Anyone who has ever participated in a job interview knows that the best way to get the right information from an applicant is to ask the right questions. In this case, an experienced recruiter will take into account not only the candidate’s verbal response, but also his non-verbal reaction, for example, facial expressions, body movements, tone of voice, and so on. Some companies go further and offer candidates entire questionnaires or tests as part of their pre-employment testing.

Job interview questions

Any job interview will consist of questions and answers. Each recruiter has his own palette of favorite questions, including both fairly standard ones and tricky ones.

What are the questions?

During an interview, the interviewer may ask the applicant different types of questions:

• open;
• closed;
• clarifying;
• directed.

Some specialists also like to use the method of unfinished sentences, when the candidate is asked to complete a statement based on his interests, desires and capabilities.

Open questions imply the possibility of a detailed answer on the part of the candidate. A question asked in this form will allow the applicant to talk, for example, about his professional experience, past places of work, his view on the prospects of the profession and his place in the market. In short, if a recruiter wants to give the applicant a chance to speak, he will ask an open-ended question.

Examples of open questions:

• Why did you part ways with your previous employer?
• Where do you see yourself in five (ten, fifteen) years?
• How do you evaluate the actions of competitors on such and such an issue?
• What would your actions be in this situation?

Such questions allow the recruiter not only to obtain factual information about the applicant’s work experience and views on various professional and life issues. By answering an open question, the candidate also demonstrates his ability to conduct a conversation, the level of development of logical and abstract thinking, literacy, degree of self-control, the presence or absence of artistry and many other aspects that only an experienced recruiter can notice and evaluate.

Closed questions require monosyllabic “yes”/“no” answers or the provision of specific factual information. For example, the question of how many subordinates a candidate had at his previous place of work may be intended to verify the veracity of the information presented in the resume.

Clarifying questions are aimed at carefully clarifying the understanding of an answer that has already been given to some other question. When clarifying, an HR manager, as a rule, can use the words “do I understand you correctly that...” or “I have the impression that...”.

Directed questions contain a hint of the desired answer. In particular, if a candidate answers such a question affirmatively or negatively, it is understood that he will also provide a detailed justification for his answer with examples from professional practice. Clarifying questions include the following:

• “A specialist in this area will have a very heavy burden. Are you ready for such intense work?
• “Working on a task will require both teamwork and independent work. Are you able to switch between these modes?
• “We expect high management abilities from the candidate. Can you call yourself a strong manager?

Questions allow a professional recruiter, in the process of communication, to identify the candidate’s level of preparation, the degree of his aspirations, readiness for dialogue, ability to communicate and present himself.

Video: interview questions

What questions are required?

Strictly speaking, there are no mandatory or optional questions. Each employer is free to structure the interview process the way he likes, guided only by his own needs. However, there are a number of basic questions that are asked in one form or another in most interviews. So, you will be asked about your education and asked to tell you about your path in the profession. Employers are often interested in what attracts a candidate to their company and this particular vacancy. Be prepared to describe your weaknesses and strengths, and also argue to the recruiter why you, and not one of your competitors, should be hired for this position. A common question is about the reasons for changing jobs. It is good practice to ask the candidate about their desired salary.

What questions should you not ask at an interview?

Along with naturally understandable questions, there are also questions that are forbidden, in other words, not entirely correct. Some questions are prohibited at the legislative level from being asked during interviews. These hot topics include:

• nationality;
• age;
• religion;
• health status.

An employer does not have the right to refuse employment on the grounds of “unsuitable” nationality, age or religion. In the same way, you cannot refuse employment due to, for example, pregnancy. Accordingly, there is no need to ask about this.

All this is explicitly stated in the legislation, along with penalties for violating these conditions. However, in fact, discrimination on these grounds is rampant. A person of oriental appearance may not be hired, at the age of forty it is much more difficult to find a job than at the age of 30, and employees who are going to go on maternity leave in 8 months are not interesting to anyone at all. Of course, something more politically correct than the real reason will be voiced as a formal reason for refusal. I had to experience this first hand.

