Passing a psychologist when applying for a job. Conducting psychological tests when applying for a job

Any employer wants to see exceptionally reasonable, hardworking, responsible and prudent people on its staff. Successful completion of various types of tasks requires not only specific skills and abilities, but also special personal qualities. However, to learn such a volume of information about a candidate for a vacant position, you need to observe him for a long time. For these purposes, for beginners they set probationary periods. And yet, despite the ability of an employer to say goodbye to an employee in a matter of months if he is disappointed, most managers want to create a stable staff with minimal turnover of workers. To carry out a competent and successful personnel policy, many bosses have in their arsenal such weapons as psychological ones. Let's consider what their essence is, what information they will help reveal about the candidate and in what forms they exist.

Wishes of managers

To begin with, let us clarify the wishes of employers regarding the composition of their staff, namely, we will determine what qualities they use to establish psychological techniques when applying for a job. Firstly, this is, of course, the competence of the individual, his professional suitability for the vacancy. Despite the fact that in order to occupy certain positions, it is unconditional to have diplomas of appropriate education, employers want to know both the level of intelligence and the possibility of applying the obtained theoretical bases in activities.

Secondly, the correct personal characteristics of applicants are important. These include qualities such as hard work, accuracy, communication skills, stress resistance, dedication, rationalism, honesty and politeness. Thus, the employer, using various psychological ones, identifies both professional and personal qualities their potential workers.

Main types of impact

In order to get to know a candidate for a vacancy better, many methods are used. Specially formed departments or centers in organizations deal with issues of competent personnel selection. The main techniques used by personnel workers are various questionnaires, tests offered to applicants, and interviews. It is necessary to consider each of them in detail.

A little about the survey

There are a number of questions that the candidate is asked to answer independently. As a rule, the questionnaire is a fixed list of questions about the main characteristics of the applicant. These include the date and place of birth of the potential worker, his education, address, contact numbers phones, Family status, citizenship. Questionnaires are a lifesaver for HR departments due to the ease of use and completeness of the information received. However, the employer wants to ask candidates for vacancies not only the above questions.

Questionnaire questions about professional qualities

Information about the education received by the applicant, as well as other information related to the level of competence of the potential employee, is established first. If the candidate does not have the necessary knowledge, and in some cases the relevant experience, then, despite his possibly outstanding social qualities, the employer will not be interested in working with such a person. To be able to assess an individual’s professional suitability for a vacant position, a number of questions are asked in the questionnaires.

Firstly, the employer is interested in learning about the education received by the applicant. Questions that are present in the questionnaires of almost all organizations concern the place, time and form of training, the name of the specialty, qualifications, the topic of the diploma, academic degrees and titles, additional education, knowledge foreign languages.

Secondly, it is important to determine the candidate’s experience. In order to obtain relevant information, the questionnaires indicate periods of work, positions held, responsibilities, salary levels, and reasons for leaving companies. The answers to this range of questions clarify for the employer how often and for what reason the person left previous jobs, and how the responsibilities assigned to him changed.

Thirdly, the employer is certainly interested in versatile and easily trained people, so questionnaires often include questions regarding the availability of not only specialized skills, but also other professional skills. These include, for example, the degree of proficiency in a PC and other office equipment, and the presence of a driver’s license.

Help of questionnaires in establishing psychological qualities

In order for the head of the company to form a complete and comprehensive opinion about a candidate for a vacancy, the questionnaires ask psychological questions when applying for a job. They relate, firstly, to the motivation and incentives that drive a person when joining a specific organization. What exactly influenced a person’s choice of a company: a good team or the prestige of the company, the level of remuneration, the opportunity for self-realization, acquiring new knowledge or career prospects, stability, proximity to the place of residence? What goals does the candidate set for himself for the coming years? All this information will certainly be appreciated by the employer.

Secondly, the psychological one contains a number of questions about the hobbies of applicants. At first glance, the employer's desire to know how a person prefers to spend free time seems strange. However, it is the answer to this question that clarifies the individual’s activity, his diversified development, thirst for life and ability to rest.

Thirdly, psychological techniques when applying for a job are designed to determine information about a person’s self-esteem. Nowadays, it is not uncommon to find in questionnaires requests to indicate your best and worst characteristics, your main personality traits. The answers to all these questions are subsequently necessarily assessed by the head of the enterprise.

Pros and cons of surveys

Questioning is the most common technique used by employers to get to know their potential employees. Its undoubted advantages are simplicity, the ability to indicate many diverse questions in the questionnaire, speed, ease of use, as well as the completeness of the information reflected in it. However, there are also serious drawbacks to this technique. Thus, when filling out a questionnaire, the easiest way for a candidate to deceive a potential employer is to indicate only positive information about his personality, which the employer wants to see. In addition, compiling a list of questions is a responsible matter. To obtain full information about the applicant and to avoid possible double interpretation of candidates’ answers to the questions posed, firms have to involve a wide range of specialists in the preparation of questionnaires - lawyers, psychologists, sociologists.

Psychological tests when applying for a job

The person gives answers to the questions contained in the questionnaires consciously. This means that the reliability of the information received cannot be defined as unconditional, because there is always the opportunity to embellish the true state of affairs. Therefore, in order to obtain the actual characteristics of candidates, firms use psychological tests when hiring. A person performs their tasks unconsciously, which means the results obtained can be interpreted as corresponding to reality. In addition to psychological tests, tests can be used to determine the level of intelligence and evaluate a person’s professional qualities.

IQ test

Nowadays, it is very common to ask candidates for vacancies to complete tasks that will indicate the degree of development of logical and spatial thinking, the ability to memorize several facts at the same time, and the ability to compare and generalize certain knowledge. The most famous and well-written is the IQ test, which was compiled by Eysenck. The result of completing this type of task will give a more detailed answer about the candidate’s intelligence, in particular compared to a questionnaire where the subject describes himself independently.

