Treatment of sexual impotence in men. Sexual disorders and impotence in men

Anyone who has ever participated in a job interview knows that the best way to get the right information from an applicant is to ask the right questions. In this case, an experienced recruiter will take into account not only the candidate’s verbal response, but also his non-verbal reaction, for example, facial expressions, body movements, tone of voice, and so on. Some companies go further and offer candidates entire questionnaires or tests as part of their pre-employment testing.

Job interview questions

Any job interview will consist of questions and answers. Each recruiter has his own palette of favorite questions, including both fairly standard ones and tricky ones.

What are the questions?

During an interview, the interviewer may ask the applicant different types of questions:

• open;
• closed;
• clarifying;
• directed.

Some specialists also like to use the method of unfinished sentences, when the candidate is asked to complete a statement based on his interests, desires and capabilities.

Open questions imply the possibility of a detailed answer on the part of the candidate. A question asked in this form will allow the applicant to talk, for example, about his professional experience, past places of work, his view on the prospects of the profession and his place in the market. In short, if a recruiter wants to give the applicant a chance to speak, he will ask an open-ended question.

Examples of open questions:

• Why did you part ways with your previous employer?
• Where do you see yourself in five (ten, fifteen) years?
• How do you evaluate the actions of competitors on such and such an issue?
• What would your actions be in this situation?

Such questions allow the recruiter not only to obtain factual information about the applicant’s work experience and views on various professional and life issues. By answering an open question, the candidate also demonstrates his ability to conduct a conversation, the level of development of logical and abstract thinking, literacy, degree of self-control, the presence or absence of artistry and many other aspects that only an experienced recruiter can notice and evaluate.

Closed questions require monosyllabic “yes”/“no” answers or the provision of specific factual information. For example, the question of how many subordinates a candidate had at his previous place of work may be intended to verify the veracity of the information presented in the resume.

Clarifying questions are aimed at carefully clarifying the understanding of an answer that has already been given to some other question. When clarifying, an HR manager, as a rule, can use the words “do I understand you correctly that...” or “I have the impression that...”.

Directed questions contain a hint of the desired answer. In particular, if a candidate answers such a question affirmatively or negatively, it is understood that he will also provide a detailed justification for his answer with examples from professional practice. Clarifying questions include the following:

• “A specialist in this area will have a very heavy burden. Are you ready for such intense work?
• “Working on a task will require both teamwork and independent work. Are you able to switch between these modes?
• “We expect high management abilities from the candidate. Can you call yourself a strong manager?

Questions allow a professional recruiter, in the process of communication, to identify the candidate’s level of preparation, the degree of his aspirations, readiness for dialogue, ability to communicate and present himself.

Video: interview questions

What questions are required?

Strictly speaking, there are no mandatory or optional questions. Each employer is free to structure the interview process the way he likes, guided only by his own needs. However, there are a number of basic questions that are asked in one form or another in most interviews. So, you will be asked about your education and asked to tell you about your path in the profession. Employers are often interested in what attracts a candidate to their company and this particular vacancy. Be prepared to describe your weaknesses and strengths, and also argue to the recruiter why you, and not one of your competitors, should be hired for this position. A common question is about the reasons for changing jobs. It is good practice to ask the candidate about their desired salary.

What questions should you not ask at an interview?

Along with naturally understandable questions, there are also questions that are forbidden, in other words, not entirely correct. Some questions are prohibited at the legislative level from being asked during interviews. These hot topics include:

• nationality;
• age;
• religion;
• health status.

An employer does not have the right to refuse employment on the grounds of “unsuitable” nationality, age or religion. In the same way, you cannot refuse employment due to, for example, pregnancy. Accordingly, there is no need to ask about this.

All this is explicitly stated in the legislation, along with penalties for violating these conditions. However, in fact, discrimination on these grounds is rampant. A person of oriental appearance may not be hired, at the age of forty it is much more difficult to find a job than at the age of 30, and employees who are going to go on maternity leave in 8 months are not interesting to anyone at all. Of course, something more politically correct than the real reason will be voiced as a formal reason for refusal. I had to experience this first hand.

How to answer recruiter questions correctly

First of all, you need to answer questions truthfully and to the point. You don’t have to think for the recruiter about what he would be interested in finding out. When answering, you need to take into account the reaction of the HR specialist. If you see that a person is in a hurry and is trying in every possible way to shorten your answer, you should smoothly complete your story.

