Passage of 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 in his staff. Successful completion of various tasks requires not only specific skills and abilities, but also special personal qualities. However, in order to find out such a volume of information about a candidate for a vacant position, you need to observe him for a long time. For this purpose, for beginners, they establish probationary periods. And yet, despite the possibility of an employer in case of disappointment in an employee to say goodbye to him in a matter of months, most managers want to create a stable staff with a minimum turnover of workers. To conduct a competent and successful personnel policy, many bosses have in their arsenal such weapons as psychological. Let's consider what their essence is, what information they will help to reveal about the candidate and in what forms they exist.

Wishes of leaders

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

Secondly, the correct personal characteristics of applicants are important. These include such qualities as diligence, accuracy, sociability, stress resistance, purposefulness, rationalism, honesty and courtesy. Thus, the employer, using a variety of psychological reveals both professional and personal qualities their potential employees.

Main impacts

In order to get to know a candidate for a job better, many methods are used. The issues of competent selection of personnel are dealt with by specially formed departments or centers in organizations. The main methods used by personnel are a variety of questionnaires, tests offered for applicants to pass, 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 on their own. 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 a potential worker, his education, address, contact numbers phones, marital status, citizenship. Questioning is a salvation for the personnel service due to the convenience of its use and the completeness of the information received. However, not only the above questions the employer wants to ask candidates for vacancies.

Questionnaire about professional qualities

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

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

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

Thirdly, the employer, of course, is interested in versatile and easily trained people, therefore, questionnaires often include questions regarding the presence of not only narrow-profile skills, but also other professional skills. These include, for example, the degree of ownership of a PC and other office equipment, the presence of a driver's license.

Questioning help in establishing psychological qualities

In order for the head of the company to have a complete and versatile opinion about the candidate for a vacancy, psychological questions are asked in the questionnaires when applying for a job. They relate, firstly, to the motivation and incentives that drive a person when applying for a job in a particular organization. What exactly influenced a person's choice of a company: a good team or the prestige of the company, the level of wages, the possibility of self-realization, gaining new knowledge or career prospects, stability, proximity to the place of residence? What are the goals of the candidate 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 desire of the employer to know how a person prefers to spend free time seems strange. However, it is the answer to this question that clarifies the activity of the individual, his versatile development, thirst for life and ability to relax.

Thirdly, psychological techniques in hiring are designed to determine information about a person's self-esteem. At present, it is not uncommon to find in questionnaires requests to indicate their best and worst characteristics, their main personality traits. The answers to all these questions are subsequently necessarily evaluated by the head of the enterprise.

Pros and cons of a survey

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. So, when filling out a questionnaire, it is easiest for a candidate to deceive a potential employer by indicating 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 a possible double interpretation of the candidates' answers to the questions posed, firms have to involve a wide range of specialists in compiling questionnaires - lawyers, psychologists, sociologists.

Psychological tests when applying for a job

Answers to the questions contained in the questionnaires, the person gives 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 things. Therefore, in order to get a real characterization of candidates, firms use psychological tests when hiring. A person performs their tasks unconsciously, which means that the results obtained can be interpreted as corresponding to reality. In addition to psychological tests, tests can also be used to determine the level of intelligence and assess the professional qualities of a person.

IQ test

Nowadays, it is very common to offer 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, 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 performing such tasks will give a more detailed answer about the candidate's ingenuity, in particular, in comparison with the questionnaire, where the subject describes himself independently.

Tests that reveal personality traits

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

The first one is the definition of a favorite color. A potential employee is offered to lay out 8 multi-colored cards in order from the most pleasant shade to the most disliked. In order to pass the psychological test when applying for a job competently 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 the need for self-realization. Blue is liked by permanent and often attached people. Grey colour describes a state of fatigue and a desire for rest. The purple color of the card indicates the desire to escape from reality. Brown color symbolizes the desire to feel secure. And finally, the choice of a black card indicates that the applicant is in a state of depression. Of course, the first 4 colors are the most favorable, and therefore they are in the beginning.

