A well-designed psychological test can reveal the following: general psychological state, ability to learn, leadership ability, priorities, moral qualities, communication skills, the ability to get along in a large team, and motivation. For example, a young team values qualities such as creativity, ability to learn and an unconventional approach to solving problems. A government body needs employees with qualities such as perseverance, the ability to work under supervision and psychological resilience.
A single test is rarely used in hiring. As a rule, a combination of tests is used: intellectual (logic, attention, memory), personality (character traits, temperament, negative and positive qualities, unconventional thinking), professional (motivation, technical abilities, interpersonal skills), and attitudes (predisposition to conflict, communication skills).
Let's look at which types of tests are used most often in hiring:
🔹 Temperament tests. They show how a person reacts to pressure and change.
🔹 Intelligence tests. They check logic, attention and ability to learn.
🔹 Conflict tests. They show how a person behaves in an argument.
🔹 Projective methods. Used to assess emotional state, usually under a psychologist's supervision.
🔹 Personality trait questionnaires. They describe stable features of character.
🔹 Professional interest tests. They help understand which field a person leans toward.
🔹 Team role tests. They show how a candidate behaves in a group.
🔹 Technical thinking tests. Relevant for technical specialties.
🔹 Attention and concentration tests.
A psychologist's tests during a job application can be tiring and can make you nervous. To improve your chances of a successful interview, use our recommendations.
🔹 Don't lie. It seems that presenting yourself in the best light will improve your chances of the job you want. It won't. There are many ways to see through you. Questionnaires have lie scales, and projective methods are very hard to fool.
🔹 Rehearse. Try taking several of the popular tests so the questions don't come as a surprise. You can also prepare for situational tests. Think about which critical situations may come up in your work and how to react to them properly. Role-play them with friends.
🔹 Stay calm. Nerves during testing can reduce your chances of getting the job. Employers prefer employees who respond to stress in a sound way.
🔹 Identify the main traits that matter for the vacancy and focus on them. For example, an employee who will work with children needs well-developed communication skills. Employers want a nanny or governess who can reach agreement with a child and listen to them. Try not to stay in the background, and show that you can do this.
Is it legal to use psychological tests when hiring a candidate? Opinions on this are polarized. The point is that there are currently no regulations governing this issue. Accordingly, from the standpoint of the law, psychological testing is neither prohibited nor permitted.