Always listen carefully to the question you are asked. I happened to witness one interview that did not end very well for the candidate. When talking about his work achievements, the candidate for the position of department head constantly used the pronoun “we.” The recruiter hinted several times and then asked in open text that the applicant in his story separate his achievements from the achievements of his team. Nevertheless, the candidate ignored hints and requests and continued to talk about achievements on behalf of either his entire team or the company. Thus, it turned out to be impossible for the recruiter to determine the scale of his specific contribution to the common cause and did not help in assessing his qualifications.

Dialogue between HR and applicant

Denis: I see in your resume that three previous jobs are similar to the position we have open?

Oleg: Absolutely right. I have serious training and solid experience in this area.

Denis asks Oleg an open-ended question to find out why the candidate wants this job if it is so similar to the previous ones. Perhaps this desire hides some problems in the previous place.

Denis: Why were you interested in our proposal?

Oleg: In terms of job responsibilities, your proposal is similar to my previous place of work, however, I see opportunities for development and growth with you. In my previous company, too many restrictions were placed on independent actions, but I would like to do more on my own and without additional approvals from my superiors.

Oleg answers the question asked very competently. Denis just wanted to find out the reason for leaving his previous place of work for a similar place.

Let's now consider how to correctly answer questions about achievements. Many candidates find it difficult to talk about this.

Denis: Are there any specific achievements that make you proud?

Oleg: I was the first in the company to involve clients in alternative investments. My actions allowed me to make transactions more effective, thanks to this I was able to build trusting relationships with clients for a long time. I shared my experience with my colleagues, they appreciated it and began to work according to the principles I proposed.

Video: how to answer interview questions

Questions for employers when applying for a job

For a candidate, preparing his questions to the employer in advance is no less important than correctly answering the recruiter’s questions. You need to use common sense when preparing questions. You should not ask the recruiter more questions than he asked you. It’s just as bad not to ask any questions at all. At the same time, the “ask at least something” strategy will not work either. During an interview, a candidate is also assessed by what he asks, so the first question that comes to mind is along the lines of “What does your company do?” It's better not to voice it. Thus, a salesperson who is interested in the key metrics of the product with which he will have to work will be more likely to make a positive impression compared to his competitor colleague, whose entire interest is focused on the size of the commission.

You can start the conversation by clarifying potential job responsibilities. A question about the strategic goals and objectives for working in this position will be well received. What does the employer expect from a new employee in a year? How and by what criteria will the employee’s performance be assessed? Questions like these show that you know how to think strategically and are used to planning your life in general and your career in particular.

Asking why the position became available will give you the information you need to decide whether to accept or not. If a vacancy opens for the first time, the new employee will have a large range of responsibilities related to building work from scratch, as well as integrating this new direction in the company into the activities of the rest of the enterprise. If someone has already done this work before you, try to find out why this person decided to leave the place. If a company has changed several marketing managers over the past year, it is quite possible that something is wrong in the team.

It is recommended to ask questions about working hours, salary payment terms and lunch breaks at the very end of the meeting, when the most significant points have been covered.

Video: what to ask an employer at an interview

What is pre-employment testing used for?

Pre-employment testing is used as a scientifically proven method to determine personality traits and qualities, as well as specific skills that a candidate will need in the job process. With the help of tests, the employer tries to hedge a little against the risk of hiring an insufficiently qualified candidate or a person with a high degree of conflict. Tests to some extent make it possible to determine the level of professional knowledge, and also reveal the personal characteristics of a person.

Pros and cons of using testing in personnel selection

Testing is a popular tool among HR managers, however, even the use of the best and most advanced tests does not guarantee a 100% positive result for the recruiter and cannot ensure the complete absence of errors during hiring.

The undoubted advantages of using tests during the interview process include the following:

• tests make it easier to choose between candidates with the same level of qualifications and professional experience;
• tests reduce the influence of the human factor in the decision-making process, excluding the factor of the presence or absence of the recruiter’s personal sympathy for the applicant;
• with the help of testing, you can identify a candidate’s unobvious capabilities, for example, a predisposition to analytical thinking;
• tests allow you to check your level of resistance to stress and identify your tendency to lie.

On the other hand, test results of candidates cannot be the only argument for making a hiring decision, since there are the following risks in using this tool:

• the candidate can prepare for the test in advance and give socially acceptable or employer-desired answers, so the test result will be good, but unreliable;
• the recruiter’s experience may be insufficient to correctly interpret the test results; moreover, the tests themselves may be selected incorrectly;
• test results may be distorted due to the emotional state of the candidate at the time of the test;
• Excessive requirements for test results may entail unjustified costs for finding the necessary personnel.