The second example of testing is drawing. On a sheet of paper, applicants are invited to depict a house (a symbol of the need for security), a person (the degree of obsession with one's personality) and a tree (characterizes a person's life energy). It should be remembered that the elements of the picture must be proportional. Do not forget about such elements of the composition as the path to the house (sociability), the roots of the tree (spiritual connection with people, the team), 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, the possibility of obtaining the correct result. But not everything is so clear. It should be remembered that when passing 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 color certainly indicates depression, and for another, it indicates superiority, sophistication and courage.

Psychological job interview

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

Interview: pros and cons

Of course, employers like this way 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 employer has not been evaluated by the employer, then he will not want to learn about his inner qualities.

Impact beyond hiring

Psychological techniques, in addition to the initial stage of communication with potential workers, are also used by employers in the process of joint labor activity. In addition, they are used not only by company executives, but also by other categories of workers in their professional activity. For example, there are various psychological methods of working with children. The 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 methods of working with violations of discipline. As evidenced by various people and the productivity of their labor activity, encouragement and favorable relations are more influenced, but not censure from the authorities.

Those who decide to enter the Ministry of Emergency Situations are required to pass psychological tests (in addition to the competition), the test of the Ministry of Emergency Situations according to the “army model” is common. The army psychology test of the Ministry of Emergency Situations must be passed by each candidate upon admission to training or work, if you pass, you will be admitted.

In any case, you need to be ready. Of course, we do not know how you will be tested, so we will describe the most common option for testing a candidate and offer you to pass the psychological test of the Ministry of Emergency Situations online.

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

Professional psychological tests of the Ministry of Emergency Situations are an independent element of highly qualified personality diagnostics, which makes it possible 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 temporal and program characteristics. The popular and frequently used professional tests of the Ministry of Emergency Situations include general methods: R. Kettela, CPM, California (CPI) and Freiburg method (FPI). Composed of several factors, such tests evaluate a person by diagnosing the maximum number at a time. personal characteristics employee.

There are also narrowly focused tests used in highlighting specifically given qualities and personality traits, for example, the Leary DMO, Myers-Brig, M. Rokeach or KOT (Short Orienting 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.

Usually I am calm, and it is not easy to piss me off:

2. My nerves are no more upset than other people.
3. I rarely get constipated.
4. I rarely have headaches.
5. I rarely get tired.
6. I almost always feel quite happy.
7. I am confident.
8. I almost never blush.
9. Compared to my friends, I consider myself quite a brave person.
10. I blush no more than others.
11. I rarely have a heartbeat.
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 troubles me a lot.
18. I do not have the courage to endure all the difficulties ahead.
19. I would like to be as happy as others.
20. Sometimes it seems to me that such difficulties are heaped up in front of me that I cannot overcome.
21. I often have nightmares.
22. I notice that my hands begin to tremble when I try to do something.
23. I have extremely restless and interrupted sleep.
24. I am very worried about possible failures.
25. I had to experience fear in those cases when I knew for sure that nothing threatened me.
26. It is difficult for me to concentrate on work or on any task.
27. I work with a lot of pressure.
28. I am easily confused.
29. Almost all the time I feel anxiety because of someone or because of something.
30. I tend to take everything too seriously.
31. I often cry.
32. I am often tormented by bouts of vomiting and nausea.
33. Once a month or more I have an upset stomach.
34. I am often afraid that I am about to blush.
35. It is very difficult for me to focus on anything.
36. Mine financial situation worries me a lot.
37. Often I think about things that I would not want to talk about with anyone.
38. I had periods when anxiety deprived me of sleep.
39. At times, when I am confused, I sweat a lot, which makes me very embarrassed.
40. Even on cold days, I sweat easily.
41. At times I get so excited that it's hard for me to sleep.
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 shattered, and I'm about to lose my temper.
45. I often find 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 stress.
50. Waiting always makes me nervous.

Calculation of 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 “no” answer 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 - about a 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 regular part of the recruitment process. 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. The recruitment 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 according to their psychological makeup.

