Modern working conditions, productivity and quality of work performed, increasingly demand from applicants appropriate performance, personal, psychological and business qualities. For this, many serious organizations use testing when hiring, especially in departments such as the FSB, the Ministry of Internal Affairs, Russian Railways .., banks, including Sberbank .., as well as in large corporations.
Hiring tests are carried out for accountants and managers, for police officers and firefighters, for pilots and machinists, and for lawyers, and even for sales consultants ...
On this page of the psychoanalytic site website you can go online for free psychological testsused when recruiting for various departments and organizations online and free of charge.
However, keep in mind that these are examples of tests used when applying for a job. each employer can use his testing, depending on the necessary personal, mental, emotional, moral and business qualities of the applicant for a specific position or profession, in a specific enterprise or institution.
(Large corporations use SHL, Talent Q, Ontardent, Exect tests)
What psychological tests do job seekers pass when applying for a job?
Examples of basic psychological tests used when recruiting for work in various departments, organizations and enterprises, such as the FSB, the Ministry of Internal Affairs, the Ministry of Emergency Situations ..., Banks (Sberbank), trade ..., testing for the positions of a manager, chief accountant, policeman, firefighter, rescuer, salesperson (sales assistant), lawyer ... etc. (career choice test)
Psychological tests
General psychological tests when applying for a job are not used as often as specialized ones for certain professions.
However, the results of tests for the speed of nervous processes (temperament), character accentuation, memory, attention and attentiveness may be of interest to some employers.
- Character test - (software version)
- Temperament test - (software option)
- Attention test (switching attention)
Verbal tests
The verbal test when applying for a job is the basis of an interview with an applicant for a position and profession, where the verbal (speech) abilities of the applicant are needed.
Math tests
Some corporations employ math tests when hiring to determine analytical skills the applicant.
- Math test (with answers)
Numerical tests
For some positions, such as accountant, employers use numerical tests when hiring.
- SHL test
Logic tests
Logic tests when applying for a job provide information to the employer about the applicant's ability to find correct decisions in unfamiliar situations.
Logical thinking test
Emotional tests
Emotional stability, stress resistance - the necessary indicators of certification - tests upon hiring and subsequent re-certification - applicants and existing employees in positions where you need to work with people in dangerous, emergency and stressful situations (for example, police, Ministry of Emergencies, trade ...)
Personality tests
The mainwidely used personality test when applying for a job, the SMIL test (Standardized Multivariate Personality Research Method) is used - it is also the Minnesota Multidimensional Personality Questionnaire (MMPI) and its abbreviated version MMPI Mini-Mult
Intelligent tests
The level, intelligence quotient (IQ) of the applicant is often the most important indicator testing when applying for a job where the intellectual abilities of the future employee are required.
- Online CAT test (short indicative questionnaire to determine general mental abilities - sometimes used in the CPD of the Ministry of Internal Affairs)
- Test for genius (aka the test for the reaction "Red Square" - sometimes used in the Central Office of the Ministry of Internal Affairs)
(with software processing of results)
Creative tests
Many modern organizations require creative, creative people, who sometimes have to have organizational and even entrepreneurial abilities, therefore, when applying for a job, they also use creative tests.
TEST "ANALYSIS OF NUMERICAL INFORMATION"
INSTRUCTION
In this test, you have to, using numbers and other data contained in statistical tables, answer questions, the main purpose of which is to assess your ability to use numerical information.
You are offered a series of questions and five or ten possible answers, one and only one of which is correct in each case. You should find this option and fill in the corresponding circle on the answer sheet. Keep in mind that, choosing from ten options, you can choose an answer that is encoded with not one, but two letters. In this case, you should fill in not one, but two circles on the corresponding line of your answer sheet. For example, if, in your opinion, the correct answer is "AC", then you should fill in the circles "A" and "C".
If necessary, you can, while answering the questions of the text, use a calculator, as well as drafts.
Below are examples to illustrate the nature of the test. Using the provided statistical tables, work at your own pace with these examples. Fill in your answers in the Examples section on side A of your answer sheet.