Is it possible to refuse testing?

Strictly speaking, the law does not indicate that applicants are required to undergo a testing procedure when applying for a job. The only exceptions are some government organizations and services. However, practice shows that a person who refuses to take a test offered by an employer greatly reduces his chances of receiving a job offer. Formally, you have the right to refuse to take tests, but in fact it is better not to do this.

Many employers offer testing before the interview itself. My experience shows that an employer may even refuse to interview an applicant who refuses to complete tests before a face-to-face meeting. Meanwhile, some psychological tests can take a candidate up to several hours to complete. I don’t like to waste my time, so I never agree to do such tests before a personal meeting with the recruiter. If the employer is not ready to respect my time resources, I know for sure that I am not on the same path with him.

Categories of tests for employment

Today, recruiters have a variety of tests in their arsenal that allow them to more accurately determine various aspects of a job seeker’s personality. Depending on the type of company and the position for which the candidate is applying, HR specialists choose certain tests for work.

Video: How to use testing when hiring

Psychological tests

A candidate for absolutely any vacancy can receive an offer to take a psychological test. By analyzing the results of a personality test, the recruiter can draw a conclusion about how the applicant will be able to fit into the existing team and how he will react to various work situations. The Luscher test is often used as a standard test. The Briggs-Myers test helps determine the candidate’s psychotype and draw conclusions about what activities he is predisposed to.

Logic tests

Intelligent logic tests help identify a candidate’s predisposition to activities that require developed analytical skills. A popular logic test is the Amthauer test; it allows you to determine the level and structure of the applicant’s intelligence, as well as the ability to use intelligence in practice.

Attention tests

Tests that determine the level of attentiveness are used for workers whose activities involve more than just performing complex calculations. HR workers, financiers, statisticians and other specialists who are responsible for compiling a large number of documents must demonstrate a certain degree of focus and attention. Attentiveness is tested using the Münsterberg test, the essence of which is to detect errors in the text, search for words with a given meaning, and generally analyze the proposed text.

Stress resistance tests

Stress resistance is tested mainly in those organizations where they have to deal with dangerous situations every day. This category includes, first of all, fire service workers, police officers, Emergency Situations Ministry employees, doctors and other categories of specialists. For these people, maintaining the ability to act calmly under any circumstances is critical.

Stress resistance is tested using the Rorschach test, which allows you to understand the level of psychological stability of a person and the degree of self-control available to him.

In some companies, the concept of a stress resistance test has a slightly different meaning, and the testing itself is carried out in the form of a so-called stress interview. The candidate may be asked inappropriate and unpleasant questions in a deliberately rude manner, provoking him to an emotional reaction. As a rule, few candidates experience pleasant feelings in connection with this interview format.

Numerical tests

Numerical (or math) tests can be used to test the skills of professionals whose day-to-day work activities involve calculations. Such testing may be offered to a candidate for the position of economist, financier, engineer or programmer. One of the frequently used is the Eysenck IQ test.

Language testing

Testing for knowledge of a foreign language may be offered when applying for a job that requires constant communication in that foreign language. Language proficiency can be tested during an interview for the position of tourism manager, tour guide, translator, foreign language teacher, or employee of an international company. You can be given both standard test tasks from foreign language textbooks to test your knowledge of vocabulary and grammar, and tests specially developed taking into account the characteristics of the company. Some companies limit themselves to the fact that the interview itself is partially conducted in English.

Technical testing

Those candidates who apply for positions related to the operation and maintenance of any equipment will have to undergo technical testing. The purpose of such tests is to confirm that a person understands the principles by which the mechanisms work. To determine the level of technical knowledge, for example, the Bennett test is used, which contains small tasks, the essence of which is to suggest an optimal mode for the operation of a particular device.

Features of pre-employment testing for individual positions

In each company, in addition to the standard requirements, some special requirements may be presented to the employee, formed under the influence of corporate culture and the specifics of a particular activity. In this case, it is necessary to use specialized tests aimed at testing the candidate’s knowledge in his subject area.

Testing accountants

An accountant can expect that during the interview, in addition to general psychological issues, they will test:

• abilities for logical thinking and analytics;
• knowledge of the regulatory framework;
• knowledge of accounting theory;
• ability to solve practical problems in the life of a company;
• Ability to use specialized accounting software.

Video: testing when hiring a chief accountant

Testing lawyers

When testing a candidate for a lawyer position, the recruiter expects to receive information about the candidate’s communication skills, his level of intelligence and structured thinking, and familiarity with the legal framework. It is also important for a lawyer to be attentive and diplomatic, to be able to listen to others and draw the right conclusions.

