Harm of psychological testing when applying for a job. What is a psychological interview, what questions are there and how to answer them correctly

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.

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.

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 article will reveal the basic information regarding psychological tests. How to get through them during hiring, what they are intended for - more on that later.

During hiring, many employers use tests. They help identify professional quality employee.

Based on their results, a general picture of a person can be formed. How to pass the tests, what can they tell about a person?

General information

Finding an employee who will professionally perform their duties at work is very difficult. This is a kind of problem, and it is not always possible to cope with it with a single interview.

Therefore, experts came up with such a thing as "psychological tests when applying for a job."

What it is

Psychological tests are of several types - oral and written. On the initial stage when applying for a position, use the second option.

When there are several people, but it is necessary to choose one - the most qualified. Written tests are divided into:

• intellectual;
• personal;
• qualifying;
• the simplest.

The most common oral test is the color test (according to Luscher). It will be discussed later. Intellectual tests determine the type of thinking, attentiveness and memory.

Personal help to identify temperament and its type, negative qualities person. Professional ones reveal motivation, whether a person is able to lie.

Interpersonal determine the level of conflict of a person, whether he knows how to communicate in a team.

Testing is carried out by an employee of the organization with a medical or psychological education. If there is no such person, then the employer invites a psychologist.

For what purpose are

Tests play a significant role in hiring people, but you should not be guided only by them when choosing a candidate for a position.

After passing the tests, employees are usually invited for an interview. Who did not pass, he is not allowed to it.

Testing for 30% helps the employer to make a choice. Test goals:

With the help of tests, it is possible to identify such qualities as leadership, communication, the ability to communicate in a team, creativity, resistance to stress, learning ability and other skills.

Tests psychological type – best opportunity identify the right candidate for the position. At the interview, a person can smile, use his charm and positive qualities.

But tests will help to reveal hidden qualities and talents. For each position, tests help determine certain qualities.

For casual workers:

• the ability to perform the same type of work;
• perseverance;
• attentiveness;
• the ability to focus on one subject;
• the ability to listen and hear;
• creative qualities;
• ability to analyze and draw conclusions.

For leaders:

• activity;
• the ability to communicate in a large team;
• skills of coordination and management of subordinates;
• unbiased attitude towards employees;
• tolerance;
• Justice;
• leadership;
• loyalty to people.

For the military:

• ability to adhere to the regime;
• reliability;
• responsiveness;
• respect for colleagues and superiors, senior in rank;
• resistance to stress.

Legal grounds

Psychological tests during hiring The legislation does not prohibit conducting, but there are no clear instructions for their conduct either. They are not provided by the government, as well as the procedure for conducting tests, storage.

The data that an employee is required to provide when hiring is contained in Russian Federation. The results of passing tests are not included in their provisions.

There is no responsibility for not testing. The employer has no right to demand information about the personal life of a person. Therefore, an employee cannot be forced to answer such questions in tests.

As soon as the employer makes a choice in the direction of one person, the rest will have to be refused. prohibits doing so without justifying the reason for refusal.

If an employer refuses a person, referring only to the test results, then such a choice is considered unreasonable.

When refusing, it is necessary to take into account the Law, for example, insufficient length of service, work experience in this field or inappropriate education.

This will happen if he cannot prove that he did not hire a person due to lack of professionalism.

For some professions, it is important to be aware of mental health. Therefore, according to such citizens are required to undergo a psychiatric examination.

Features of psychological testing when applying for a job

The tests are usually conducted on a computer. For each category of employees, certain tests are used, which have their own characteristics.

Psychological tests when applying for a job in the Ministry of Emergency Situations are divided into 2 categories - poly-factorial and narrowly focused.

The first allows you to diagnose personal qualities, the second ones are aimed at characterizing certain qualities that are necessary in this area.

Psychological tests for employment with weapons contain questions related to service, knowledge of Laws and rights. There is no official publication of such tests.

During testing, such qualities as character, ingenuity, intelligence are determined. Very often, when in the Ministry of Internal Affairs or the FSB, they are asked to take an IQ test or a polygraph.

Terms and Conditions

The conditions for passing the tests for employment are as follows:

• all candidates for the position must be warned about the upcoming tests;
• everyone has the right to request trial tests;
• it is necessary to provide favorable conditions where the tests take place - room, lighting, etc.;
• candidates have the right to ask for advice on the results of the test;
• testing is free.

All candidates are required to provide question forms, stationery or a computer.

