case do not get hung up on any one question, especially at the beginning of work. As a rule, you should skip the difficult question and return to it if there is time. Keep in mind that sometimes there are questions that are deliberately confusing, there are questions that do not have a solution at all, there are errors and typos that make the question meaningless. The number of tasks may be obviously greater than what can be completed in the allotted time. In none of these cases is it permissible to panic. Do whatever you can. This may be more than enough.

personality tests

Personal characteristics and psychological portraits are of an auxiliary nature when choosing a candidate, but some positions obviously require certain character traits. For example, one who should greet the public should be cheerful, have a lively character and infectious friendliness. Great importance has psychological compatibility in a team, especially when people have to work in close contact or even stay together for a long time (space flights, expeditions, etc.)

Personality tests are not very often used abroad when applying for a job for the following reasons: firstly, there are quite strict laws against any discrimination and against attempts to invade privacy. For example, attempts to use graphology to determine character in employment are illegal in many countries; secondly, the questionnaires are not reliable enough. If they want to hide from you an addiction to alcohol or an unwillingness to get up in the morning, then this is simply done. An intelligent person will in many cases easily figure out which of the answers is more favorable for getting a given job and answer accordingly with this, and not with his true preference. However, the authors are aware of cases of using such tests in Russia to solve the problems of assessing and selecting personnel.

Examples of tasks for the presence and degree of development of certain personal qualities

That's what constitutes T. Leary test:
- you need to evaluate 128 statements, in terms of their compliance with your idea of ​​\u200b\u200byou (once - what you are, the second time - what you would like to be) and about the selected object (boss, subordinate, colleague, spouse, child) the same two each times (what it is at the time of the examination and what it should ideally be).

Here are some of the claims:
・Knows how to like
Makes an impression on others
· Able to command
· Able to stand his ground
· Has a sense of self-worth
· Independent
· Able to take care of himself
May show indifference
Capable of being stern
Strict but fair
Can be sincere
· Critical of others
・Loves to cry
Often sad
Capable of showing distrust
Often disappointed
· Ability to be self-critical
・Able to admit when you're wrong

We bring to your attention and sample tasks of a very common cattell test, on the basis of which a psychological portrait of a person is built:

I would rather have a cottage:
in a busy suburban area
Would prefer something in between
secluded in the forest
I can find enough strength in myself to cope with life's difficulties:
· Always
· Now
· rarely
Seeing wild animals makes me a little uncomfortable, even if they are securely locked in a cage:
· right
· not sure
· false
I refrain from criticizing people and their views:
· usually
· Sometimes
· No
I have such qualities in which I excel other people:
· Yes
· not sure
· No
I like to plan my affairs for a long time ahead and act in accordance with the accepted plan:
· Yes
difficult to answer
· No

If we are talking about personality questionnaires, then there are no and cannot be right or wrong answers. You can, of course, cheat, as mentioned above, by answering not as it really is, but as it would be better for the position you are looking for. But we believe that the best policy here, again, will be natural behavior and honesty. Think about what personal qualities are essential for this position, and assess how they are characteristic of you. If you are convinced that you have the necessary qualities, then this perfect option. If you are ready and can develop them, then you can wishful thinking. But, if you need to greet the audience, as we said in our example, and you are a gloomy and unsociable person who feels uncomfortable with a large crowd of people, then is it worth trying to get such a job by deception.

Qualification tests

Qualification tests to assess the level of professional knowledge and skills allow screening and initial ranking of candidates. For example, a number of foreign firms in Moscow apply a special test in order to assess how accountants are proficient in the GAAP system. It is widely known that in order to test the level of proficiency English language, offered TOEFL test(Test for English as a Foreign Language).

By the way, many organizations do not rely on purchased tests, but develop their own. This allows, firstly, to increase reliability due to the inaccessibility for preliminary review and, secondly, "custom tailoring" allows you to take into account all specific specific features this organization and these positions.

Abroad, qualification tests are varied and widespread. We also use tests in some organizations to assess professional knowledge (for example, in the field of finance and accounting)

The simplest screening tests

Sometimes, when testing candidates for lower positions, simplified tasks can be specially used to screen out candidates who are unable to perform the simplest operations of perceiving and processing information or who do not have elementary professional skills. Let us give examples of such tasks, which actually combine the testing of intelligence and qualifications.