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

Revealed parameters

Employee testing allows you to:

• obtain information about the level of knowledge in a particular area;
• get an idea of ​​​​intellectual development;
• compose psychological picture candidate;
• determine whether a person has leadership qualities;
• learn 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 to obtain an objective assessment of a person's knowledge, his personal qualities, the ability to solve practical problems with a limited amount of time. According to the test results, the HR specialist operates not with subjective impressions, but with numerical indicators, which allows you to compare different candidates.

There are several negative points when using the considered 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. The results may be distorted. Many of the tasks used for testing when applying for a job are on the Internet.
3. Difficulty of interpretation. The manager wants to get a universal answer to the question of whether it is worth hiring a person. For the personnel officer, positive results will be an unconditional advantage of the candidate, and negative results will be the basis for refusal.

For example, psychological tests when applying for a job cannot take into account all environmental factors and a person's personality. The employee interacts with colleagues, 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 concern their knowledge and experience in the profession. Experienced applicants will agree to spend time on multi-stage selection if they get a well-paid job in a well-known company in the future.

How testing is done

A person is invited to the next stage of the interview, they are given a sheet with tasks, they explain the rules for working with the test. The candidate for the position answers questions immediately, after which he submits the work. The Human Resources 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 the answer options, enters them into the computer. The result is stored in the program.

Categories of tests when applying for a job

Research is divided according to the subject of research. Tests can be aimed at studying the personality of a person, his way of thinking.

Other tasks are designed to study professional 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 additional training.

Psychological personality

The purpose of the tasks under consideration is to check the motivation of a person, to study the style of his behavior. When hiring senior or middle managers, the Professional personality questionnaire. The results will indicate the model of the candidate's behavior, the style of his work with subordinates and will make it possible to understand whether it is worth taking such a boss to the team.

To work in the Ministry of the Interior, a person must pass such a test. It is necessary to exclude persons prone to suicide, depressive disorders, highly susceptible to the influence of other people. The work of a psychologist is also to prevent people with a motivation for corruption from working.

The most popular test is the 16 Catell Personality Factors. A person is asked more than 180 questions, the answer is selected from 3 options. Based on the research, a conclusion can be drawn about the personality of the candidate. For example, you can identify a person with high self-esteem, dependence on the opinions of others, too trusting, etc.

Psychological tests when applying for a job allow you to weed out people who cannot get along in a team. Mutual understanding in the team, the atmosphere among employees is as important as the amount of remuneration.

Logic 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 sign. This is a verbal test, during which the candidate analyzes the text and logically comprehends it.
• More complex Eysenck tests. Candidates for the position must complete the logical series of words and numbers.
• A typical example of a logic test is an IQ test. A person needs to continue the series, eliminate the excess, etc.

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

For attentiveness

Mindfulness tests allow you to weed out when selecting people who cannot quickly find the necessary information in a document. The skill is necessary if the employee will work with reporting, large amounts of data.

This test is used when hiring an accountant. As part of the task, it is necessary to find words in a set of letters or identify errors in the finished document. There is a limited amount of time to complete.

Mathematical Numerals

When hiring, 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 passed upon admission to Sberbank. Candidates calculate yield, loan rates, interest, etc.

For stress resistance

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

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

Technical

Some jobs require an understanding of technology. Usually this 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 answer options. Each concerns the functioning of a simple mechanism. A person needs to quickly figure out how the system will behave in certain conditions.

Language

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

IN large companies test verbal skills in the field of foreign languages. At the initial stages of the selection of candidates, 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 relax and gather.

You cannot prepare for a specific verbal or numerical test. There are many options for tasks, and it makes no sense to memorize the correct answers to each.

Aptitude testing depends entirely on the skills and experience of the individual. Before the interview, it is advisable to study specialized forums where the problems of people of a particular profession are sorted out. Tasks will certainly relate to typical and non-standard situations.

How to successfully pass

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 succeed.