At the beginning, be sure to instruct about the implementation of the tests. Also announce the time allotted for their passage.

How to pass a psychological test

• it is necessary to remain calm, to pay all attention to questions;
• give truthful answers;
• if there are many questions and there is not enough time, it is better to skip those that cause difficulties. The calculation takes into account the number of correct answers, not 100% result;
• carefully read the instructions for passing;
• if the question is not clear, it is better to skip it;
• sleep well the night before.

Test examples

Tests are different, to identify certain qualities, their own are used. What tests will come depends on the psychologist. It is they who develop tasks, very often at the request of employers.

For example, the Luscher test is as follows - cards of various colors (8 pieces) are laid out in front of a person.

The candidate is offered to lay them out in sequence, starting with the one that is most pleasant for him.

The results are recorded and he is asked to repeat the same again. Using the sequence of laid out colors, the psychologist draws a conclusion about the qualities of a person.

The Rorschach test is a well-known technique. The bottom line is that a person is shown pictures that depict incomprehensible blots.

He must say what he sees there. The test can be used to determine if a person has a personality disorder. nervous system, mentality and thinking.

Questionnaires personal nature help the psychologist to understand what is in a person's soul. They help to determine personal qualities, motivation, opinion. There are also situational issues.

They help to understand how quickly a person can react to a situation and make an analysis of it, whether he has a creative approach. Basically, such tasks are intended for the selection of candidates for responsible positions.

Stress interviews are an equally popular type of test. With their help, they determine how a person will behave in a certain situation.

Tasks, as a rule, are aimed at driving a person out of himself, creating conflict situation for which he may not be ready.

If with geometric shapes

Such tests are also often used when applying for a job. A person is offered to choose a certain figure that he likes. Based on this, a conclusion is drawn. Sometimes they are asked to put them in sequence.

In the first place is the figure that can characterize a person. The figure that appeared on last place, indicates the type of person with whom it will be difficult to find a common language.

Psychiatric examination

There are many requirements for a person who gets a job. If he wants approval from the employer, then he will have to fulfill them in full.

One of the highlights is the medical examination. The employee is sent for review. In addition to general specialists, you will have to undergo an examination by a psychiatrist.

This is useful for those who want to get a job, for example, in a bank, educational institutions, on the military service. When talking with a psychiatrist, a person answers his questions, performs various tests and tasks.

What you need to know about a psychiatric examination:

Before being tested, the employer must give the employee a referral. The Commission makes a decision, taking into account the opinions of all its members.

After that, within 3 days they acquaint the employee with the conclusion (under his signature). Then inform the employer about it.

If a person is unfit for work, then a certificate is issued indicating this (but not more than 5 years).

Thus, psychological tests when applying for a job are an important element. They help to identify certain qualities in an employee.

But when choosing a candidate, you should not rely only on the results of these tests. This is prohibited by law - the reason for refusal to work must be justified.

In our country, this is a fairly new technique, but every year there are more and more fans of it, because it allows you to quickly and objectively identify the personal and professional qualities of a candidate.

Many companies and recruiters seem to exaggerate the importance of test scores, so in order for such a test not to become an obstacle to getting the job of your dreams, you need to know how to overcome it with brilliance.

Psychological test number 1. Favorite color

You are invited to arrange 8 cards different colors in order, from the most pleasant to the most unpleasant.

What does it mean? This test aimed at determining the emotional state of a person. Each card symbolizes a person's needs:

- red color - the need for action;

- yellow - the need for striving for the goal, hope;

- green - the need to assert oneself;

- blue - the need for affection, constancy;

- gray - fatigue, the desire for peace;

- purple - escape from reality;

- brown - the need for protection;

- black - depression.

The location of the cards means the following: the first two are the aspirations of a person, 3 and 4 are the true state of affairs, 5 and 6 are an indifferent attitude, 7 and 8 are antipathy, suppression.

Key: in the first four must be red, yellow, blue, green - in what order, it is not so important. The most preferred option for the arrangement of cards, which draws a portrait of a purposeful, active person: red-yellow-green-blue-purple-brown-gray-black.

You may be asked to take this psychological test twice. The second time, swap the cards a little, but not much, otherwise you will be considered an unbalanced person.

Psychological test number 2. Drawing lesson

You are offered to draw a house, a tree, a person.

What does it mean? It is believed that in this way a person can demonstrate his self-perception in the world. In this psychological test, every detail matters: the location of the drawing on the sheet (located in the center, a proportional drawing indicates self-confidence), a single composition of all objects indicates the integrity of the individual, what kind of object will be displayed.