Tests that reveal personality traits

It's not just the level of intelligence of a potential employee that employers want to know. Currently, psychological testing is also used when hiring. Representatives of the personnel service offer applicants to complete certain heterogeneous tasks in which there is no correct answer in the traditional sense. In this case, the subjects act unconsciously, so the percentage of deception is extremely low. Here are some examples of psychological tests when applying for a job.

The first one is determining your favorite color. A potential employee is asked to arrange 8 multi-colored cards in order from the most pleasant shade to the least liked. In order to pass the psychological test when applying for a job correctly and to please the head of the company, you need to know the essence of this experiment. Here the colors represent specific human needs. As a rule, red is activity, a thirst for action. The yellow card symbolizes determination and hope. Green color indicates needs for self-realization. Blue is liked by stable and often attached people. Grey colour describes a state of fatigue and a desire for peace. The purple color of the card indicates a desire to escape reality. Brown color symbolizes the desire to feel protected. Finally, choosing a black card indicates that the applicant is depressed. Of course, the first 4 colors are the most favorable, and therefore they are in the beginning.

The second testing example is drawing. On a piece of paper, applicants are asked to draw a house (symbol of the need for security), a person (the degree of fixation on one’s personality) and a tree (characterizes a person’s vital energy). It should be remembered that the elements of the drawing must be proportional. Don’t forget about such elements of the composition as the path to the house (communication skills), the roots of the tree (spiritual connection with people, the team), and the fruits (practicality).

Advantages and Disadvantages of Testing

The advantages of this technique in determining personal, as well as professional qualities the applicant are surprise, interestingness, and the possibility of obtaining the right result. But not everything is so simple. It should be remembered that when taking these types of tests, the results can be affected by a person’s mood. In addition, everyone evaluates the elements of reality differently. For example, for one, black certainly indicates depression, and for another, it indicates superiority, sophistication and courage.

Psychological interview for employment

Direct communication between the head of the company and a potential employee is also an important step in assessing the personality of a candidate for a vacancy. During the conversation, you can ask clarifying questions, and also evaluate the interviewee’s speech skills, his self-control, self-confidence, and reaction. During the communication process, you can find out information about both the personal and professional characteristics of potential employees.

Interview: pros and cons

Of course, employers like this method of getting to know a candidate for a vacancy, because in this way they can evaluate not only the internal qualities of a person, but also his appearance. Unfortunately, there is a lot of subjectivity here, because managers often have stereotypical ideas about the ideal employee, and if appearance the candidate was not assessed by the employer, then he will not want to find out about his internal qualities.

Impact beyond recruitment

Psychological techniques, in addition to the initial stage of communication with potential workers, are used by employers in the process of joint labor activity. In addition, they are used not only by company managers, but also by other categories of workers in their professional activity. For example, there are various psychological techniques for working with children. A child is not always frank with his parents and teachers, so sometimes in order to establish the reasons for his unethical behavior Various tests or questionnaires are used. Employers, in turn, also use psychological techniques to deal with violations of discipline. As evidenced by various factors, people and the productivity of their work activities are influenced to a greater extent by incentives and favorable relationships, but not by censure from their superiors.

Those who are thinking of enrolling in the Ministry of Emergency Situations are required to pass psychological tests (in addition to the competition), the most common one is the Ministry of Emergency Situations test based on the “army model”. Every candidate must pass the Army Psychology Test of the Ministry of Emergency Situations when applying for training or work; if you pass, you will be admitted.

In any case, you need to be prepared. Of course, we don’t know how you will be tested, so we will describe the most common option for testing a candidate and offer to take the psychological test of the Ministry of Emergency Situations online.

What are psychological tests of the Ministry of Emergency Situations and what are they needed for?

Professional psychological tests of the Ministry of Emergency Situations are an independent element of highly qualified personality diagnostics, which allows one to analyze the psychological qualities and properties of a future employee of the Ministry of Emergency Situations. Exist different kinds psychological tests differing in the method of compilation, duration, focus, as well as time and program characteristics. Popular and frequently used professional tests of the Ministry of Emergency Situations include general techniques: R. Kettela, CPM, Californian (CPI) and Freiburg methodology (FPI). Having several factors, such tests evaluate a person by diagnosing the maximum number of personal characteristics employee.

There are also narrowly focused tests used to identify specific qualities and personality traits, for example, the DMO Leary, Myers-Brig, M. Rokeach or KOT (Short Orientation Test) tests. When entering the Ministry of Emergency Situations, both groups are used.

Taking the test online

Test yourself for psychological stability online! Read the question and then the statements, if they are true answer “yes” or “no” and count; At the end of the test you will know the result.

I'm usually calm and it's not easy to make me angry:

2. My nerves are no more upset than other people's.
3. I rarely have constipation.
4. I rarely have headaches.
5. I rarely get tired.
6. I almost always feel quite happy.
7. I am confident in myself.
8. I practically never blush.
9. Compared to my friends, I consider myself to be quite a brave person.
10. I blush no more often than others.
11. I rarely have heart palpitations.
12. Usually my hands are quite warm.
13. I am no more shy than others.
14. I lack self-confidence.
15. Sometimes it seems to me that I am good for nothing.
16. I have periods of such anxiety that I cannot sit still.
17. My stomach bothers me a lot.
18. I don’t have the courage to endure all the upcoming difficulties.
19. I would like to be as happy as others.
20. Sometimes it seems to me that such difficulties are piled up in front of me that I cannot overcome.
21. I often have nightmares.
22. I notice that my hands begin to shake when I try to do something.
23. I have extremely restless and interrupted sleep.
24. I am very worried about possible failures.
25. I have had to experience fear in cases when I knew for sure that nothing threatened me.
26. I have difficulty concentrating at work or on any task.
27. I work under a lot of pressure.
28. I get confused easily.
29. I feel anxious almost all the time about someone or something.
30. I tend to take things too seriously.
31. I cry often.
32. I often suffer from attacks of vomiting and nausea.
33. Once a month or more often I have an upset stomach.
34. I am often afraid that I am about to blush.
35. It is very difficult for me to concentrate on anything.
36. Mine financial situation worries me quite a lot.
37. I often think about things that I wouldn’t like to talk about with anyone.
38. I have had periods when anxiety deprived me of sleep.
39. At times, when I am confused, I sweat profusely, which makes me very embarrassed.
40. Even on cold days I sweat easily.
41. At times I become so excited that it is difficult for me to fall asleep.
42. I am an easily excitable person.
43. At times I feel completely useless.
44. Sometimes it seems to me that my nerves are very shaken and I’m about to lose my temper.
45. I often catch myself worrying about something.
46. ​​I am much more sensitive than most other people.
47. I feel hungry almost all the time.
48. I often feel lonely.
49. Life for me is associated with unusual tension.
50. Waiting always makes me nervous.