EXAMPLES
1. To what age can a five-year-old boy live according to statistical forecasts?
Germany
Switzerland
1980 data
JOUNES LTD
Common ur-n inflation for year (Jan-Dec) | Price index for bananas in the beginning of the year | Power (megawatt) | Coefficient download *) | Fixed | Production costs megawatt |
|||
*) In one year (1983)
1. To what age, according to statistical forecasts, on average a 50-year-old man can live?
If in 1955 the price of bananas rose only by an amount corresponding to general level inflation, how much would bananas have cost at the beginning of 1956 compared to the beginning of 1955 (as a percentage)?No answer specified |
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The main thing - learn as much as possible about a personwho is sitting in front of you: does he have business people, is he capable of impressing bosses and clients with his intellect, can he restrain emotions, how he will communicate with colleagues.
To do this, they use a method like testing.
Did you know that for the first time a peculiar testing was carried out in antiquity... And the ancient Greek scientist Pythagoras came up with such tasks that would make it possible to see: a student is stupid or smart. He argued that "not every tree can carve Mercury."
How is testing done?
You go into the office and sit down opposite a person you still don't know who is very worried.
You start talking to him and you understand - the applicant has prepared to pass the tests that may distort the validity of results.
The second step is to test:
- Hand out tests with questions and tasks, forms for answers.
- Explain for what purpose you will be testing.
- Read instructionor give typed text.
- Tests should consist of 20-25 tasks.
- Clarify what for each task given one minute... When the time expires, testing stops immediately.
- If a person does not understand give an example performing such tasks.
- Respond to candidates' questions.
- Adoption answersand their verification. The results of processing can be shared with the candidate, but it is not necessary.
Download examples and sample tests with answers and comments for you can follow the links below.
Other tests for hiring answers can be found on the Internet.
Views
Employment tests are divided into several types: professional, personal, intellectual, mathematical, logical, verbal, attentiveness, ingenuity, learning ability, mechanics, and the most common in trade organizations "How to sell a pen."
Let's take a closer look at each of them.
Professional
To determine the professionalism of an applicant, experts use special tests... For - tasks for knowledge of accounting; for secretary- pass a test for mastering the basics of office work, checking literacy, attention to detail, typing speed, fast and effective information retrieval; for tax specialist - passing tax tests for lawyers and economists - verification of legal or economic literacy, to the level of knowledge foreign language, ownership computer programs etc.
make up questions and several possible answers: yes, no, in some cases.
This gives interpretationanswers.
From such explanations, one can immediately see the answer.
And with the help of ready-made keys to the test, determine the number of correct answers and make your decision.
The employer may offer to pass a test for applicants for knowledge of some excel work techniques.
An applicant with experience, knowledge of the theory, who answered most of the questions has every chance of getting desired position.
Personal or psychological
Intellectual
If work requires mental expenditure, then the employer has the right to know how high the intellectual abilities of his employees are.
It is for this purpose that this type of testing is used to objectively assess intellectual level (IQ) job seekers.
For the correct selection of tasks, a book by an English psychologist is suitable G. Eysenck.
You can use the test Amthauera... He determines the level of intelligence according to nine criteria.
Based on the results, it is possible to accurately establish the mathematical mindset of a candidate or a humanities student and even determine which of the 49 professions is suitable.
Online testing for the level of intelligence can be passed.
Mathematical
The great mathematician is not looking for a job, she finds it herself. But the head of the company or the head of the company needs professional accountants or economistswho can not only count, but perform complex mathematical operations.
Offer a test of twenty to thirty simple and complex tasks consisting of finding proportions, fractions, calculating the difference, adding several numbers, understanding diagrams, pictures, graphics, working with figures. The applicant needs to quickly figure out which numbers to operate on.
Based on the test results, it will be clear will the specialist be able to cope with mathematical problems in a new position.
Pass the online test in math you can.
brain teaser
Logic tests in hiring are aimed at the candidate's intelligencewhich is central to many professions. They are an excellent tool for revealing a person's behavior in an unfamiliar situation.
At first glance, logical tests for work are absurd. One of the problems says that some snails are mountains. The mountains adore cats. So all snails love cats.
The main thing for the test-taker is to concentrate, build a logical chain, to explain it, not paying attention to snails and cats. The specialist must understand: whether the future employee is able to reason logically and think outside the box.