It is also important what is drawn first: a house is a need for security, a person is an obsession with oneself, a tree is a need for vital energy. In addition, the tree is a metaphor for aspirations (oak - self-confidence, willow - on the contrary - uncertainty); a person is a metaphor for the perception of oneself by other people; house - a metaphor for the perception of oneself by a person (a castle - self-admiration, a rickety hut - low self-esteem, dissatisfaction).

Key: your drawing should be realistic and proportionate. To demonstrate your sociability and willingness to work in a team, do not forget about such details: the road to the porch (contact), the roots of the tree (connection with the team), windows and doors (goodwill and openness), the sun (cheerfulness), fruit tree(practicality), pet (care).

Psychological test number 3. Story

You are shown pictures of people in different life situations and ask them to comment: what is happening; what the person thinks about; why is he doing this?

What does it mean? Based on the interpretation of the pictures, it is possible to determine the leading life scenarios of a person, in other words - "whoever hurts - he talks about it." It is believed that a person designs situations in pictures for his life and gives out his fears, desires, view of the world. So, for example, if a picture shows a crying or laughing person, then it is expected that by commenting on it, you will talk about your motives for joy or sadness.

Key: you need to control your answers and interpret the pictures in the most positive way.

Psychological test number 4. Inkblot

You are shown pictures of a shapeless blob (usually symmetrical) and asked to describe what you see.

What does it mean? This psychological test is somewhat similar to the previous one, it also reveals your true attitude to the world. A positive interpretation of pictures (for example, communication between people) speaks of you as an active, sociable, positive person, a negative one (in a blot you saw a monster, a dangerous animal) indicates that you have a lot of unreasonable fears or deep stress.

Key: if you associate a picture with something obviously negative, comment on it in a neutral way. For example, don't say, "I see people fighting," but say, "People are emotionally connected."

Psychological test number 5. IQ test

You are offered for a certain period of time (from 30 minutes) to answer several questions (from 40 to 200) of different directions - from mathematical problems to logical puzzles.

What does it mean? These psychological tests are designed to determine the so-called Intelligence Coefficient. Although their effectiveness is increasingly in doubt (if a person low rates- this does not necessarily mean that he is stupid, perhaps he has non-standard thinking or he is just trite inattentive), tests have been maintaining and increasing their popularity for many years. The most common IQ tests are Eysenck.

Key: Be as careful as possible, there are a lot of trick questions. If time is running out, and there are still many questions, do not leave them without a solution, put down the answers at random, you will probably guess something. On the eve of your employment test, take a few psychological tests on the Internet, this will help identify the principles of the decision. According to statistics, each subsequent passage psychological test increases performance by 5-7%, just don’t get carried away, otherwise you suddenly turn out to be too smart for the proposed position.

Now you see that it is not so difficult to pass psychological tests when applying for a job. After all, you have the "keys" that will open the way to new career achievements!

Testing is becoming more and more modern life. Starting with psychological tests in kindergarten, and ending with physiological tests in old age. AND most of they fall on the mature stage of life, in particular, on years of active work.

A psychological test when applying for a job performs many functions, it helps to determine the potential of an employee and compatibility with the chosen position.

Dear reader! Our articles talk about typical solutions legal issues but each case is unique.

If you want to know how to solve exactly your problem - contact the online consultant form on the right or call by phone.

Target

In the past, the testing of a worker took place during his activity, under the supervision of guilds, craftsmen and managers. IN modern world, companies do not have the luxury of containing many applicants for selection.

To save time and money on training and training, testing is now almost universally used. And in addition to professional skills and physical fitness, much attention is paid to psychological qualities candidates and employees.

Since the formation of the early twentieth century, psychoanalysis has stepped far forward. Various methods and types of tests make it possible to select candidates with the psychological parameters necessary for the company, screening out even more professional, but potentially unsuitable for the current style of work, or even with hidden deviations and diseases.

Psychological selection, working on the development strategy of the enterprise, makes it possible to more successfully predict tasks, selecting the potentially most optimal performers. Forms the backbone of the staff, those who will effectively lead the company into the future, working with interest and love for work.

Thus, general testing is carried out in order to:

1. Selection of the most effective candidates.
2. Formation of working groups and the team as a whole.
3. Identification of areas for advanced training, the formation of training programs and trainings
4. Correction of the strategy of work and development of the enterprise

Kinds

1. Qualifying. Used to determine the degree of qualification of an employee. And as a rule, its annual confirmation.
2. Physiological. These include, for example, a mandatory annual medical examination. In addition, they conduct special tests for certain professions - rescuers, military, etc.
3. Psychological.