Counting results and answers

For each “yes” answer to the following statements, give 1 point: 14, 15, 16, 17, 18, 19, 20, 21, 22, 23, 24, 25, 26, 27, 28, 29, 30, 31, 32 , 33, 34, 35, 36, 37, 38, 39, 40, 41, 42, 43, 44, 45, 46, 47, 48, 49, 50

For each answer “no” to the following statements, give 1 point: 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13.

40-50 points - an indicator of a very high level of anxiety;
25-39 points indicates high level anxiety;
15-24 points - about the average (with a tendency to high) level;
5-14 points - about the average (with a tendency to low) level;
0-4 points - low level of anxiety.

The selection of candidates for vacant positions is carried out by specialists using specially developed methods. Interview tests have become a common step in personnel selection. Job seekers try to find the right answers to get a job. But not in all cases it is possible to prepare in advance for such a task.

This form of testing allows you to quickly examine the qualities of many candidates and compare them with each other. A pre-employment test achieves several goals:

• exclude the influence of personal sympathies or negative attitude recruiter;
• weed out candidates who are definitely not suitable for the job;
• select people who are most suitable for specific tasks based on their psychological make-up.

In some cases, such tasks are mandatory. For example, a test for admission to the civil service is designed to study a citizen’s level of knowledge about current legislation.

Detected parameters

Employee testing allows you to:

• obtain information about the level of knowledge in a specific area;
• get an idea of ​​intellectual development;
• draw up psychological picture candidate;
• determine whether a person has leadership qualities;
• find out motivation and life priorities;
• find out whether a person is able to quickly make adequate decisions in non-standard situations.

Pros and cons of the technique

The main advantage of testing is obtaining an objective assessment of a person’s knowledge, his personal qualities, and his ability to solve practical problems with a limited amount of time. Based on the test results, the HR specialist operates not with subjective impressions, but with numerical indicators, which makes it possible to compare different candidates.

There are several negative aspects when using this selection method:

1. The scope of use is limited. It is advisable to use interview tests when hiring an employee with a clear list of competencies. Such positions are typical for large organizations where responsibilities are divided between departments. In small companies, formal selection is more likely to hurt.
2. Results may be distorted. Many tasks used for testing when applying for a job are available on the Internet.
3. Difficulty of interpretation. The manager wants to get a universal answer to the question of whether a person is worth hiring. For the personnel officer, positive results will be an absolute advantage of the candidate, and negative results will be grounds for refusal.

For example, psychological tests for employment cannot take into account all environmental and personality factors. An employee interacts with colleagues and relatives and this affects his behavior in the future.

1. Not all specialists agree to take a verbal test or other test that does not relate to their knowledge and experience in the profession. Experienced applicants will agree to spend time on multi-stage selection if in the future they will get a well-paid job in a well-known company.

How testing is carried out

The person is invited to the next stage of the interview, given a sheet with tasks, and the rules for working with the test are explained. The candidate for the position answers the questions immediately and then submits the job. The HR specialist monitors the progress of the test.

If space permits, computer technology is used. For testing, a special program is used where tasks are loaded. The applicant selects answer options and enters them into the computer. The result is saved in the program.

Categories of tests for employment

Research is divided according to the subject of study. Tests can be aimed at studying a person’s personality and his way of thinking.

Other assignments are designed to teach job skills. For example, a test for knowledge of Excel functions will allow you to avoid a situation where a person is already registered as an employee, but needs to undergo additional training.

Psychological personal

The purpose of the tasks under consideration is to test a person’s motivation and study his behavior style. When hiring senior or middle managers, Professional is used personality questionnaire. The results will indicate the candidate’s behavior pattern, his style of working with subordinates, and will allow you to understand whether such a boss is worth hiring for the team.

To work in the Ministry of Internal Affairs, a person must pass such a test. It is necessary to exclude persons prone to suicide, depressive disorders, and highly susceptible to the influence of other people. The psychologist’s job is also to prevent people with corruption motivations from entering the workforce.

The most popular test is Ketell's 16 personality factors. A person is asked more than 180 questions, and the answer is chosen from 3 options. Based on the research, we can draw a conclusion about the personality of the candidate. For example, you can identify a person with inflated self-esteem, dependence on the opinions of others, too trusting, etc.

Psychological tests during hiring allow us to weed out people who will not be able to get along in a team. Mutual understanding in the team, the atmosphere among employees is as important as the amount of remuneration.

Logical intelligent

• An example of such a test is the Amthauer task. In the sequence of words, you need to establish the absence or presence of any feature. This is a verbal test during which the candidate analyzes the text and makes sense of it logically.
• More complex Eysenck tests. Candidates for the position must complete logical sequences of words and numbers.
• A typical example of a logic test is an IQ test. A person needs to continue the series, eliminate unnecessary things, etc.