How to answer recruiter questions correctly

First of all, you need to answer questions truthfully and to the point. You don’t have to think for the recruiter about what he would be interested in finding out. When answering, you need to take into account the reaction of the HR specialist. If you see that a person is in a hurry and is trying in every possible way to shorten your answer, you should smoothly complete your story.

Always listen carefully to the question you are asked. I happened to witness one interview that did not end very well for the candidate. When talking about his work achievements, the candidate for the position of department head constantly used the pronoun “we.” The recruiter hinted several times and then asked in open text that the applicant in his story separate his achievements from the achievements of his team. Nevertheless, the candidate ignored hints and requests and continued to talk about achievements on behalf of either his entire team or the company. Thus, it turned out to be impossible for the recruiter to determine the scale of his specific contribution to the common cause and did not help in assessing his qualifications.

Dialogue between HR and applicant

Denis: I see in your resume that three previous jobs are similar to the position we have open?

Oleg: Absolutely right. I have serious training and solid experience in this area.

Denis asks Oleg an open-ended question to find out why the candidate wants this job if it is so similar to the previous ones. Perhaps this desire hides some problems in the previous place.

Denis: Why were you interested in our proposal?

Oleg: In terms of job responsibilities, your proposal is similar to my previous place of work, however, I see opportunities for development and growth with you. In my previous company, too many restrictions were placed on independent actions, but I would like to do more on my own and without additional approvals from my superiors.

Oleg answers the question asked very competently. Denis just wanted to find out the reason for leaving his previous place of work for a similar place.

Let's now consider how to correctly answer questions about achievements. Many candidates find it difficult to talk about this.

Denis: Are there any specific achievements that make you proud?

Oleg: I was the first in the company to involve clients in alternative investments. My actions allowed me to make transactions more effective, thanks to this I was able to build trusting relationships with clients for a long time. I shared my experience with my colleagues, they appreciated it and began to work according to the principles I proposed.

Video: how to answer interview questions

Questions for employers when applying for a job

For a candidate, preparing his questions to the employer in advance is no less important than correctly answering the recruiter’s questions. You need to use common sense when preparing questions. You should not ask the recruiter more questions than he asked you. It’s just as bad not to ask any questions at all. At the same time, the “ask at least something” strategy will not work either. During an interview, a candidate is also assessed by what he asks, so the first question that comes to mind is along the lines of “What does your company do?” It's better not to voice it. Thus, a salesperson who is interested in the key metrics of the product with which he will have to work will be more likely to make a positive impression compared to his competitor colleague, whose entire interest is focused on the size of the commission.

You can start the conversation by clarifying potential job responsibilities. A question about the strategic goals and objectives for working in this position will be well received. What does the employer expect from a new employee in a year? How and by what criteria will the employee’s performance be assessed? Questions like these show that you know how to think strategically and are used to planning your life in general and your career in particular.

Asking why the position became available will give you the information you need to decide whether to accept or not. If a vacancy opens for the first time, the new employee will have a large range of responsibilities related to building work from scratch, as well as integrating this new direction in the company into the activities of the rest of the enterprise. If someone has already done this work before you, try to find out why this person decided to leave the place. If a company has changed several marketing managers over the past year, it is quite possible that something is wrong in the team.

It is recommended to ask questions about working hours, salary payment terms and lunch breaks at the very end of the meeting, when the most significant points have been covered.

Video: what to ask an employer at an interview

What is pre-employment testing used for?

Pre-employment testing is used as a scientifically proven method to determine personality traits and qualities, as well as specific skills that a candidate will need in the job process. With the help of tests, the employer tries to hedge a little against the risk of hiring an insufficiently qualified candidate or a person with a high degree of conflict. Tests to some extent make it possible to determine the level of professional knowledge, and also reveal the personal characteristics of a person.

Pros and cons of using testing in personnel selection

Testing is a popular tool among HR managers, however, even the use of the best and most advanced tests does not guarantee a 100% positive result for the recruiter and cannot ensure the complete absence of errors during hiring.