It's worth looking for the typical test answers used in hiring and studying them. Only a few companies present their own tasks at the interview. This large organizations or international corporations where there is a need for multiple employees at a particular level.

The search for options on how to get a psychologist is typical for those who want to work in the police. Tests in the power department have a multi-stage character, it is difficult to prepare for them with a 100% guarantee.

Test results

Each test has a key. The specialist will compare the test scores 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 logical tasks at a certain moment. It is not necessary, for example, to check the abilities of the chief accountant in this way. It is better to test the candidate's knowledge on profile problems.

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

Some duties require perseverance and attentiveness, and not significant intellectual abilities. Therefore, there is no need to test each employee when hiring.

The one who is more motivated, better prepared and ready to overcome difficulties gets the job. Testing is one of the common methods of evaluating candidates. In the walls educational institutions as a rule, students are not taught, how to take a job test, and in vain. proper behavior and the right attitude able to serve young professionals in good stead and facilitate the first steps in the profession.

During the presentation of his resume, acquaintance and interview, the applicant, as a rule, is given the only chance to make positive impression. Employers need admission tests new personnel to work when there are several candidates and it is necessary to make a fair and objective decision. In such a situation, a scientific approach becomes the way out: they are all offered to go through the same test for work in the end, only one will be accepted - someone who knows how to show himself in a favorable light.

General concept of tests

Standard recruitment tests consist of:

• verbal tests;
• Abstract-logical tests.

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

Depending on the vacancy, a decisive role is played by 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, stress resistance, an ardent desire to succeed, etc.

You have the right to refuse verification, because. testing is not mandatory. But then the probability of getting a job in this company is sharply reduced. So that the test does not turn into an insurmountable obstacle on the way to getting a position, follow our advice, how to pass a job test, answer questions and not succumb to provocations.

• If you are tested directly in the office, then in most cases the time and place of testing is known in advance. Free the evening before for a relaxing holiday. You need to relax, sleep well, 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 applying for a job, 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 rest of the points.

• Read the instructions carefully. Don't waste time thinking about vague questions: 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 task carefully, do not fall for tricks and “trick questions”. Trust your intuition, rely on experience and knowledge, remember everything that teachers and life taught you, show intelligence at a decisive moment.

• There are generally accepted rules how should take a job test, they are carried out by every self-respecting organization.

  • The employer warns about the upcoming testing in advance, while notifying how long the event will take.
  • Candidates are given the right to familiarize themselves with trial 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 what exactly will be evaluated.
  • The employer is obliged to guarantee the confidentiality of information. Information requested and received hiring tests, according to the laws of ethics, are not taken out of the personnel department and management of this organization.

• Composure and presence of mind help to mobilize for success. Coolness comes with confidence in your knowledge. Pre-workout helps to get rid of anxiety and improve results. Take advantage of the world wide web. Try to take the test in advance, which will be offered when applying for a job, online, think over the answers without haste at home. There is no deceit in this action, preliminary preparation only testifies to the seriousness of the applicant's intentions. Attention to the essence of the issues helps the candidate to reveal himself fully, to emphasize his strengths and level 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 a coveted vacancy several times over, but the “correct” answers to psychological tests can be found on the Internet.

• Tip #5: Be sincere and not modest in interviews

  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 wishful thinking. I must say that associative and projection tests often evaluate a person biased, because. record its state in this moment. However, some of them contain "trap questions" for which it is desirable 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 sorts of tests are practiced, and yet in most serious organizations, the main criterion for evaluating when hiring is numerical, verbal and abstract-logical tests. In addition, it is not bad to show interest in the results for a common cause. Employers need employees who are motivated not only by material rewards, but also by situations where a job well done helped to promote 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 that a low IQ score does not necessarily indicate a low IQ. Perhaps you are just poorly prepared. Most likely, today's failure is a step towards future achievements and invaluable experience. Try to take the test on your own, which was offered when applying for a job, online, compare the results: perhaps you were disturbed by excitement or lacked self-confidence. Well, if there is still not enough knowledge, try to fill in the gaps. Believe in yourself and boldly go towards the Dream.

pashaadm2 24-11-2013 10:51

When applying for a service in the Ministry of Internal Affairs, a psychologist is required.