Logical tests are used when hiring people who need to make quick decisions in the face of insufficient information.

For attentiveness

Attentiveness tests allow you to weed out people who cannot quickly find the necessary information in a document. This skill is required if an employee will work with reporting and large volumes of data.

This test is used when hiring an accountant. As part of the task, you need to find words in a set of letters or identify errors in the finished document. A limited amount of time is allotted for completion.

Mathematical numerals

When applying for a job, numerical tests allow you to study a person’s ability to analyze digital indicators and make the right decision without a calculator or special programs. Mathematical tests are used when hiring supply engineers, economists, accountants, etc.

A similar test is taken during admission to Sberbank. Candidates calculate yields, loan rates, interest, etc.

For stress resistance

An applicant for a position is given a number of tasks that relate to the manifestation of emotions in different life situations. For example, does a person get irritated in response to criticism from colleagues.

More often, instead of a stress resistance test, a tough interview or a business game is used. Created conflict situation, which may arise during work. An HR specialist studies how a candidate reacts to stimuli.

Technical

Some positions require an understanding of technology. This usually applies to engineering specialties or vacancies for managers who work with equipment.

A typical example is the Bennett test. A person is given several tasks with possible answers. Each concerns the functioning of a simple mechanism. A person needs to quickly figure out how the system will behave under certain conditions.

Language

Some positions require proficiency in a certain language. For example, when selecting people for public service A test for knowledge of Russian is required.

IN large companies test verbal skills in the field of foreign languages. At the initial stages of candidate selection, there are no resources to test the knowledge of each person individually.

Preparing for testing

The main problem of a person is time and the inability to concentrate. Before the test you need to rest and collect yourself.

You cannot prepare for a specific verbal or numerical test. There are many options for tasks, and there is no point in memorizing the correct answers to each one.

Aptitude testing is entirely dependent on the skills and experience of the individual. Before the interview, it is advisable to study specialized forums where the problems of people in a particular profession are discussed. The tasks will most likely concern typical and non-standard situations.

How to pass successfully

The main method of preparation is training. You should go to interviews, take tests and be interested in the results. This is especially true for the verbal ability test. The more often a candidate solves problems, the better he will do.

It is worth looking for typical tests with answers used in job applications and studying them. Only a few companies present their own objectives during the interview. This large organizations or international corporations where there is a need for many employees at a specific level.

The search for options on how to undergo a psychologist is typical for those wishing to work in the police. Tests in the law enforcement agencies are multi-stage in nature, and it is difficult to prepare for them with a 100% guarantee.

Test results

Each test has a key. The specialist will compare the test subject’s indicators with the table and draw a conclusion.

The big problem is the interpretation of the results. When applying for a job, verbal tests will show not so much mental abilities as a person’s willingness to decide logic problems at a certain moment. It is not worthwhile, for example, to check the abilities of the chief accountant in this way. It is better to test the candidate’s knowledge on core issues.

Also, psychological tests when applying for a job must be deciphered by a specialist with specialized education. If you entrust this to a personnel officer, the result may be interpreted incorrectly.

Some duties require perseverance and attention, but not significant intellectual abilities. Therefore, there is no need to test every employee upon hiring.

The one who gets the job is the one who is more motivated than others, better prepared and ready to overcome difficulties. Testing is one of the most common methods for assessing candidates. Within the walls educational institutions As a rule, students are not taught how to pass tests when applying for a job, and in vain. Adequate behavior and the right attitude are capable of serving young professionals well and facilitating their first steps in the profession.

During the presentation of his resume, introductions and interviews, the applicant, as a rule, is given the only chance to produce positive impression. Employers need tests upon admission new personnel to work when there are several candidates and a fair and objective decision must be made. In such a situation, the solution becomes a scientific approach: they are all offered to undergo the same test for work in the end, only one person will be accepted - the one who knows how to show himself in a favorable light.

General concept of tests

Standard pre-employment tests consist of:

• Verbal tests;
• Abstract logical tests.

Psychologists and HR specialists use this method to measure the level of knowledge, determine the candidate’s ability to learn, and check the presence of leadership qualities or professional skills.

Depending on the vacancy, they play a decisive role various properties: for a journalist, communication skills and literacy are important, for an accountant - attentiveness and the ability to count, for a sales manager - activity, resistance to stress, a burning desire to succeed, etc.

You have the right to refuse verification, because testing is not a mandatory procedure. But then the likelihood of getting a job in this company decreases sharply. To prevent the test from turning into an insurmountable obstacle to getting a position, follow our advice, how to pass job tests, answer questions and not succumb to provocations.

• If you are tested in the office, then in most cases the time and place of testing will be known in advance. Set aside the evening before for a quiet rest. You need to relax, get a good night's sleep, and have breakfast. You should dress comfortably, but without neglecting the dress code. After all, you came to the organization with serious intentions and voluntarily agreed to take the test; when hiring, various parameters are taken into account, including your appearance. Don't forget to disable mobile phone and stock up positive attitude to what is happening. Of course, the dress code will not help you, but still you should not neglect the other points.

• Read the instructions carefully. Don't waste time thinking about unclear questions: if you don't know how to answer, skip and move on. Leave the most difficult points for last: when the test is passed, the answer sometimes comes unexpectedly, literally from the depths of the subconscious. Read the assignment carefully and don’t fall for tricks and “trick questions.” Trust your intuition, rely on experience and knowledge, remember everything that your teachers and life taught you, show intelligence at the decisive moment.

• There are generally accepted rules How must take pre-employment tests, they are performed by every self-respecting organization.

  • The employer warns about the upcoming testing in advance, and notifies how long the event will take.
  • Candidates are given the right to view mock tests.
  • The employer provides comfortable conditions for testing: a comfortable place with good lighting, isolated from noise.
  • Before that, how to take tests, the subject has the right to inquire about what exactly will be assessed.
  • The employer is obliged to guarantee the confidentiality of information. Information requested and received pre-employment tests, according to the laws of ethics, are not transferred beyond the personnel service and management of this organization.