The undoubted advantages of using tests during the interview process include the following:

• tests make it easier to choose between candidates with the same level of qualifications and professional experience;
• tests reduce the influence of the human factor in the decision-making process, excluding the factor of the presence or absence of the recruiter’s personal sympathy for the applicant;
• with the help of testing, you can identify a candidate’s unobvious capabilities, for example, a predisposition to analytical thinking;
• tests allow you to check your level of resistance to stress and identify your tendency to lie.

On the other hand, test results of candidates cannot be the only argument for making a hiring decision, since there are the following risks in using this tool:

• the candidate can prepare for the test in advance and give socially acceptable or employer-desired answers, so the test result will be good, but unreliable;
• the recruiter’s experience may be insufficient to correctly interpret the test results; moreover, the tests themselves may be selected incorrectly;
• test results may be distorted due to the emotional state of the candidate at the time of the test;
• Excessive requirements for test results may entail unjustified costs for finding the necessary personnel.

Is it possible to refuse testing?

Strictly speaking, the law does not indicate that applicants are required to undergo a testing procedure when applying for a job. The only exceptions are some government organizations and services. However, practice shows that a person who refuses to take a test offered by an employer greatly reduces his chances of receiving a job offer. Formally, you have the right to refuse to take tests, but in fact it is better not to do this.

Many employers offer testing before the interview itself. My experience shows that an employer may even refuse to interview an applicant who refuses to complete tests before a face-to-face meeting. Meanwhile, some psychological tests can take a candidate up to several hours to complete. I don’t like to waste my time, so I never agree to do such tests before a personal meeting with the recruiter. If the employer is not ready to respect my time resources, I know for sure that I am not on the same path with him.

Categories of tests for employment

Today, recruiters have a variety of tests in their arsenal that allow them to more accurately determine various aspects of a job seeker’s personality. Depending on the type of company and the position for which the candidate is applying, HR specialists choose certain tests for work.

Video: How to use testing when hiring

Psychological tests

A candidate for absolutely any vacancy can receive an offer to take a psychological test. By analyzing the results of a personality test, the recruiter can draw a conclusion about how the applicant will be able to fit into the existing team and how he will react to various work situations. The Luscher test is often used as a standard test. The Briggs-Myers test helps determine the candidate’s psychotype and draw conclusions about what activities he is predisposed to.

Logic tests

Intelligent logic tests help identify a candidate’s predisposition to activities that require developed analytical skills. A popular logic test is the Amthauer test; it allows you to determine the level and structure of the applicant’s intelligence, as well as the ability to use intelligence in practice.

Attention tests

Tests that determine the level of attentiveness are used for workers whose activities involve more than just performing complex calculations. HR workers, financiers, statisticians and other specialists who are responsible for compiling a large number of documents must demonstrate a certain degree of focus and attention. Attentiveness is tested using the Münsterberg test, the essence of which is to detect errors in the text, search for words with a given meaning, and generally analyze the proposed text.

Stress resistance tests

Stress resistance is tested mainly in those organizations where they have to deal with dangerous situations every day. This category includes, first of all, fire service workers, police officers, Emergency Situations Ministry employees, doctors and other categories of specialists. For these people, maintaining the ability to act calmly under any circumstances is critical.

Stress resistance is tested using the Rorschach test, which allows you to understand the level of psychological stability of a person and the degree of self-control available to him.

In some companies, the concept of a stress resistance test has a slightly different meaning, and the testing itself is carried out in the form of a so-called stress interview. The candidate may be asked inappropriate and unpleasant questions in a deliberately rude manner, provoking him to an emotional reaction. As a rule, few candidates experience pleasant feelings in connection with this interview format.

Numerical tests

Numerical (or math) tests can be used to test the skills of professionals whose day-to-day work activities involve calculations. Such testing may be offered to a candidate for the position of economist, financier, engineer or programmer. One of the frequently used is the Eysenck IQ test.

Language testing

Testing for knowledge of a foreign language may be offered when applying for a job that requires constant communication in that foreign language. Language proficiency can be tested during an interview for the position of tourism manager, tour guide, translator, foreign language teacher, or employee of an international company. You can be given both standard test tasks from foreign language textbooks to test your knowledge of vocabulary and grammar, and tests specially developed taking into account the characteristics of the company. Some companies limit themselves to the fact that the interview itself is partially conducted in English.