She asks the 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 a psychologist, and therefore, did not get a job 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 I passed the test for trauma. And I know for sure that I am fit for service in the FSB. To the psychologist’s question, I answered this way: “To have a stable job and so that my relatives can safely go to the store.” In the pictures I drew: "The person at the computer" and "The person with flowers". How the color test answered, I don’t remember because I think it’s stupid, I don’t associate life with flowers, so I answered according to the principle of whether to choose. If she asked what color is your favorite, I would have said: "Green", but she did not ask.He further said that he loves children and does not feel uncomfortable in the company.

I would be very grateful for any information on this topic, more precisely, how the psychologist went through, and most importantly, how they drew and answered.
Maybe someone has the very 500 questions of 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 email [email protected]

cop 24-11-2013 14:51

The MMPI psychological test (there is a questionnaire on the Internet) adapted from the American analogue. There are about 400 statements to which the subject must answer whether this statement is true or not 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”, a “correction scale” - if you exceeded them, you didn’t pass the test. The first and second scales have a number of questions in the questionnaire scattered throughout the test. I’m not talking about scales that directly determine your psychological portrait. Remembering everything, how to answer "correctly" is very difficult. Everything is intertwined there. Everything is in detail in the internet.
One of my acquaintances, when passing a medical examination in the army, memorized the "Rabkin's Table" (a test for color sensation, to determine color blindness) - these are multi-colored circles, against which you need to indicate the correct drawing, or numbers. He managed to conduct a doctor, but optometrist is not a psychiatrist))
Color cards - Luscher's color test, known all over the world and also passed it. It is advisable to choose "warm", "calm" colors first, then gradually to cold ones.
They also took an IQ test. Then, if everything is fine, then a conversation with a psychiatrist.
For example, a psycho asked me, what to do with speculation in the country, plant speculators? (It was in the late 80s), I answered, fill store shelves with goods.
In general, on the PFL (CPD) it is better to be indifferent than with a "burning eye".
If you say that you came to serve and protect! - there will be questions, if you say - you need a career and living space - they will say you are fit without any questions. Of course, I exaggerate, but tests are a relative thing. They just haven’t come up with anything better yet. However, these tests coupled with the conversation of a professional psychiatrist, they give a more or less true personal, psychological portrait of the subject.

shooter001 24-11-2013 18:43

I don’t remember about questions and drawings, it was a long time ago.
And with color cards, everything is simple. Green is the color of calmness, red is the color of aggression.
I first put the green one, and then spread it out over 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 the standard questions. What if HR uses psychological tests when applying for a job? How to respond to them and behave correctly? The Country of Soviets will tell you about it.

Psychological tests when applying for a job are oral and written. Written tests are commonly used on initial stage when there are several candidates for the position, and help to conduct the initial screening. Written tests can be divided into the following types:
intelligence tests (for example, the Eysenck test)
personality tests
qualification tests
simple tests
Intelligence tests in hiring are used to determine general level the intellect of the candidate, his ability to logical thinking and contain numerical, spatial and verbal tasks. Sometimes such tests are compiled with reference to a specific profession or area of ​​activity.

Personality tests in employment are usually ancillary, they do not have right and 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 see the background of a particular question and answer "as it should", but in the process of working in a team, a lie will most likely be revealed.

Qualification tests during employment help to assess the level of professional knowledge and skills of the candidate. With the help of a qualification test, you can determine, for example, the level of PC proficiency or knowledge of foreign languages. Many companies develop their own qualification tests, taking into account the specifics of their work.