Testing in the structures of the Ministry of Internal Affairs and the FSB

Workers applying for positions in government law enforcement agencies do not have the right to refuse entrance testing. The tests themselves for such specialists are set at the state level. Testing helps check a candidate’s suitability for a position based on various parameters, including personality characteristics, level of stress tolerance, ability to communicate with people, process information and make decisions under constant stress.

Testing programmers

Future programmers are most often tested for mathematical abilities. The candidate may be asked to solve a humorous problem, such as putting a giraffe in a refrigerator, thereby testing his ability to think outside the box. Often there is a more formal approach and a request to solve a problem from a textbook (for example, write a procedure for sorting an array of numbers in any of the available programming languages) or a typical problem solved in a given company. In these tests, the employer often looks not so much at the result as at the work process itself. You may make a mistake in some way during the decision process, but the course of your thoughts will be clear to the person testing you and in any case will show the level of your professional development.

In IT companies, candidates are often offered tasks to test their intelligence.

Driver testing

The job of a driver does not seem to involve any supernatural requirements, but a person aspiring to this position must have a good memory and be able to think logically in order to determine the optimal route or calculate fuel costs. In addition, people working with technology must also be technically literate. These indicators can be tested during an interview.

Testing of HR employees

HR specialists can be tested for literacy, attentiveness, communication skills, vocabulary and level of endurance when communicating with people from different social strata.

Testing for placement in the MFC and government services

Those wishing to work in various government agencies must be prepared to pass a test not only of professional skills, but also of communication abilities and level of intelligence. It is important for civil servants to be morally stable, honest, but at the same time maintain a sense of tact.

What determines the success of passing testing when applying for a job and how to prepare for it

As with any other exam, the success of the test results depends on external and internal factors. Internal factors that the candidate is able to influence include, in particular, the candidate’s level of preparedness, the degree of inner peace and self-confidence. External factors depend only on the employer; the applicant cannot change them; all that remains is to adapt and take them into account in his plans. Such external circumstances include, for example, the complexity of the task, the amount of time allotted for completing the test, and the environment in which the test must be completed (for example, in a separate room, in a noisy open space, or even in a home environment).

Test preparation strategies vary. If opportunities allow, it is worth finding people who have already gone through similar tests, and by communicating directly with them, find out exactly what test was offered to them, as well as what the employer pays attention to when analyzing the results. Often, in order to obtain such information, you do not even need to be personally acquainted with these people. Many people openly share their experiences of participating in entrance tests on thematic forums on the Internet. This is what programmers and representatives of creative professions like to do, for example.

If you cannot find any hints about the level of the upcoming test, it is worth repeating the most important points from the discipline in which you could potentially be tested. You can find thematic tests on the Internet and solve them.

Standard tests often include a kind of “lie detector,” when essentially the same question can be asked in different words. To pass this test, it is enough to tune in to a single line and maintain an even mood throughout the entire testing process.

How can a recruiter evaluate answers to test questions?

The final test result is usually presented either as a number of points scored or as a number indicating the percentage of tasks completed.

When evaluating test results, you need to understand that you cannot trust them 100%. Statistics say that test results reflect the real picture of the world only in half of the cases, and even then only when decoding and analysis is carried out by a specialist sufficiently prepared for this work. In all other cases, test results cannot act as the only and unambiguous criterion for making a decision on employment. It is imperative to take into account other parameters identified during the interview using methods other than direct testing.

When preparing for an interview, candidates should pay a little attention and study possible questions from recruiters, as well as options for an acceptable response to them. It is also useful to find and solve standard tests that the company offers for specialists in your profile. Of course, this does not guarantee absolute success at the interview, but it significantly increases the chances of winning.

In our country, this is a fairly new technique, but its fans are growing more and more every year, because it allows you to quickly and objectively identify the personal and professional qualities of a candidate.

Many companies and recruiters may even exaggerate the significance of test results, so to ensure that such a test does not become an obstacle to getting the job of your dreams, you need to know how to overcome it with flying colors.

Psychological test No. 1. Favorite color

You are asked 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 a person’s emotional state. Each card symbolizes a person’s needs:

– red color – need for action;

– yellow – the need to strive 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 – need for protection;

– black – depression.

The arrangement of the cards means the following: the first two are a person’s aspirations, 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 there must be red, yellow, blue, green - in what order is not so important. The most preferred arrangement of cards, which paints 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, change the cards a little, but not significantly, otherwise you will be considered an unbalanced person.