• Composure and presence of mind help mobilize for success. Composure comes with confidence in your knowledge. Pre-workout helps relieve anxiety and improve results. Use the capabilities of the World Wide Web. Try to take the test that will be offered when applying for a job online in advance, and think about the answers without haste at home. There is no deception in this action; preliminary preparation only indicates the seriousness of the applicant’s intentions. Attention to the essence of the questions helps the candidate to reveal himself fully, to emphasize his strengths and level out those nuances that are undesirable to advertise.

  The most objective information is provided by professional tests when applying for a job; it is almost impossible to deceive them. Preparing for numerical tests increases your chance of getting the coveted vacancy several times, but the “correct” answers to psychological test tasks can be found on the Internet.

• Tip No. 5. During an interview, answer sincerely and without unnecessary modesty.

  Often, tests prepared for job candidates do not so much evaluate applicants as specialists, but rather determine human qualities. Psychologists have developed provocative questions, the so-called lie scale, which reveal whether the test person is inclined to present what he wants as the truth. It must be said that associative and projection tests often evaluate a person biasedly, because record his condition in this moment. However, some of them contain “trap questions” for which it is advisable to prepare. When answering, pay attention to the same type of paraphrased questions and make sure that your answers to them coincide with each other. Sincerity is the best way not to get confused in your own testimony.

  All kinds of tests are practiced, and yet in most serious organizations the main evaluation criterion for hiring are numerical, verbal and abstract-logical tests. In addition, it is good to show interest in the results for the common cause. Employers want employees who are motivated not only by financial rewards, but also by situations where a job well done has helped advance the company.

• It happens that after processing the test results, the candidate receives not just a refusal, but a disappointing verdict. To avoid disappointment, remember: a low score on an IQ test does not necessarily indicate a low IQ. Perhaps you are simply poorly prepared. Most likely, today's failure is a step towards future achievements and invaluable experience. Try to take the test that was offered when applying for a job yourself, online, compare the results: perhaps you were hampered by anxiety or lacked self-confidence. Well, if you don’t have enough knowledge yet, try to fill in the gaps. Believe in yourself and boldly go towards your Dream.

pashaadm2 24-11-2013 10:51

When applying for service in the Ministry of Internal Affairs, you are required to undergo a psychologist examination.

She asks a question:

"Why do you want to serve in the police?

Then he says draw a few pictures (“I”, “Holiday”). I don’t remember the rest, it was in 2011.

Then he conducts a color test, or rather puts cards with colors in front of you and says: “Choose the color that is most pleasant to you now.”

I (pashaadm2) did not pass the psychologist test, and therefore did not end up serving in the Ministry of Internal Affairs. Although a salesman from one gun store told me: “You can’t be crazy, you have a hunting firearm.” rifle in my arms." + passed the trauma test. Moreover, I know for sure that I am fit to serve in the FSB. I answered the psychologist’s question like this: “So that I have a stable job and so that my relatives can safely go to the store.” In the pictures I drew: “The man at the computer” and “The man with flowers". I don’t remember how the color test answered because I think it’s stupid, I don’t associate life with flowers, so I answered according to the principle of either you can choose. If she asked what color is your favorite I would have said: “Green,” but she didn’t ask. Then he said that I love children and don’t feel uncomfortable in company.

I would be very grateful for any information on this topic, more precisely how the psychologist was tested, and most importantly, how they drew and answered.
Maybe someone has those same 500 questions from a psychologist for employees of the Ministry of Internal Affairs (they used to be in the commercial version of Consultant+) and/or a list of pictures that need to be drawn? Or maybe the correct order of the color test for an employee of the Ministry of Internal Affairs?
If so, you can send it to me by email [email protected]

cop 24-11-2013 14:51

Psychological test MMPI (there is a questionnaire on the Internet) adapted from the American analogue. There are about 400 statements to which the test subject must answer whether this statement is true or false in relation to himself. You can deceive him, but it is very difficult - you need to know “the whole kitchen” from the inside. There is a “lie scale”, “correction scale” - if you exceed them, you will not pass the test. The first and second scales have a number of their own questions in the questionnaire, scattered throughout the test. I’m not even talking about the scales that directly determine your psychological portrait. It is very difficult to remember everything, how to answer “correctly”. Everything is intertwined there. More details are available on the internet.
One of my friends, when undergoing a medical examination in the army, memorized the “Rabkin Table” (a test for color perception to determine color blindness) - these are multi-colored circles, against which you need to indicate the correct picture or numbers. He managed to deceive the doctor, but still an ophthalmologist is not a psychiatrist))
Color cards - the Luscher color test, is known all over the world and has also been passed. It is advisable to first choose “warm”, “calm” colors, then gradually to cold ones.
We also took an IQ test. Then, if everything was fine, we had a conversation with a psychiatrist.
For example, a crazy person asked me what to do with speculation in the country, jail speculators? (This was in the late 80s) - I answered, fill store shelves with goods.
In general, in the PFL (TsPD) it is better to be a non-carer than to have a “burning eye”.
If you say that you came to serve and protect! There will be questions; if you say that you need a career and living space, they will say that you’re good enough without any questions. I’m exaggerating, of course, but tests are a relative thing. They just haven’t come up with anything better yet. However, these tests coupled with a conversation with a professional psychiatrist, they provide a more or less accurate personal and psychological portrait of the subject.

shooter001 24-11-2013 18:43

I don’t remember about the questions and drawings, it was a long time ago.
And with colored cards everything is simple. Green is the color of calm, red is the color of aggression.
I put the green one first, and then arranged it according to the spectrum.
After a test of 500 questions, they asked me to come back in a couple of days and retake it.
Rewrote. Found fit.
1997...

ded2008 24-11-2013 20:24

When interviewing a candidate, many recruiters go beyond standard questions. What if HR uses psychological tests during hiring? How to react to them and behave correctly? The Land of Soviets will tell you about this.