Technical testing

Those candidates who apply for positions related to the operation and maintenance of any equipment will have to undergo technical testing. The purpose of such tests is to confirm that a person understands the principles by which the mechanisms work. To determine the level of technical knowledge, for example, the Bennett test is used, which contains small tasks, the essence of which is to suggest an optimal mode for the operation of a particular device.

Features of pre-employment testing for individual positions

In each company, in addition to the standard requirements, some special requirements may be presented to the employee, formed under the influence of corporate culture and the specifics of a particular activity. In this case, it is necessary to use specialized tests aimed at testing the candidate’s knowledge in his subject area.

Testing accountants

An accountant can expect that during the interview, in addition to general psychological issues, they will test:

• abilities for logical thinking and analytics;
• knowledge of the regulatory framework;
• knowledge of accounting theory;
• ability to solve practical problems in the life of a company;
• Ability to use specialized accounting software.

Video: testing when hiring a chief accountant

Testing lawyers

When testing a candidate for a lawyer position, the recruiter expects to receive information about the candidate’s communication skills, his level of intelligence and structured thinking, and familiarity with the legal framework. It is also important for a lawyer to be attentive and diplomatic, to be able to listen to others and draw the right conclusions.

Testing in the structures of the Ministry of Internal Affairs and the FSB

Workers applying for positions in government law enforcement agencies do not have the right to refuse entrance testing. The tests themselves for such specialists are set at the state level. Testing helps check a candidate’s suitability for a position based on various parameters, including personality characteristics, level of stress tolerance, ability to communicate with people, process information and make decisions under constant stress.

Testing programmers

Future programmers are most often tested for mathematical abilities. The candidate may be asked to solve a humorous problem, such as putting a giraffe in a refrigerator, thereby testing his ability to think outside the box. Often there is a more formal approach and a request to solve a problem from a textbook (for example, write a procedure for sorting an array of numbers in any of the available programming languages) or a typical problem solved in a given company. In these tests, the employer often looks not so much at the result as at the work process itself. You may make a mistake in some way during the decision process, but the course of your thoughts will be clear to the person testing you and in any case will show the level of your professional development.

In IT companies, candidates are often offered tasks to test their intelligence.

Driver testing

The job of a driver does not seem to involve any supernatural requirements, but a person aspiring to this position must have a good memory and be able to think logically in order to determine the optimal route or calculate fuel costs. In addition, people working with technology must also be technically literate. These indicators can be tested during an interview.

Testing of HR employees

HR specialists can be tested for literacy, attentiveness, communication skills, vocabulary and level of endurance when communicating with people from different social strata.

Testing for placement in the MFC and government services

Those wishing to work in various government agencies must be prepared to pass a test not only of professional skills, but also of communication abilities and level of intelligence. It is important for civil servants to be morally stable, honest, but at the same time maintain a sense of tact.

What determines the success of passing testing when applying for a job and how to prepare for it

As with any other exam, the success of the test results depends on external and internal factors. Internal factors that the candidate is able to influence include, in particular, the candidate’s level of preparedness, the degree of inner peace and self-confidence. External factors depend only on the employer; the applicant cannot change them; all that remains is to adapt and take them into account in his plans. Such external circumstances include, for example, the complexity of the task, the amount of time allotted for completing the test, and the environment in which the test must be completed (for example, in a separate room, in a noisy open space, or even in a home environment).

Test preparation strategies vary. If opportunities allow, it is worth finding people who have already gone through similar tests, and by communicating directly with them, find out exactly what test was offered to them, as well as what the employer pays attention to when analyzing the results. Often, in order to obtain such information, you do not even need to be personally acquainted with these people. Many people openly share their experiences of participating in entrance tests on thematic forums on the Internet. This is what programmers and representatives of creative professions like to do, for example.

If you cannot find any hints about the level of the upcoming test, it is worth repeating the most important points from the discipline in which you could potentially be tested. You can find thematic tests on the Internet and solve them.