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

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

The Luscher color test is quite simple. The candidate is asked to choose from a set of colors in order from most to least pleasing. The choice is made twice with an interval of three minutes. The Luscher test allows you to determine the general mood of the candidate, the desired goals and means of emotional behavior. Based on the selected colors, the potential performance of the candidate can also be determined, 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 "patterned" thinking of the candidate, analytic skills and his ability to be creative in solving problems. Typically, ad hoc tasks are offered to candidates for important positions of responsibility that require the ability to quickly make decisions. effective solution in any situation. Such tests when applying for a job are quite difficult, 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 tense 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 high-pitched communication, a large number of unrelated questions that are asked at a fast pace, talking on the go, interference during the interview, the presence of strangers in the office, questions about the applicant's personal life.

How to pass the test when applying for a job? If we are talking about proficiency tests and intelligence tests, it makes sense to look up sample tests on the Internet and practice on them. Then a similar test when applying for a job will not take you by surprise. FROM personality tests a little more difficult. Many of them contain so-called cross-questions, which help to reveal the lies of the applicant. These questions are in different parts tests are formulated differently, but they have the same essence. If the candidate answered them differently, then he was insincere.

In oral testing, answer quickly and without much thought. Do not try to embellish reality too much, but also do not be crystal honest, exposing all your shortcomings. If the proposed position requires creativity and a non-standard approach, then witty answers to unexpected questions can be a plus for you. Do not worry and do not try to find complex answers to elementary questions: most often the answer lies on the surface.

You should not refuse testing, if you do this, then most likely you 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 in hiring are important, but a good employer won't draw conclusions about you based solely on test scores. 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 choose "warm", "calm" colors first, then gradually to cold ones.

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

quote: I first put the green one, and then spread it out over the spectrum.

Please describe in approximate color sequence.

If you don't want to post here, please email [email protected]
Unfortunately, I am a person completely devoid of imagination, but I have an abundance of creative approach to 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 type of personality at all, it rather characterizes your inner mood for a given, specific time.
The main test-test questionnaire. Then the test for intelligence is the "Rowan's Progressive Test", well, the apotheosis of psychodiagnostics is a conversation with a psychiatrist. Based on all the tests passed and the conversation with the subject, he makes a decision.
He, for example, may ask why you answered this way to the question of the test, and not otherwise? - You must justify.
In general, verbosity is not recommended with psychiatrists. A short answer on the case, a minimum of emotions. 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 see 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, almost no one does this, because it’s necessary, especially since they are easy to read even when deleted.
After all, this also characterizes your type of personality. So there is a certain nervousness and not the perception of someone else's opinion, not the ability to enter into a dialogue with an opponent openly - it's easier to wipe it off - there is no person - there are no problems.
Our forum will be cleaner than any medical board))

pashaadm2 25-11-2013 12:35

quote: It also reflects your personality type.

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

pashaadm2 25-11-2013 12:47

quote: Will you try another destination group?

Maybe for the same, maybe for a higher one, in a word where the vacancy will be. But I think not higher than the second. Shooter001 thank you very much. You seem to be very legally literate.

pashaadm2 25-11-2013 12:56

I'll delete Shooter001's answer. I do not want unregistered users to read.

pashaadm2 25-11-2013 13:40

quote: In general, on the PFL (CPD) it is better to be indifferent than with a "burning eye".

Once, when I was getting a medical certificate for a weapon, everything went through, and they asked me: "What kind of weapon do you want?" I said hunting smoothbore. Then 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 required to work as a system administrator. For example, when a computer with Smeta.ru breaks down, without a creative approach old program do not save with estimates.

cop 25-11-2013 17:31

quote: I do not want unregistered users to read.