Psychological test No. 2. Drawing lesson

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

What does it mean? It is believed that this is how a person can demonstrate his self-perception to 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 type of object will be displayed.

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

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

Psychological test No. 3. Story

You are shown pictures depicting people in various life situations and asked to comment on: what is happening; what a person is thinking about; why does he do 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 is the one who talks about it.” It is believed that a person projects the situations in the pictures onto his life and reveals his fears, desires, and view of the world. So, for example, if the picture shows a person crying or laughing, then it is expected that when you comment on it, you will talk about your reasons for joy or sadness.

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

Psychological test No. 4. Blob

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

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

Key: if you associate a picture with something clearly negative, comment on it in a neutral way. For example, don’t say, “I see people arguing,” but say, “People are communicating emotionally.”

Psychological test No. 5. IQ test

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

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

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, don’t leave them unanswered, write down the answers at random, you’ll probably guess something. On the eve of the job test, take several psychological tests on the Internet, this will help identify the principles of the decision. According to statistics, each subsequent passing of a psychological test increases performance by 5-7%, just don’t get carried away, otherwise you’ll suddenly find yourself too smart for the position offered.

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

1. Express advice. If you are not confident in yourself when undergoing psychological diagnostics (psychodiagnostics), then choose from your friends someone who, as you think, ideally matches the niche that you are trying to occupy or defend. Answer as he would answer.

2. If the instructions say that there are no right or wrong answers in the test, don’t trust it.

3. Avoid extremes, be closer to the “golden mean”, do not spit on yourself, but do not extol yourself either. To the question “Do you always pay for travel on public transport?” It’s better to answer “no”, because... That's what the majority do. Otherwise, you are more likely to be suspected of lack of frankness.

4. Many tests contain a “lie scale”, i.e. have a number of provocative questions as in the previous example. And even if you always pay for travel, then you will get a plus on this scale. If you get a lot of pluses, your results will be considered unreliable. And then, at best, you will be asked to take this test again (most likely in a different form, with different questions). At worst, they will write something like “prone to inauthenticity” in the conclusion, which can significantly reduce your rating. And in general, this can negatively affect the tone of the entire conclusion, because, believe me, psychologists really don’t like unreliable results.

5. Sometimes there are tests in which one question or statement appears twice. They answered differently - you get a plus on the “lie scale.” Try to memorize questions verbatim and answer similar ones in the same way.

6. Test results can be greatly affected by the environment. If you do not like the testing conditions (noisy or poor lighting, for example), ask for better conditions, especially if your abilities and intelligence are being tested. Ask in the most correct form, intelligently, without annoying anyone. If they refuse you, then it is quite likely that this is such an idea, part of the plan. If a group is being examined, then asking only you to improve the situation, you will agree, is stupid.

7. Upon completion of the testing procedure, try to photocopy the examination protocol and forms with your answers. They can also be useful for a subsequent appeal (which, of course, is better not to go through), and will certainly help you avoid one or two negative judgments about you in conclusion. If you contact a psychologist you know, he will help you point out your mistakes.

8. Many tests are carried out with a time limit and recording. Find out from the psychologist the most complete information about the restrictions and how much time is allocated for answers. Be sure to come to the diagnostic with a watch: firstly, it can help you plan time for answers, and secondly, the absence of a watch can affect your image (as a non-business person). If a psychologist stands with a stopwatch, of course, do the task as quickly as possible. If not, use every chance to stretch out the time. For example, if a psychologist reads questions to a group, be sure to ask the psychologist to repeat an unclear or difficult question; at the end, you can even ask him to give you a list of all the questions personally. If you work individually with a list of questions or a test book, this is a big plus for you. In Cattell's test (questionnaire), for example, there are 16 personality scales. Among them is one for intelligence. There are no time limits. Sit and think for yourselves, don’t rush anywhere.

9. You have the right to ask the psychologist the name of the test that is being conducted with you. This may be useful to you.

10. If you are selected (for work or study), then most likely you need to be smart, sociable, healthy guy rather than a stupid, closed-off psycho. We will touch on this important topic in other sections.

11. Reduce your age if possible. This may be useful if you have to take an intelligence test, where younger people are often given a discount, and if you are under twenty (there is no difference for older people).