Standard tests often include a kind of “lie detector,” when essentially the same question can be asked in different words. To pass this test, it is enough to tune in to a single line and maintain an even mood throughout the entire testing process.

How can a recruiter evaluate answers to test questions?

The final test result is usually presented either as a number of points scored or as a number indicating the percentage of tasks completed.

When evaluating test results, you need to understand that you cannot trust them 100%. Statistics say that test results reflect the real picture of the world only in half of the cases, and even then only when decoding and analysis is carried out by a specialist sufficiently prepared for this work. In all other cases, test results cannot act as the only and unambiguous criterion for making a decision on employment. It is imperative to take into account other parameters identified during the interview using methods other than direct testing.

When preparing for an interview, candidates should pay a little attention and study possible questions from recruiters, as well as options for an acceptable response to them. It is also useful to find and solve standard tests that the company offers for specialists in your profile. Of course, this does not guarantee absolute success at the interview, but it significantly increases the chances of winning.

The information age leaves its mark not only on the development of the entire infrastructure and improvement of the quality of life, but also on the requirements for a candidate when applying for a job. If previously, in order to get a job in a large company, it was enough to simply carry out an interview, now the applicant will have to undergo testing when applying for a job. These tests are designed to reveal all the qualities of a future employee.

Testing procedure

Testing task when applying for a job -) to reveal all the qualities of a future employee

Of course, small companies can limit themselves to a simple interview, but large organizations very carefully select all personnel, including service personnel.

If an applicant wants to fill a vacant position, he must pass one or more tests depending on the position for which he is applying. Sometimes this may be just one test that includes several different questions.

In addition, there may be logical tasks and puzzles that will allow you to evaluate creative thinking and the ability to build logical chains. Also, for some answers to questions you will have to give a detailed answer. It helps assess the candidate's thinking process.

Types of tests

The development and implementation of testing is carried out by a personnel manager with a higher education in psychology. His main task is to select a test and correctly interpret its results. In this case, all tests are divided into:

• psychological and social)
• geometric)
• personal)
• intellectual)
• interpersonal.

All these methods together can help the employer assess how suitable a person is for a particular position and whether he will be able to work in the future in the existing team. A simple interview does not always reveal the basic characteristics of a person. Even a resume and a large number of positive reviews are not always a guarantee of a candidate’s successful work. Therefore, all large companies prefer to entrust the recruitment work to professional psychologists. A specialist will be able to assess a person’s reaction to a particular work situation and his behavior under stress.

Psychological tests

When hiring, it is not enough to have a simple conversation that can give a complete picture of the candidate’s personality. It is necessary to use professional tests that will give a clear picture about the person.

Psychological tests when applying for a job allow you to give an objective assessment of a person, which does not in any way affect the subjective opinion of the employer or HR manager. People cannot be liked by everyone, and based on subjective opinion, a candidate with suitable qualities may simply not pass the interview.

Psychological tests have clear boundaries of indicators. This ensures that the most suitable candidate for the position is selected. The results will reveal all the qualities of a person:

• ability to work in a team)
• learning ability)
• reaction to stressful situations and the ability to act decisively)
• attitude towards other people, that is, the social component.

When conducting this type of testing when applying for a job, it is more advisable to use several methods that reflect different characteristics of a person and cover various life situations. The more methods, the more reliable the information.

It is worth noting that all types of tests should only be carried out by a professional, since the results contain a large number of terms that are incomprehensible to the average person. Also, all tests have their own theoretical basis, which allows you to more clearly formulate the test result and provide recommendations.

Geometry test

Psychological tests when applying for a job allow you to give an objective assessment of a person

A geometric test when applying for a job makes it possible to most accurately determine the future relationship with the employer and the behavior of the applicant in a work environment. As a rule, the candidate just needs to choose one of the proposed figures. When making a choice, most people will base their choice on their gut feelings.

However, you can prepare for this test by carefully studying the interpretation of each geometric figure. Geometric tests for employment are tests where the subject is presented with figures arranged in a special way. Often the first geometric figure chosen is the applicant for the position himself, and all the others are arranged in descending order in the sphere of interpersonal relationships. In the last place is a figure symbolizing a person with whom difficulties may arise in communicating and understanding each other.