By the way, there is no mystery here.
Now even on Android and iOS for iPhones there are a fair amount of these tests with a description of the characteristics of a personality type. I counted about 6 Luscher color tests there.
I’m already silent about the Internet, there’s a lot of this stuff in its wilds. By the way, this is also why many experienced psychiatrists-specialists 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, then you are poorly oriented in time space. And they have a lot of similar "baubles" in stock.
I remember I went through another, annual medical examination and was not yet married, I was then 23 years old. So even this alerted the psychiatrist, they say it's time, and so suspicious. True, I reassured him by saying that female attention and affection is enough for me without a stamp in my passport.
During the conversation, the doctor may ask you to show your palms - if they are wet, then it’s also not comme il faut. He 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 when he asked OMON officers for an officer's rank, many of them are generally "not broken through", that is, a person has lability at zero. But the psychiatrist understands that this fighter needs to knock down the door, and does not bury him, what's the point? he is perfect for this, why does he need superintelligence?

ded2008 25-11-2013 18:11

quote: Why does he need superintelligence?

when applying to various services, the medical commission is slightly different. As a rule, those who do not have to pass a medical examination for one reason or another do not pass the psychiatrist’s test, they just need a justified refusal. nothing really shows up there. there are no such good specialists. The maximum that a psychiatrist can reveal is the correspondence of your psychotype to the place where you are going to serve or the correspondence to the service in the police as a whole. Some questions are built on contradictions. that is, the questions seem to be the same, but answering them in the same way will catch you 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 kind of answered questions there that I don’t take bribes and I only turn the traffic light to green. In general, to pass the test, you must answer truthfully without bothering. lie only to sensitive questions, pass as many tests as possible. you won't be able to anyway. you can skip math and complex tests. it makes sense not to answer these questions, but to show the doctor that you don’t bother with trifles and can continue to work in stressful situations.

shooter001 25-11-2013 18:41

Maybe for the same, maybe for a higher one, in a word where the vacancy will be. But I think not higher than the second. Shooter001 thank you very much. You seem to be very legally literate.

Yes, not for anything.
This is not about legal literacy.
COP and ded2008 will be more literate 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 inspection of the PDN or in the crime. laboratories need choleric. Or, say, phlegmatic riot police.

Yes, and more. If you didn't pass the first destination group, you can pass the second / third / fourth (although if you are turned by a psychiatrist, it is already difficult to guarantee anything). If the unit commander is interested in you, he will take you. Regardless of what position you will then work. I myself passed the OVVK on the third, and worked in a position that needed the first. This did not bother anyone, including doctors from the 1st polyclinic.

cop 25-11-2013 18:57

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

This is the famous MMPI test (Minnesota Multidimensional Personality Questionnaire). This questionnaire was translated and adapted for us by some well-known Russian psychiatrist, almost Bekhterev (I can’t say). You can read about it on the Internet in sufficient detail.
There, just the calculation of your answers is built on diagrams and scales. If some scale is exceeded, or vice versa, it has too little value, then you have some kind of deviation from the norm. In this case, the "lie" scale was exceeded. Here are more details:
http://www.5da.ru/analyzsmil.html
It is this test that is 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 have to pass a medical examination for one reason or another do not pass the psychiatrist’s test, they just need a justified refusal.

And this is also correct. For example, in the late 80s (and most likely even earlier) there was an unspoken directive to weed out people from fraternal Soviet republics of the Caucasian direction, i.e. not all of course, but there was a limit - this was Azerbaijan, and Armenia, and Georgia, etc. Those who passed Afghan 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 pass through the first destination group, you can pass through the second / third / fourth

I did not go through the fourth group of destination, I went to the CC IC at the Department of Internal Affairs. The head of the department personally brought me to a psychologist and said that I was taking him. Unfortunately, the psychologist balked. They don't like my IT brother at all. The truth may have rested due to the fact that a higher standing organization laid eyes on me.

shooter001 25-11-2013 22:57

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

This is the worst option.
If they didn’t pass the 4th, then they won’t let them pass the higher ones.
I don't know how long they keep the applicant cards...

sk0ndr 26-11-2013 10:19

quote: I don't know how long they keep the applicant cards...

On old passports, near the fold on the first page, the mark was made with a pen. Like - tried to get through. I had two birds like that, both times passed. I don’t know which group, like the second one (UR), the first one was the OMON and the traffic police then.
They don't do that now, so it's possible that everything is stored somewhere.
According to the reviews of a friend from the staff, now very many do not pass a polygraph. They pour in mainly on the question - have you ever used drugs.

quote: The truth may have rested due to the fact that a higher standing organization laid eyes on me.

