More and more companies when choosing a future employee prefer candidates with certain personal qualities and professional skills and qualities of the applicant as education and work experience, fade into the background.For a long-term perspective and create commands to the employer is more important than conformity to the psychological characteristics of the candidate of this position and how quickly the new employee will be able to join the existing team.
interview with the applicant in the interview process does not always provide a complete and accurate view of it, so in addition to the oral multi-stage interviews of potential employees often may be asked to complete a series of tests.
In the first test when employment is used in cases of mass work with a large flow of applicants. It helps in the very first stages of the selection process with a high degree of reliability to weed out those candidates who do not fit the requirements of a specialist in a certain position. In addition to this testing helps to unlock the potential of the candidate to establish his role of quality in the team to predict the future development, to identify the pyramid of values for the development of the motivation system.
Of course, every company that practice testing as a way of assessing candidates, trying to develop or customize your own set of tests covering the most important intellectual, personal, motivational and volitional qualities of the candidate in accordance with its corporate culture.
Most often, the following types of tests: achievements, intellectual, interpersonal relationships and personal.
Tests of Achievement (professional tests)
Tests for the assessment of professional knowledge and skills. Check the knowledge of professional terminology, the level of theoretical training and practical skills.
Intellectual tests
best known to the uninitiated. Designed to determine the level of mental development and education of the candidate. The most famous tests of this galaxy — IQ Eysenck. The idea of such techniques should identify the level of intellectual development of man, but received the IQ is not representative of the true level of mental development, but rather testifies to the ability to solve a certain kind of mathematical and logical problems.
a Special group intelligence tests are ability Tests — small tests of attention, memory, ability to think logically, responsiveness, etc. (Test patterns intellect, Amthauer, Intellectual lability, Progressive Matrices, Raven, Test Veksler, the Test patterns of the intelligence Amthauer)
Tests aimed at identifying the applicants have certain abilities, perhaps, justified more and more often are an indispensable part of dispassionate competitive selection.
a test of the ability to induction is designed to assess abilities that are important for processing unfamiliar information and solve problems. People who show good results on such tests are usually developed abstract thinking and analytical skills.
Test for the analysis of verbal information. Usually involves reading small text and evaluate the truth of some statements by selecting one of the available answer choices. These tests measure the ability of comprehension, analysis and synthesis of verbal information. For successful completion you should be very careful to read background information and to keep in mind that all words should be interpreted literally, no metaphors or allusions in these tests is not provided.
Test for the analysis of numerical information — provides the ability to measure the ability to analyze numerical information, which is shown in the form of various charts, graphs and tables. In such tests use simple arithmetic and elementary mathematics. The main thing is to be able to develop the right strategy for solving the problem.
Tests of interpersonal relations
the Tests in this category reveal the social competence of the person — level conflict, its role as the group competition. These tests also help to assess the adaptability of the candidate to the already established team. This also includes tests to identify the leadership style or inclination to leadership. (Questionnaire Thomas, Diagnostics communication control Schneider, Test Leary, Questionnaire of interpersonal relationships A. Rukavishnikova (OMO), the Test communication skills Michelson and others)
One of the most frequently used techniques is the Test Leary (in Russia known as «Diagnosis of interpersonal relations», adapted L. sobczyk.). The questionnaire consists of 128 estimates. The examinee must answer whether the location of his «real self», his «ideal self»or personality of another person. When processing results are calculated indexes of friendliness and indices of dominance, as well as the dominant type of relationship to others.
Personality questionnaires
Give an idea about the individual psychological characteristics of personality, typical ways of human behavior. In business practice, despite the fact that they are often referred to as «the clinic». (MMP, Kettel, Eysenck, MBTI, the Level of subjective control, Karsi etc)
Can be used projective techniques, when the candidate is being asked something or to systematize the picture: «a non-Existent animal», lüscher test, test Rosenzweig, etc.
to obtain good results, the test should be prepared. Find out beforehand what type of testing you have to pass, and how will undergo the testing procedure.
Before passing intelligence tests, preferably pre-workout. Note that most companies currently do not rely on classical methods, and develop their own. However, the structure of many of them remains common. In most cases, testing is conducted online with the time constraints and the inability to return for missed assignments. Some employers offer to trial testing, and it is very important not to miss this opportunity, in order not to waste precious time on parsing technologies.
With tests on personality type is more complicated, important to remember that the test results should fit the company’s requirements. It is important to understand that the interview is not a reception, a psychologist, you should not engage in self-exploration in the personnel Department. Ideally, the test should show that you do not conflict, sociable, Mature, motivated, energetic, have a proactive attitude, able to work in a team and make the right decisions in difficult situations, etc. not Only «to play»with the help of certain tests, you can determine the level of sincerity of the applicant being tested.
it Should be emphasized that testing is only one of the selection tools and can not replace personal communication. The test results can’t be the sole and conclusive factor for the decision in favor of one or another of the applicant. However, the chances of getting the job are much higher for those candidates who have successfully passed the selection procedure. Tests should not be underestimated or on the contrary too overestimated. It is important to be to him «mentally» prepared, focused and balanced in the process of passing, then success is guaranteed.
Alexandra Kozhemyako
Recruitment company AVICONN
Consultant recruitment