Intelligence tests

This type of test is used when it is necessary to identify the level of intelligence of an applicant. Moreover, there are both general and specialized intelligence tests. They are used to hire teachers, translators, secretaries and public relations specialists.

In addition, attention and memory tests are carried out in the same block. According to experts, these qualities are no less important for a future employee. At the same time, all types of memory and attention are tested, their quality and volume are assessed.

Personality tests

Personality tests when applying for a job are primarily focused on supplementing the information already received. There are no right or wrong answers here. Everyone answers subjectively for themselves. Such a test supplements information about character traits and personality traits.

To get the clearest picture about a person, it is customary to conduct a multifactor Cattell test. It covers various life situations and reveals the possible behavior of an individual in them. In this regard, a shortened version of the well-known test – MMPI – is becoming very popular.

This block also includes a test that will help identify a person’s level of motivation for work. In addition, it is advisable to identify the candidate’s value system in order to subsequently be able to assume and explain his actions.

Occasionally, projective tests are used, for example, the candidate is asked to draw something or explain what is shown in a picture or photograph. Such tests are labor-intensive to process, but provide fairly reliable information about the candidate if handled skillfully.

Tests to identify interpersonal relationships

This is the last testing block, where the communication style and the main characteristics of the relationship are clearly demonstrated. At the same time, it is quite clearly determined how compliant a person is or, conversely, conflicting. Although this test is carried out in the last block, it is very important for determining relationships within the team. After all, it clearly indicates possible problems in communication and contact with others. A test of leadership qualities is also conducted here for a candidate for a leadership position.

Is testing legal?

Many job seekers may complain about testing. Some will find this humiliating, others will not want someone to “get into their soul” and reveal all their character traits. However, testing is not prohibited under Russian law. There is only a small caveat that the result cannot serve as a basis for dismissal or refusal to provide work.

Therefore, when refusing, the employer needs to formulate the answer in different words. As a rule, this is a refusal for the following reasons:

• insufficient experience or non-compliance with qualification requirements)
• short work experience in the chosen specialty)
• choosing another candidate.

Any psychological test for employment must be carried out with the consent of the subject. When interpreting, it should be remembered that the accuracy of the results may be influenced by external and internal conditions. For example, how comfortable and safe the subject felt, whether he had enough time at that moment, and other circumstances.

Successful completion of testing

Personality tests when applying for a job allow you to learn more about a person

Many applicants will be interested in the question of how to successfully pass the test and get the coveted position. Everything is simple here: if this is a test to determine the level of intelligence, then you can prepare for it. You will have to figure out the passage of the rest yourself. After all, there is no single correct answer to them. All results are processed and interpreted on different scales. This takes into account not only the answers to the questions themselves, but also the behavior and well-being of the candidate during the testing process.

Also, many personality tests contain several different questions to detect lies in answers. They differ only in wording, but their essence is the same. It is not recommended to give obviously socially approved answers; they will be considered insincere. The main thing when taking such a test is not to think for a long time, but to give the first answer that comes to mind. After all, personal characteristics are assessed, not benefits for the benefit of society.

This method of hiring will ensure further team unity and increase productivity. In a coherent and harmonious team, there are fewer conflicts; the main attention is paid to the quality of work.

Interview tests help to quickly identify the most worthy candidates among many applicants, and then proceed with them to individual interviews. This saves time and financial resources of the company - not many people can afford to arrange individual interviews with everyone. So we have to resort to tests and group interviews.

The main tests will be aimed at checking the professional qualities of a candidate for a position, because if he does not have the skills necessary for the job, then such an employee is worthless. If the candidate has established himself as an expert in his field, then he will most likely have to take tests that will evaluate him as a person and help check whether he can work worthily in this organization. Tests can reveal:

• The candidate's loyalty to the organization.
• What is his stress resistance?
• Does he know how and like to lie?
• If he has a problem with alcohol and/or drugs.

Testing is, of course, not the only source of information about a candidate for a position. The employer can obtain the rest of the information about the person from his biography, recommendations from his previous place of work, etc. But the benefits of tests should in no way be denied.