The logic test can be taken online.
Verbal
Verbal tests are useful for job testing teachers, translators or secretaries.
Provide an opportunity to assess the skill of the applicant work with texts: to understand, disassemble, evaluate information, draw conclusions.
A candidate has the opportunity to get the desired position if he is fluent in his native language, knows how to speak logically and competently, and has a large vocabulary.
The verbal test is usually much more time is giventhan numeric. The answer consists of letters or a word. You need to choose from several options or come up with an answer yourself.
But there is a type of verbal test when you need to read a small informational text and a few statements. Applicant must reveal true or false of this statement.
Verbal tests enable the employer to understand whether the candidate's speech is laconic, whether he can convince and prove in words.
You can take the verbal test online.
For learning
Many young job seekers write in, "Ready to learn." But people with great experience and experience, do not want to retrainthinking that the knowledge they have accumulated will be enough. For this, a short test is used to assess learning (the ability to process and perceive new information).
Mechanics
Mechanics test offered a narrow circle of specialists, mainly for candidates of physical specialties, engineering professions.
The tests check spatial thinking, knowledge and experience, and determine the ability to work with drawings, mechanical devices, and complex equipment. These are tests consisting of simple questions, but for which only people who understand mechanics are able to answer.
Online testing on mechanics is suggested.
On the Polygraph
Can an employer apply lie detector?
The law does not prohibit.
The Labor Code permits obtaining unquestionable information about an employee. But the candidate has the right to refuse verification to honesty if he considers it a humiliation of his human dignity.
What is the testing process? There are three types of questions: tuning, corrective and factual.
If the answers to the last two are honest, the physiological parameters of a person are the same. They are transformed if a person tells a lie. This is fixed by the apparatus.
The "Polygraph" will not hide the attraction to the use of alcohol; drugs, theft, gambling addiction, whether there are loans, criminal record and even convicted relatives; whether a person is capable of harming the company.
Answers give infallible judgment of a candidate... At the end of the check, the employer decides whether the candidate will work or not.
"Sell a pen"
For applicants wishing to work in the trade field, specialists conduct popular test Sell \u200b\u200bme a pen.
Any item is offered: pen, pencil, notebook, the price is called. Cannot be exchanged or gifted. He has to sell this item within five minutes. The employer speaks as a buyer.
This situation is stressful for the candidate, as it is close to the real sales environment. The test has been carried out many times in countless interviews. As a result, the employer receives an objective view of skills and technique future sales manager.
Summary
So is it worth trying to apply tests when recruiting?
Professional staff - this is a very important stage in the management of an organization, a guarantee of success, it is a treasure that must be protected.
If the choice is correct, then it increases productivity, efficiency all employees of the organization.
Mistakes are costly. The ability to hire is a real talent that is not often found yet.
Tasks are created by specialized companies, but in last years the largest corporations use Talent q, SHL numerical tests to select candidates. SHL tests are not more difficult than others, basically you will have to solve problems on speed, lengths, timing, area, productivity and economic components. These are the tasks of the last grades of the school, the maximum is the first year of the university, but without preparation they will not seem simple.
The system of multi-stage selection for a job is quite new for us, but, nevertheless, thousands of graduates have already got a job in the company of the Big Four, the FMCG sector, etc. including numeric ones. Such knowledge is invaluable, since the tests themselves - intellectual property corporations, and they are not freely available. Applicants who pass the tests do not reveal secrets either, they share general principles and trends.
- Preparation. Coaching is essential for any business, but test preparation is a must for beginners. The main difficulty of Talent q, SHL tests is the "non-traditional" presentation of tasks for us, as well as the time limit. That is, a competent person will probably figure out the tasks without problems, only this can take an excessive amount of time, which is very limited (about a minute for one example). When you see such examples of numerical tests for the first time, it's hard to get your bearings quickly, but practice will help you get comfortable and solve them quickly in any conditions.
- Help from friends. In recent years, the numeric test can be passed on the Internet, and some applicants have an idea to ask a neighbor, colleague or friend who is well versed in mathematics for help. It is likely that the help of a friend will be decisive, but over time it will "come out sideways" when you have to retake the tests or confirm them, and there are no assistants nearby.