Psychological tests for employment can be oral and written. Written tests are usually used on initial stage, when there are several candidates for a position, and help carry out the initial screening. Written tests can be divided into the following types:
intelligence tests (for example, Eysenck test)
personality tests
qualifying tests
simple tests
Intelligence tests for employment are used to determine general level the candidate's intelligence, his abilities to logical thinking and contain number, spatial and verbal tasks. Sometimes such tests are compiled in relation to a specific profession or area of ​​activity.

Personality tests for job applications are usually supplemental and have no right or wrong answers. Certain personal qualities of a candidate may be important for a particular type of activity, although they are not the main selection criterion. If you wish, you can discern the background of this or that question and answer “as it should,” but in the process of working in a team, the lie will most likely be revealed.

Qualification tests for employment help assess the level of professional knowledge and skills of a candidate. Using a qualification test, you can determine, for example, your level of PC proficiency or knowledge of foreign languages. Many companies develop their own qualification tests that take into account their specific work.

The simplest employment tests are used to test candidates for low-level positions and combine an intelligence test and a skills test. The tasks in them are usually simple; the skills of perception and processing of information, and the ability to perform simple operations are tested.

The most common oral psychological tests when applying for a job include the Luscher color test, cases (situational tasks) and a stress interview.

The Luscher color test is quite simple. The candidate is asked to choose from a certain set of colors in order: from the most to the least pleasant. The choice is made twice with an interval of three minutes. The Luscher test allows you to determine the general mood of the candidate, desired goals and means of emotional behavior. Based on the selected colors, it is possible to determine the potential performance of the candidate, which is evidenced by the primary choice of red, yellow and green colors. However, the Luscher test cannot be interpreted unambiguously, so its results are supported by other tests.

Cases, or situational tasks, help determine the degree of “template” thinking of the candidate, analytic skills and his ability to take a creative approach to solving problems. Typically, situational tasks are offered to candidates for important responsible positions that require the ability to quickly accept effective solution in any situation. Such employment tests are quite complex, and it is not always possible to be prepared for them.

A stress interview when applying for a job allows you to determine how a potential employee will behave in a particular stressful situation. They will try to put the candidate in an awkward situation, piss him off, or force him to do something for which he may not be ready. The main signs of a stressful interview are communication in a raised voice, a large number of unrelated questions asked at a fast pace, talking on the go, interference during the interview, the presence of strangers in the office, questions about the personal life of the applicant.

How to pass a job test? If we're talking about about qualifying tests and intelligence tests, it makes sense to look for sample tests on the Internet and practice on them. Then such a test when applying for a job will not take you by surprise. WITH personality tests a little more complicated. Many of them contain so-called cross-questions, which help to identify the lies of the applicant. These questions are in different parts tests are formulated differently, but their essence is the same. If the candidate answered them differently, then he was insincere.

When taking an oral test, answer quickly and without thinking too much. Don’t try to embellish reality too much, but don’t be crystal honest, exposing all your shortcomings. If the proposed position requires creativity and an unconventional approach, then witty answers to unexpected questions can be a plus for you. Don't worry and don't try to find complex answers to basic questions: most often the answer lies on the surface.

You should not refuse testing; if you do this, you most likely will not be hired. When starting to fill out the test, be sure to read the rules for filling out the questionnaire, carefully read the questions, delving into their essence.

And remember that psychological tests are important when applying for a job, but a good employer will not make conclusions about you based solely on test results. Therefore, when passing the test, you should not “wind up” yourself, just be truthful, natural and do not look for a catch where there is none.

pashaadm2 25-11-2013 10:12

quote: It is advisable to first choose “warm”, “calm” colors, then gradually to cold ones.

Please describe in color sequence, I understand that this will be approximately.

quote: I put the green one first, and then arranged it according to the spectrum.

Please describe in approximate color sequence.

If you don't want to post it here, send it by email. [email protected]
Unfortunately, I am a person completely devoid of imagination, but I have an abundance of creativity in my work.

cop 25-11-2013 11:33

Yes, the Luscher test when applying for a job is not the main one, it does not characterize the personality type at all, it rather characterizes your internal mood for a given, specific time.
The main test is a questionnaire. Then an intelligence test - “Roven's Progressive Test”, and the apotheosis of psychodiagnostics - a conversation with a psychiatrist. He, based on all the tests passed and a conversation with the subject, makes a decision.
For example, he may ask why you answered the test question this way and not another way? - You must justify it.
In general, verbosity is not recommended with psychiatrists. A short answer to the point, a minimum of emotions. If you begin to defend your point of view, becoming more and more carried away by your rightness, then consider that the opinion of the psychiatrist (and it is the main one in the commission’s decision) will be this: the Ministry of Internal Affairs is not for you.
In general, you could pass all the tests with “five points!” (if such an assessment is applicable) and according to them you are an “unshakable rock”, and the psychiatrist, in personal communication, could discern something in you that gave him reason not to miss, and that’s all the thing is.

cop 25-11-2013 11:59

and by the way, in one of the topics you created in this section, you zealously deleted completely innocent posts of people, mind you, practically no one does this, because it’s necessary, especially since they are easy to read even when deleted.
This also characterizes your personality type. This means that there is a certain nervousness and a lack of perception of other people’s opinions, an inability to enter into an open dialogue with an opponent—it’s easier to wipe it off—no person, no problem.
Our forum will be cleaner than any medical board))

pashaadm2 25-11-2013 12:35

quote: This also characterizes your personality type.

I already wrote that I don’t want to discuss phrases, for example: “Do cops sell drugs.” This is my own business. Unregistered users also come here, for example, those who make requests in Yandex. I don't think they should read what's in the deleted messages.

pashaadm2 25-11-2013 12:47

quote: Will you try for a different destination group?