In the Russian employment sphere, psychological methods began to be used relatively recently, but in many other countries the practice of their use dates back decades. A psychological interview when applying for a job allows you to find out how suitable the applicant is for a specific position, team and type of company activity. Preparing for psychological testing and learning how to pass it or decipher the answers will be useful both for the candidates for the position and for those who are responsible for selecting new personnel at the enterprise.

Psychological testing when applying for a job - why is it necessary?

Having the necessary professional knowledge and skills is not always a key requirement for a specialist. Thus, other characteristics of each specific candidate also have a great influence on the effectiveness of the employee as part of the company and, accordingly, on the employer’s benefit from hiring a particular applicant. These may be certain personal qualities, the ability to work in a team, the employee’s loyalty to the company, his interest in development, motivation and other factors.

And the tasks that the person conducting the interview faces in this aspect of hiring can be solved, including using psychological testing when applying for a job. At the same time, there are many ways to organize this testing. The psychological test can be used as a separate stage of employment, and as a questionnaire for each applicant, and as part of a simple individual interview.

Psychological tests for employment should not assess the level of professional or general knowledge. In general, the use of such psychological testing methods is justified only if the person conducting the interview has proper training. Using tests with simplified interpretations simply because it is a popular technique is ineffective.

The most common psychological tests for hiring

Now there are many different tests of employee psychology that allow you to form a fairly truthful portrait of the applicant’s personality. Including many specialists responsible for personnel selection, sometimes they even develop and use their own proprietary methods. However, despite this, a fairly limited number of psychological tests are most often used, which include:

Psychological tests should only be used as a complement to other methods for assessing candidates. By themselves, as the only tool influencing the selection of personnel for an enterprise, they are not effective, since they do not assess professional competencies and a number of other important personal characteristics.

Also, employers need to remember that an employee may be ready for a number of psychological tests. And if an employee at an interview demonstrates ideal results with inflated indicators of positive qualities, this may indicate that he did not answer the questions sincerely, but the way the employer would like to see it.

How to pass a psychological test when applying for a job

Preliminary preparation for an interview will never be superfluous for the applicant. And even despite the fact that psychological tests are designed to evaluate a person relatively detached and based on indirect signs, you can still prepare for them. Thus, statistics show that passing an IQ test increases the success of subsequent passing similar, albeit different tests - by 5-10%.

Knowing about the features of the above tests, you can think in advance about the appropriate combination of colors obtained in the Luscher test, the approximate expectations from the Rorschach inkblot test, and the correct layout of the picture with a house, a tree and a person. In addition, you can also prepare for the fact that most photographs should be described in a positive way.

Overly positive responses and overly high IQ test scores can backfire. Thus, the employer may consider the applicant to be arrogant, insincere, or simply an overly extraordinary person who will not fit into the team and will not be suitable for performing the expected job duties and tasks. Therefore, you really need to present yourself a little better than you really are, but without outright lies and idealism.

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

Many companies and recruiters may even exaggerate the significance of test results, so to ensure that such a test does not become an obstacle to getting the job of your dreams, you need to know how to overcome it with flying colors.

Psychological test No. 1. Favorite color

You are asked 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 - need for action;
• yellow - the need to strive 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 - need for protection;
• black - depression.

The arrangement of the cards means the following: the first two are a person’s aspirations, 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 there must be red, yellow, blue, green - in what order is not so important. The most preferred arrangement of cards, which paints 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, change the cards a little, but not significantly, otherwise you will be considered an unbalanced person.

Psychological test No. 2. Drawing lesson

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

What does it mean? It is believed that this is how a person can demonstrate his self-perception to 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 type of object will be displayed.

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

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

Psychological test No. 3. Story

You are shown pictures depicting people in various life situations and asked to comment on: what is happening; what a person is thinking about; why does he do 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 is the one who talks about it.” It is believed that a person projects the situations in the pictures onto his life and reveals his fears, desires, and view of the world. So, for example, if a picture shows a person crying or laughing, then it is expected that when you comment on it, you will talk about your reasons for joy or sadness.

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

Psychological test No. 4. Blob

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

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

Key: if you associate a picture with something clearly negative, comment on it in a neutral way. For example, don’t say, “I see people arguing,” but say, “People are communicating emotionally.”

Psychological test No. 5. IQ test

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

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

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, don’t leave them unanswered, write down the answers at random, you’ll probably guess something. On the eve of the job test, take several psychological tests on the Internet, this will help identify the principles of the decision. According to statistics, each subsequent passing of a psychological test increases performance by 5–7%, just don’t get carried away, otherwise you’ll suddenly find yourself too smart for the position offered.

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

Vitaly Savko
Based on materials