Examples of tasks from verbal (verbal) tests
1. ... walks along ...
(a) roof cat
(b) cat roof
(c) roof roof
2. famous means the same as
(a) tropical
(b) unhappy
(c) famous
(d) sloping
3. kind means the opposite
(a) generous
(b) greedy
(c) ideal
(d) severe
4. If Wednesday is earlier than Friday, and May is earlier than December, then write the second letter of the alphabet in the answer box, otherwise write the first letter of the word "Wednesday" in the answer box.
5. Car refers to motor boat the way the bike relates to
(a) water bike
(b) rowboat
(c) sailboat
(d) submarine
6. Long means the opposite
(a) high
(b) low
(c) short
(d) wide
Correct answers: 1 - b, 2 - c, 3 - b, 4 - b, 5 - b, 6 - c.

Examples of numerical tasks

1. Share the most big number in this row to the smallest and add the second from the left to the result
4 6 12 9 3 8 7
(a) 8
(b) 7
(at 10
(d) 1
2. Determine the sequence principle and insert the missing number
7 11 ... 19 23
3. What is the odd number here?
15 25 16 30
Correct answers: 1 - in, 2 - 15, 3 - 16.

Based on the materials of the book by V. Polyakov and Y. Yanovskaya
“How to get a good job in the new Russia”

Talented, capable young people have long been aware of the selection criteria for large foreign and domestic corporations. The main barrier for thousands of applicants is the testing of candidates. No matter how particularly “smart” candidates argue among themselves that experienced specialists do not need to take anything, they have already proved everything, the selection methodology works in Western world more than half a century, long ago proving its worth. Hundreds of applicants for one vacancy can pass for free, and HR specialists do not spend a lot of time processing data about each one.

For the applicant, passing the test on the Internet is also more convenient than in the office, especially the familiar atmosphere, because at home you can retire and work with maximum efficiency. People walk around in the office, working units make noise, employees communicate - there is enough interference, although even in such an environment a person is able to cope normally if he knows how to concentrate. It’s not worth relying on assistants or Google, firstly, there is little time for this, and secondly, the data is checked using verification tests. For verification, you will need to answer a couple of questions, but already in the office, where there will be no one to help.

Online tests when applying for a job are a kind of test level for the applicant himself, if he cannot score 70-80 percent, then you need to practice or try yourself in other companies that do not have such requirements. To assess your capabilities, it is not necessary to go to an interview; some companies post screening tests in the public domain. You can contact the compilers of assignments that help applicants and take online tests when hiring an auditor. Collections of tests are good because their authors give explanations to them, that is, it turns out a kind of "reshebnik". Also, the creators of problem collections offer to take a test when applying for a job online, which allows you to roughly evaluate the upcoming test.

Specificity of online testing

Remote testing is not much different from office testing, because no one forces you to write essays in notebooks, there are also computers in offices, only other applicants and representatives of the employer are nearby. All candidates for online testing reference is given and deadline change. The link opens a window with tasks, the countdown begins, and it is no longer possible to pause.

There are differences between the tests of different manufacturers, but they are not particularly significant. So, in SHL tests, unused time goes to the next questions, Talent Q does not have this, and even the timeline is not in front of your eyes, only a reminder is turned on 30 and 15 seconds before the end of the response time.

Solving tests when applying for a job online involves answering questions from several blocks. Typically, aptitude tests include a numerical section plus a verbal or logical section, and depending on the employer and open vacancy, professional knowledge is also checked: accounting, information Technology. Also, some companies give you a psychological test when applying for a job online. In any case, the applicant is warned in advance about the upcoming tests, and if the employer does not have trial online tests, you must look for yourself and prepare.

The main developers of online tests are SHL and Talent Q companies. Test tasks, questionnaires created by SHL are used by leading corporations such as Amway, IKEA, BAT, KPMG, UniCredit Bank. Talent Q clients are Pepsico, Valio, Coca-Cola, Gazprom Neft, and other companies. Many Russian graduates who are going to work in the banking sector have heard about the Sberbank online test when applying for a job, which has become an insurmountable obstacle for some applicants.

The structure of tests when hiring

Tests consist of several blocks, one of which is mathematical, the other is logical, and another section is used to test specialized knowledge.