Maybe at the same level, maybe at a higher level, in a word, where will the vacancy be? But I think no higher than the second. Shooter001 thank you very much. It seems that you are legally literate.

pashaadm2 25-11-2013 12:56

I'll delete Shooter001's answer. I don't want unregistered users to read.

pashaadm2 25-11-2013 13:40

quote: In general, in the PFL (TsPD) it is better to be a non-carer than to have a “burning eye”.

Once, when I received a medical certificate for a weapon, I went through everything, and they asked me: “What kind of weapon do you need?” I said hunting smoothbore. Next they asked me: “Do you need gas?” After that I went home stunned. Once again, I am a person completely devoid of imagination, but with a creative approach to work. This is necessary to work as a system administrator. For example, when the computer with Smeta.ru breaks down, without a creative approach old program You can’t save with estimates.

cop 25-11-2013 17:31

quote: I don't want unregistered users to read.

By the way, there is no secret here.
Now even on Android and iOS for iPhones there are a fair amount of these tests describing the characteristics of a personality type. I counted about 6 Luscher color tests there.
I’m already silent about the Internet, there’s already a lot of this stuff in its wilds. By the way, this is also why many experienced psychiatrists improvise during a conversation with a subject. For example, during a conversation, a doctor may suddenly ask what date or day of the week it is. alcoholics are always asked this)), if you think about the answer, it means you have poor orientation in time space. And they have a lot of similar “baubles” in stock.
I remember I went through the next, annual medical examination and was not yet married, I was 23 years old at the time. So even this alerted the psychiatrist, they say it's time, huh so suspicious. True, I reassured him, saying that female attention and affection are enough for me without a stamp in my passport.
During the conversation, the doctor may ask to show your palms - if they are wet, then they are also not comme il faut. They may ask you provocative questions, such as “how often do you masturbate” and look at the redness of your cheeks, well, in general, they really have a lot of tricks.
One doctor told me that when he interviewed riot police officers for officer rank, many of them were generally “unbreakable,” that is, the person’s lability was zero. But the psychiatrist understands that this soldier needs to knock down the door, and doesn’t bother him—what’s the point? He’s perfect for this, why does he need superintelligence?

ded2008 25-11-2013 18:11

quote: Why does he need superintelligence?

When admitted to different services, the medical commission is slightly different. As a rule, those who do not pass the psychiatrist’s test are those who do not have to undergo a medical examination for one reason or another, they just need a justified refusal. Nothing special emerges there. there are no such good specialists. the most that a psychiatrist can reveal is whether your psychotype matches the place where you are going to serve or matches the police service in general. Some questions are based on contradictions. that is, the questions seem to be the same, but answering them the same way will get you caught in a lie. I was redirected a couple of times to go through the commission again because the psychiatrist said that I was a pathological liar. I answered questions there saying that I don’t take bribes and only turn the traffic light green. In general, to pass the test you must answer truthfully without bothering yourself. lie only on pressing questions, take as many tests as possible. You won’t have time anyway. You can skip math and advanced tests. The point is not to answer these questions, but to show the doctor that you do not bother with little things and can continue to work in stressful situations.

shooter001 25-11-2013 18:41

Maybe at the same level, maybe at a higher level, in a word, where will the vacancy be? But I think no higher than the second. Shooter001 thank you very much. It seems that you are legally literate.

You're welcome.
This is not a matter of legal literacy.
Cop and ded2008 will be better at literacy than me.
You must try to build your behavior in relation to the position for which you are going. I don’t think that, say, in the PDN inspection or in the crime department. The laboratory needs choleric people. Or, say, in the riot police there are phlegmatic people.

Yes, and more. If you haven’t passed the first group of assignments, you can go through the second/third/fourth (although if you’ve been referred by a psychiatrist, it’s already difficult to guarantee anything). If the unit commander is interested in you, he will hire you. Regardless of what position you will work in later. I myself passed the HVAC in the third, and worked in a position that required the first. This did not bother anyone, including the doctors from the 1st clinic.

cop 25-11-2013 18:57

quote: Some questions are based on contradictions. that is, the questions seem to be the same, but answering them the same way will get you caught in a lie... I answered questions there like I don’t take bribes and only turn the traffic light green.

This is the famous MMPI test (Minnesota Multidimensional Personality Inventory). This questionnaire was translated and adapted for us by some famous Russian psychiatrist, almost Bekhterev (I can’t say for sure). You can read about it on the Internet in sufficient detail.
There, the calculation of your answers is based on charts and scales. If some scale is exceeded, or vice versa, has too little value, it means you have some deviations from the norm. In this case, the scale of “lies” was exceeded. More details here:
http://www.5da.ru/analizsmil.html
It is this test that is still used to this day when applying for a job in the Ministry of Internal Affairs.

cop 25-11-2013 19:27

quote: As a rule, those who do not pass a psychiatrist’s test are those who do not have to undergo a medical examination for one reason or another, they just need a justified refusal.

And this is also correct. For example, in the late 80s (and most likely earlier) there was an unspoken directive to weed out persons from fraternal organizations to work in the PPSM in Moscow and St. Soviet republics Caucasian direction, i.e. not all of them, of course, but there was a limit - it was Azerbaijan, Armenia, Georgia, etc. Those who had passed through Afghanistan were also undesirable for admission to the service, even if the applicant had everything in terms of mental parameters satisfactorily.

pashaadm2 25-11-2013 22:15

quote: Yes, and more. If you did not go through the first group of destination, you can go through the second/third/fourth

I did not pass through the fourth group of destination, I went to the CC IC at the Department of Internal Affairs. The head of the department personally took me to a psychologist and said that I was taking him. Unfortunately, the psychologist refused. They don’t like my IT brother at all. The truth may have stuck because a higher-ranking organization had its eye on me.

shooter001 25-11-2013 22:57

quote: Originally posted by pashaadm2:
I did not pass the fourth group of destination

This is the worst option.
If you didn’t pass the 4th, then they certainly won’t let you through the higher ones.
I don’t know how long they keep the candidates’ cards...

sk0ndr 26-11-2013 10:19

quote: I don’t know how long they keep the candidates’ cards...