- Sample tests. There are many examples of math tests on the Internet. They are provided for money, however, there are also free ones. trial options on employers' websites. So, trial tests by Mars and others are considered useful and plausible. Probe problems are somewhat different from the original ones, and usually they are a little simpler, but at least give an idea of \u200b\u200bthe essence and structure of the proposed questions. In any case, a numerical test with answers will help in preparation.
- The decision is in the "mind". Taking tests at home, via the Internet, allows you to use anything, although there is only enough time for simple calculations. But some companies conduct tests in offices where even calculators are sometimes prohibited. All tools are pencil and paper, so it's best to get used to doing without additional funds.
- Answers to the remaining questions. Many test takers do not have time to solve all the problems with 100% accuracy, what about those for which there is no exact answer? The accepted practice allows you to put "ticks" at random, that is, you are not fined for incorrect answers, and there is always a chance of an accidental hit.
- Repetition of knowledge. Every person, even with excellent knowledge of mathematics, gets used to doing some operations using computer programs, a calculator, etc. Not because it will not cope, but because of time savings, and this is logical. However, before taking numerical tests for work, you should check whether the applicant can perform all the mathematical operations in his head or on a draft. They are not complicated, but the slightest difficulty will take seconds, minutes, and these are a few unsolved examples.
- "Traps". Some examples are deliberately designed to make one answer seem correct, without any calculations, but this is a trap. The best way out is to double-check, quickly count, and only then give an answer.
- Iron nerves. Many test takers are confused by the countdown on the screen. Roughly speaking, instead of making a decision, a person constantly looks at the time. There is only one advice - full concentration, possibly auto-training and other self-improvement practices.
Too many literate people say that they underestimated the complexity of numerical tests, and if they had practiced a little, they would have solved not half of the problems, but two-thirds or more, so the most important advice is training and practice!
Best regards, worldcompanyjob team
Many employers conduct various tests with job seekers. Their purpose is to objectively assess the abilities and professionalism of the future employee. However, numerical tests aren't the only ones that hiring managers practice. They usually use these types of surveys:
The numerical test for hiring is not done by accident. It can help improve the reliability of data on the capabilities and qualifications of a new employee, as well as predict how well he will be able to perform his duties.
As a rule, the candidate receives an offer to pass only those tests that directly assess his preparation for work in a particular field. It makes no sense to apply all SHL tests at the same time. For example, when an employee is hired for a "technical" position, logical and numerical tests are usually carried out, and "humanitarian" tests are verbal.
Tests are usually carried out in conditions that are close to working conditions. In some cases, a stressful environment is created for the candidate, very little time is given, information is presented inconsistently and confusingly. All of this is aimed at how organized, collected and stress-resistant the candidate is.
The level of difficulty of SHL tests is influenced by the prestige of the company and the job responsibilities that an employee applying for a specific position will perform.
Additional Information
According to statistics, 4 out of 5 candidates in a prestigious organization do not pass preliminary tests. This is due to the desire of the employer to narrow the circle of applicants as quickly as possible before the most worthy ones are selected.
Numeric hiring tests are usually done online. The candidate is seated at the computer, he must enter an individual login and password issued in advance. After that, he begins to perform tasks.
Usually, a numerical verbal test for a job contains several dozen tasks, their complexity is different, and up to half an hour of time is given for this. Usually, its segment is selected so that it is impossible to think for a long time about choosing the correct answer. As a result, it is possible to increase the objectivity of evaluating the performance of a job applicant from the position of an employer.
Tasks in the texts are usually arranged in accordance with their complexity in increasing. In the beginning, as a rule, easy tasks are given. This is done so that if the applicant does not have time to give answers to all the questions, he will be able to complete a certain number of tasks.
Typically, the numerical test for hiring is based on the following principle:
To successfully complete any business, you need to prepare. Passing the numeric test is no exception. Consider effective recommendations for its implementation:
Business portal site provides many useful information ... The page tells about the art of business negotiations and its development. During the interview, the employer may ask strange questions. describes how to answer them. Our business portal will help you build a successful career.