I didn’t understand what the psychologist from the PFL had to do with it. What's the difference to her?

ded2008 26-11-2013 15:01

quote: They pour in mainly on the question - have you ever used drugs.

reason to sue the Ministry of Internal Affairs. no one really has come up with this yet for some reason. firstly, passing 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 challenge for employment. thirdly, the use of narcotic substances is administrative offense just like crossing the street at a red light. that is, the situation when you violated traffic rules and you were not hired because of this will be similar.

sk0ndr 26-11-2013 16:58

quote: firstly, passing a polygraph is not a mandatory procedure and, in theory, it is voluntary.

No problems. Employment in the police is also not a mandatory procedure. If you don't want to, don't go.
But I would not want those who "use" to go to the police.
I would generally make a urine test for traces of drugs a mandatory procedure.

shooter001 26-11-2013 17:09

quote: Originally posted by sk0ndr:

But I would not want those who "use" to go to the police

Before the service they do not use, they will start at the time. Delov...

sk0ndr 26-11-2013 17:27

quote: start on time. Delov...

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

Z.Y. I knew the opera, I left for seven. Just for being hooked. More precisely, they put him on for free, but during the breakdowns, in an attempt to get money, he did things there and heaped up.

ded2008 26-11-2013 17:30

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

Well, it can be, once a quarter. and the polygraph is bullshit. after smoking weed, traces of use in the body can be detected for a month.

ded2008 26-11-2013 17:32

and the wives and children of employees will pee in a jar. are really tricky though.

sk0ndr 26-11-2013 17:44

quote: and the wives and children of employees will pee in a jar. are really tricky though.

Firstly, testing is ALREADY in 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. You intercede for a shift or on duty, during the shift, if you please, take a piss in a jar.

It is usually not difficult to emboss a gerych during a search. Well, you need it, it happens, for operating expenses.
The main thing is not to use it yourself. Knowing that at any moment they will come and check, you can somehow resist.

pashaadm2 26-11-2013 18:21

quote: More precisely - they planted him for free,

I was offered to try weed on the street, I refused. This is necessary for a weak person, but I'm not the case. I will try to go to the Ministry of Internal Affairs for the second time about getting a job anyway. I don't lose anything. Especially since it's been 2.5 years.

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

ded2008 26-11-2013 19:27

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

I told you. this is the whole point. do not let a person think to answer on the machine. the correctness of the mathematical answers is not at all the main thing.
Well, to make it quite clear to you, I’ll give you such an example: a policeman does not have to think at all with which hand to hit a bully, right or left, the main thing is to have time to kick him in the balls. I’ll tell you in secret that you still won’t have time to complete all the tests. God forbid if two-thirds pass.
the test reveals personality traits. the ability to build an associative array, the ability to think non-linearly, the quality of mental development, literacy. Sometimes a person's handwriting will tell more than the answers themselves. No one will grade you for mistakes.
By the way, here's an example. the Chekists needed an interpreter from some kind of gibberish Asian language, like drug traffickers were going to detain and they couldn’t talk to them. hired a full-time translator of some kind of jerk. that 4th grade education, a belly like my TV and physical training like a 70-year-old grandfather. walks now ksiva fsbeshnoy waving. right person. so if you are interested in the service, then they will agree with a 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 now fsbeshnoy waving

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

quote: with a psychologist will agree for a box of chocolates.

In the FSB, maybe yes, but I want to be in the Ministry of Internal Affairs. I think, after an idiot by the name of Evsyukov, the Ministry of Internal Affairs carefully looks at the selection. I have a friend who served in the VTs ITs OVD. He speaks very well.

cop 26-11-2013 21:33

cop 26-11-2013 22:06

quote: MMPI(aut) Average estimated time normally 60 - 80 minutes
Raven option is designed for 25 minutes

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

quote: The Luscher test for 8 cards DOES NOT WORK on the Russian population. Spit in the face of that diagnostician who will show it to you.

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