On old passports, a mark was made with a pen near the fold on the first page. Like, he tried to pass. I had two birds like this, I passed both times. I don’t know which group, like the second one (UR), the first one was the riot police and the traffic police then.
They don’t do that now, so it’s possible that everything is stored somewhere.
According to a friend from the personnel, now many people do not pass the polygraph. They mostly complain about the question: have you ever used drugs?

quote: The truth may have stuck because a higher-ranking organization had its eye on me.

I don’t understand what the psychologist from PFL has to do with it. What difference does it make to her?

ded2008 26-11-2013 15:01

quote: They mostly complain about the question: have you ever used drugs?

a reason to sue the Ministry of Internal Affairs. For some reason no one has taken up this yet. Firstly, taking a polygraph is not a mandatory procedure and, in theory, it is voluntary. secondly, polygraph readings are not evidence and therefore cannot serve as a disqualification for hiring. thirdly, drug use is administrative offense the same as crossing the street at a red light. that is, the situation when you violated traffic rules and were not hired because of this will be similar.

sk0ndr 26-11-2013 16:58

quote: Firstly, taking a polygraph is not a mandatory procedure and, in theory, it is voluntary.

No problem. Recruitment to the police is also not a mandatory procedure. If you don't want to, don't go.
But I wouldn’t want those who “use” to go to the police.
I would generally make testing urine for traces of drugs a mandatory procedure.

shooter001 26-11-2013 17:09

quote: Originally posted by sk0ndr:

But I wouldn’t want those who “use” to go to the police.

Do not consume before the service, they will start during the service. Business...

sk0ndr 26-11-2013 17:27

quote: will start on time. Business...

So I meant - necessarily during the service. That is, regularly ALL the time of service.

ZY I knew the opera, I left for seven years. Just for getting hooked. More precisely, they hooked him up for free, but during his withdrawal symptoms, in an attempt to get money, he did a lot of things there.

ded2008 26-11-2013 17:30

quote: I would generally make testing urine for traces of drugs a mandatory procedure.

Well, that’s possible, once a quarter. and the polygraph is bullshit. After smoking weed, traces of use can be detected in the body within a month.

ded2008 26-11-2013 17:32

and the wives and children of employees will pee in the jar. still cunning indeed.

sk0ndr 26-11-2013 17:44

quote: and the wives and children of employees will pee in the jar. still cunning indeed.

Firstly, testing is ALREADY available at the police. Irregular, but there.
Secondly, you can provide ways, for example, to write right there. Well, turning away. You can’t carry a jar of someone else’s urine with you all the time. When you start a shift or on duty, during your shift, please pour it into a jar.

It is usually not difficult to squeeze out a hero during a search. Well, sometimes it is needed for operational expenses.
The main thing is not to use it yourself. Knowing that they will come and check at any moment, you can at least somehow hold on.

pashaadm2 26-11-2013 18:21

quote: More precisely, they hooked him up for free,

They offered me to try weed on the street, but I refused. A weak person needs this, but I am not that case. I’ll still try to go to the Ministry of Internal Affairs for the second time about getting a job. I don't have anything to lose. Moreover, 2.5 years have already passed.

The most annoying thing is that the test with the psychologist is all running. You don't even have time to think. And with my lack of imagination, that's a problem.

ded2008 26-11-2013 19:27

quote: The most annoying thing is that the test with the psychologist is all running. You don't even have time to think. And with my lack of imagination, that's a problem.

I told you. That's the whole point. Don’t let the person think and answer automatically. The correctness of the mathematical answers is not at all the main thing.
Well, so that it’s completely clear to you, I’ll give you this example: a policeman doesn’t have to think about which hand to hit the hooligan with, right or left, the main thing is to have time to kick him in the balls. I’ll tell you a secret that you still won’t have time to complete all the tests. God forbid if you pass two thirds.
The test reveals personal qualities. the ability to build an associative series, the ability to think nonlinearly, the quality of mental development, literacy. Sometimes a person's handwriting tells more than the answers themselves. No one will grade you for mistakes.
By the way, here's an example. the security officers needed a translator from some kind of gibberish Asian language, like they were going to detain drug traffickers but couldn’t talk to them. They hired some scumbag as a full-time translator. He has a 4th grade education, a belly like my TV and the physical fitness of a 70-year-old grandfather. Now he’s walking around waving the black FSB. the right person. so if you are interested in the service, then they will agree with the psychologist for a box of chocolates.

pashaadm2 26-11-2013 19:57

quote: The main thing is to have time to kick him in the balls.

In another topic you wrote about a similar “Let him sit.”

quote: walks around now waving the black FSB

My friend who served in the FSB says that it should not be shown to anyone. Someone on the forum said that you hand it in every day when you leave the service.

quote: They’ll negotiate with a psychologist for a box of chocolates.

Maybe in the FSB, but I want to join the Ministry of Internal Affairs. I think, after an idiot named Evsyukov, the Ministry of Internal Affairs looks closely during the selection process. A friend of mine served in the VTs ITs OVD. He says it very well.

cop 26-11-2013 21:33

cop 26-11-2013 22:06

quote: MMPI(aut) Average estimated time is normally 60 - 80 minutes
Raven's option lasts 25 minutes

Yes, many years have passed since then. I won’t argue.

quote: Luscher's 8-card test DOES NOT WORK on the Russian population. Spit in the face of the diagnostician who shows it to you.

Well, I didn’t know anything about it and it apparently saved the psychiatrist))