neurotic, which is in severe depression, antisocial type with low intelligence.Do not be surprised, this is the psychological portrait can happen as a result of your professional testing in employment.Today, a variety of research methodologies personalities of candidates become more popular among workers of personnel services.Virtually no one has a job interview is not without psychological tests.How to get around "treacherous" traps HR managers and be able to present themselves "in the best light"?
To get started is to identify the main types of psychological tests used by headhunters.
1. Personal (can be both complex and narrowly targeted, when tested, only two or three factors, including health, related posts, communication skills, leadership skills, commitment to success, etc.);
2. Projective ("Rorschach blots," Luscher test, etc .: the subject is asked to build associative series with given drawings, words, etc.);
3. Intelligent (questionnaires to determine IQ, linguistic, logical and mathematical problems);
4. Professional (revealing professional knowledge and skills).
Each of these types has its "pitfalls".But first, you can select one general rule effective for passing any tests - level of motivation.If your attitude towards them is too frivolous, it is as bad as if you worry too much.Psychologists are three border state of human motivation to achieve a certain result:
1. Lack of motivation (indifferent to results),
2. hypermotivation (stressful condition due to disproportionately high importance attached to future results, excessive motivation),
3. Optimum (average) motivation.
Therefore, in any case, you should learn to control his psychological state.Learn how to "do not cheat" and do not lose yourself in stressful situations.In order to "mentally prepare" for testing it makes sense to work out at home.For example, the Internet has a large number of different tests.You can also study the special literature on the subject.But do not try to show his knowledge in the personnel officer, risking much to offend his professional feelings and hurt his self-esteem, thereby risking to fall out of favor.Therefore, the interview is best to pretend to "ignorant."
So, to proceed with the analysis of the tests themselves.The most "clever" is the personality tests, as they are aimed at identifying quite subjective parameters."The most hopeless case for the applicant - to get an appointment with the personnel department employee himself was fond of drawing test.Because of the lack of professional knowledge of many issues in such tests are built on the principle that answer "yes" or "no" to the question "How long have you stopped drinking in the morning?".You understand that these studies will be used to demonstrate the unsuitability of the candidate to work and not to reveal any of his personal qualities.In all other cases, the chances for a good result of the test depends on you, "- says Stanislav Kulikov CEO specialist recruitment company" Petro-Stimulus ".
Rule one: the interview is not receiving a psychologist, should not engage in self-knowledge in the personnel department .Therefore, answering the test questions, in any case it is not necessary to spread the truth about yourself.In these studies, and so laid the error on "a lie."Therefore, your task is to answer the questions as average statistical majority.The claim to originality in this case is irrelevant, unless you are not satisfied with the art director of an advertising agency or other creative professional.
These tests contain several kinds of "question-and-traps", which incidentally, is easy to avoid if you know about them.The most common one and the same question in slightly different language, put to the test twice.Make sure that in both cases, the answer was the same, or you suspect or insincerity, or instability of self-image, but also, both for the future of employee ill.Another kind of "traps" - questions that people tend to prefer to lie.For example, "Do you always pay for public transport?", "Crossing the street, would you wait for the green light, if you can not see cars?", "You ever been annoyed?", Etc.It is not necessary to respond to them as would have answered "a conscious member of society."There is nothing terrible in the fact that you have not paid the conductor, no.But if a critical mass of "lies" in the responses exceeds a certain value, the accuracy of your answers to the test as a whole will be contested.And you, at best, be sent for re-testing, and, most likely, simply will be eliminated immediately mechanically.
«Another versatile way to pass a personality test: answer questions on behalf of another person, a kind of" ideal hero ".Imagine a person who is ideally suited to the place, to which are applying for you, and try to answer as would answer the questions he - says Stanislav Kulikov - Just do not "sparkle", because, speaking on behalf of others is easier to get lost in the answers".Important thing to remember, when the passage of any personality test, you must show the next best set of qualities:
• physical and mental health;
• presence of intelligence;
• honesty and integrity;
• communication skills;
• the ability to work;
• organizational skills and the ability to efficiently allocate working hours;
• the ability to analyze their mistakes and draw conclusions;
• rationalism and pragmatism;
• resistance to stress and ability to remain calm in crisis situations;
• emotional stability and predictability;
• optimism and desire for growth;
• courtesy and ethics.
Individual attention projective tests.The most popular of them Luscher test.True professional psychologists objected to its use in personnel selection, as they were originally intended to diagnose the psychological state of the person at a time, and keep track of its dynamics.Unfortunately, HR is not stopping, for them the main thing the simplicity and ease of use of such research.The most effective way to get tested is easy to remember the right answer.They can be found in the literature.As a rule, the following sequence of the choice of colors: red, yellow, green, purple, blue, brown, gray, black.But remember, if you double again very clean - it can alert the test, so when one attempts to slightly change the sequence, for example, move the blue (positive interpreted in all interpretations of the test) to the earlier position.And, most importantly, in any case, do not select the first black, gray and brown.Because it shows your psychological troubles.
Next in popularity is followed by tests on intelligence.Here, the main problem for the applicant - to collect maximum points.However, the results of these studies show no presence of mind itself, and the ability of man to solve common tasks mechanically.So it is quite likely that if you are constantly accumulate the minimum number of points, it is likely indicates your thinking outside the box, not the lack thereof.
most common mistakes that allow job seekers in these tests, are associated with inattention.Therefore, before proceeding to the answers carefully read the rules of filling in the study.
Rule number two, answer all questions .Even if you do not know the correct answer, there is always a chance to guess it.In addition, many problems, as well as in personal tests, there are similar to each other - thus, it is possible to solve them "similar."
Finally, the third type of test - professional.Their "trick" is almost impossible.Yes, and it does not need.In these questionnaires it is strictly about professional things.So if with special knowledge you complete the order should not be afraid.
But most importantly, we must remember the principle of "forewarned - is forearmed".To test should be treated as they deserve.That is, they should not be underestimated or too overstated.Therefore, if you are "morally" prepared, assembled and balanced, success is guaranteed."The use of psychological tests when applying for a job there is nothing reprehensible.It is normal practice.
Another question is how they will be used.Of course, such research should not become the sole criterion for the selection of candidates.Since they are not able to take into account the "human factor" - this is the work of the personnel manager, he is not entitled to shift to different methods, "- he said Stanislav Kulikov CEO specialist recruitment company" Petro-Stimulus ".
Articles Source: psyword.org.ru