Psychological testing

Even within the same company, for different departments and divisions, different tests are carried out when hiring. Agree, it is inefficient to test a security guard for creativity for a long time, and carefully drive a marketer on a polygraph.

Therefore, testing is carried out in the following areas:

Compatibility

The newly arrived employee should start working in the full force. To reduce the adaptation period and training time, an employee can be tested for compliance with the moral, ethical and business standards adopted by the company, readiness to process and stress resistance, social communication, revealing hidden psychopathologies and addictions.

And many other skills required or not desired for the enterprise.

The relativity of evaluation should be understood. For example, according to rumors, in one successful real estate company in the United States, all applicants failed the polygraph test. But they selected those who could get out longer than the rest.

It is they who are potentially capable of "selling" even the most hopeless hut as " Optimal choice downshifter”, and sincerely horrified by a rat that crawled out at the wrong time, along with buyers. And they can be trained in the art of sales at ongoing trainings.

Potential

Future employees should not only meet the current requirements of the company, but also be able to meet new challenges. To do this, they conduct various tests for learning, creativity, career ambitions, logic, originality and flexibility of thinking.

In general, all those qualities that a company needs for a development strategy. It can be both innovation and loyalty to traditions, growth in breadth or depth, etc.

The remaining psychotests are special cases of these 2 areas. They are conducted both orally and in writing, depending on the requirements of the company.

The most common tests

Raven's test (Raven's matrices)

Perhaps the most famous to most. Shows the so-called IQ (intelligence quotient). 20 minute test, with 5 blocks, a dozen logical questions. The difficulty increases from block to block.

As a result, after counting, they get a certain IQ, which depends on the number of correct answers. ov:

• more than 95% - especially high intelligence;
• 75-94% - above average;
• 25-74% - medium;
• 5-24% - below average;
• < 5 % – слабоумие;

It should be understood that this is a test for the presence of logical and mathematical abilities, and not at all for "genius", as some HR think, stubbornly rejecting people with a penchant for creativity rather than logic.

As a result, we get a staff of mediocre designers and creatives.

Rorschach test

A test seen by many, consisting of symmetrical blots on cards. Showing 10 cards in turn, the psychologist asks the respondent to describe what associations they evoke.

It is expected that responses positive images show good emotional condition. And the observation of dismembered rabbits and hanging loops, as it were, hints that it is better to deploy this individual.

Or doobsledovat, if a very good professional. Now recognized as pseudoscientific. Or at least requiring special training at the conductor.

But it is also found in some companies, beloved and pursued by the ladies of the personnel department, who consider themselves subtle psychologists. Like his like, color test, where, depending on the chosen color, a conclusion is given about the psycho-emotional state of the candidate, and they don’t even bother to ask the respondent’s favorite color.

Test drawing

It is suggested to draw a picture. Depending on the detail of drawing and arrangement of details, the psychologist draws a conclusion about hidden problems, inclinations and qualities. It has a high degree of reliability, but requires elaboration and an individual approach.

But even without this, members with wings often found on the desks make it possible to safely assume that students are puberty. As can be seen from the example of these tests, the correct interpretation of the answers is the prerogative of the staff psychologist.

Conducted by people without an appropriate level of training, give incorrect, and often opposite results. If there is no psychologist on staff, then the company can turn to outside help. And specifically, for certain needs and requirements, experts will develop general tests-questionnaires that minimize the error. But they are suitable for mass selection.

For managerial and special positions, as a rule, they resort to the services of a hired psychologist, with an individual approach.

Oral tests

They are more "human", and are aimed at clarifying the train of thought of the subject, his ability to solve problems in simulated, and even, sometimes, impossible situations.

The most famous is the question asked in Microsoft: "Why are manhole covers round?". The answer that otherwise they will fall through, if installed incorrectly or slightly rotated, such as square ones, is considered correct, but incorrect.

The applicant is expected to be able to think outside the box. For example, that it is more convenient to move them even by one rolling. Or that they could additionally be used as cargo, for barrel salting. In general, any answer other than the standard expected is that they are looking for talent, not mediocrity.

Similar corporate interview questions can be found online for reference.

There are questions that test skills: the most famous: "How to put a hippopotamus in the refrigerator?". Answer: open the refrigerator, put the hippo, close the refrigerator. The test subject should not invent complex decisions to simple questions. The size of the refrigerator and hippo is not specified. "And how to shove a giraffe?".

Open the refrigerator, take out the hippopotamus, put the giraffe in, close the refrigerator. The subject must still be able to connect new tasks with previous ones, to catch a causal relationship. “The lion called all the animals.

Declared a gathering on an island surrounded by a moat. A crocodile lives in a moat. They gathered, but one did not come. Who?" Crocodile? No you! Giraffe. He's in the fridge. And the crocodile came, yes, yes. He was the closest. And the respondent should be able to compare various aspects of the company's activities, the work of all departments and departments.

There are fans of joke questions, but the answer is also appreciated:“The girls went to the forest, for mushrooms, for berries, returned in the evening. What did you pick up?" The answer is nothing. Because you need to set specific goals for yourself.

For what specialties apply when applying for a job?

By law, for those working in conditions of increased danger, and those whose activities are associated with increased danger, a mandatory psychiatric examination is carried out, at least once every 5 years.

And the list of these professions is quite impressive. And it includes even such, at first glance, peaceful as cleaners and, for example, canteen workers. Although it is quite logical - suddenly they will start rinsing a doormat in a teapot there.

Revealed at least once every five years. What can we say about military professions, special units etc. What tests they are driven there for - we know only from rumors. And rightly so National security above all. But this is psychiatry. What about psychological tests?

If earlier the company tested mainly middle and senior management, and the security service, now even couriers are being tested. Firstly, there is nothing to sit through HR pants. And secondly, in connection with the increasing frequency, especially in the West, of cases mass murder employees, and quiet, calm colleagues, it is better to overpay for testing than to launder the company's reputation.

Employees themselves also have an interest in testing, provided that it is carried out by a professional, and the result is not hidden. They are especially willing to go if they promise a bonus or promotion based on the results. But what if not? They are interrupted from work, forced to answer some nonsense, and even begin to squeeze out of the organization.

A logical question arises - does the employer have the right to conduct tests? “Everything that is not forbidden is allowed” is the basic democratic maxim. And according to it, the employer has the right to arrange any tests, incl. psychological - there is no direct prohibition.

Another question is whether the employer has to refuse employment, or fire him, based on the test results?

The Labor Code of the Russian Federation has a rather vague wording legal refusal: "In connection with business qualities worker." But it also contains an indication of the required documents, which does not indicate the presence of a certificate with the test results.

The only required honey. the conclusion - a professional examination by a psychiatrist. And although dismissal / refusal due to a psychological test that has not been passed can be challenged in court, it is unlikely that you will work there for a long time. And do you need such an organization?

A successful strategy for passing a psychological test when applying for a job

Most of the tests are of the same type, and are offered on the Internet. It is quite possible to solve the same Raven and come to the test with a slight advantage over competitors.

But if the tests are compiled specifically for the customer, for specific tasks, then you can only give a couple of tips:

1. Dont lie. First of all, to yourself. Often a person wants to embellish himself, noting the qualities of not the present moment, but what he himself is about to become. Not noticing that "just about" has been going on for several years. Of course, everything is not without sin, but average person without hesitation (!) lies 20 times a day. But the test allows you to determine the strengths and weak sides for further work on them. And it will show whether the applicant is suitable for the company, and the company is suitable for the applicant.
2. Do not compose, trying to answer what, in the opinion of the respondent, the interviewer wants to see. In addition to the fact that the personality type of the person being tested is drawn, an obviously alien type will be superimposed on him. That will allow you to suspect insincerity, or even a split personality. And a competent psychologist will reveal a liar. Or even introduces special trap questions.
3. In oral tests, it is permissible (and sometimes expected from the respondent) to challenge and defend the answer. It is important not to go too far, and leave the impression of a person who knows how to defend his opinion, and not a stubborn one.

Summing up, I would like to recall one phrase from psychiatry, reflecting the relativity of test results and the blurring of the criteria for assessing the norm: “Who is the first in the office white bathrobe put on - that and the doctor! Do not treat psychological testing as an exam. If your answers did not suit HR, this does not mean unsuitability at all.

This means that this company needs people of a different warehouse, with different qualities from yours. And you yourself, first of all, would feel psychological discomfort, like a librarian who got a job as a sleeper.

And to take it to heart, worrying about your "abnormality", is also not worth it. If you were told that you are not suitable, incl. and because of the test results, you need to understand that you still have room to grow and develop, what qualities you should work on. Good luck with testing.