What are they?

There are several types of tests, which together allow you to characterize the candidate from all necessary aspects.

Examples of test tasks and answers to them

Professional

Professional tests are carried out most often. They include questions on a given qualification and allow you to accurately determine the completeness of the test taker’s knowledge. Usually the topic is limited to only one specialty, but if the position involves combining two or more, then the topic of the questions becomes more extensive. But the verification takes place exclusively within the framework of the current qualification level.

Note! Professional testing is one of the most difficult. And not only for the candidate himself, but also for the employer, since he will have to create an accurate test that should reveal all the weaknesses of the test taker.

Therefore, anxiety on the part of both the candidate and the employer is not something sudden and wrong.

Examples of questions for marketers:

1. You need to make a list of businesses that consume…. What sources will you use (give specific names). Justify your choice.
2. How long will it take you to search?
3. You need to find out the volume of consumption... in the Tver region. Tell us how you will do this. How is the accuracy of the assessment guaranteed, what is the range of acceptable errors? How long will it take you to do this?

You can view a list of non-standard and tricky questions and learn how to answer them correctly at.

Intelligence Test

These tests are conducted to assess the candidate’s intelligence, as the name suggests. If a position requires high mental abilities of a person, then an IQ test is simply indispensable.

In this case, the employer does not need to invent something new. For a full test, tasks from the book of the man who made the IQ test so popular - G. Eysenck - are quite suitable.

Of course, tests will not be able to absolutely fully characterize a candidate’s intelligence, but this will at least give him the opportunity to express himself in this regard. The disadvantage of this testing is that the candidate may have already passed Eysenck tests. Some questions in this case may completely coincide, which will give the candidate a certain (and somewhat unfair) advantage over the others.

Examples of questions for an IQ test:

1. Solve the given anagrams and choose the extra word:
   • AALTERK;
   • SKIN;
   • DMONCEA;
   • SHKAACCH.
2. Find the pattern and insert the missing number in brackets:
   • 196 (25) 324;
   • 325 (…) 137.

Correct answers: 3, 21.

Assessment of general and special abilities

Quite often, in addition to assessing professional qualities and level of intelligence, it is necessary to assess other skills of the candidate for the position. These tests evaluate:

• attentiveness;
• logic;
• ability to remember and process large amounts of information;
• reaction speed, etc.

There can be many categories. These tests are especially popular among HR managers in large companies, especially international ones. An example is one of the attentiveness tests:

The picture shows the names of different colors, but the word “Green” is written in red letters, the word “Yellow” is written in blue, and the word “Black” is written in yellow. It is necessary to correctly name the color of the text itself.

Personal

These tests are classified as psychological. They are used to determine a person's personality characteristics, adaptability and social behavior. Tests can also find out what the candidate’s expectations are from his future work.

The following tests are mainly used during job interviews:

• Luscher color;
• Rorschach;
• Markert;
• Rosenzweig.

Questions usually have multiple answer options and do not have a time limit for choosing to avoid answering incorrectly. Psychological tests are difficult to consider objective, because some characteristics (like stress resistance) are quite difficult to identify without a real situation. However, it is possible to read a person’s temperament, and thereby identify unsuitable qualities of a candidate, if any.

As an example, it is worth considering the color test. The candidate will be offered cards of different colors. You need to arrange the colors in any desired sequence. The ideal order of colors is from warm to cold shades: red - yellow - green - purple - blue - brown - gray - black.

Mindfulness tasks

Attentiveness tests are often used to test secretaries, personal assistants, clerks, and similar professions. A lot of tests have been invented to test attentiveness.

One of the simplest and most effective: A candidate for a position is offered a chaotic set of letters, and two to three minutes to find and mark all the words he knows. During this time you need to find as many words as possible.

With figures

The shape test is to determine the dominant character traits of a person. It is done very simply. The candidate is offered five geometric shapes: square, triangle, rectangle, circle and zigzag. And they should be arranged in whatever order you prefer. The meaning of the figures in this testing is as follows:

brain teaser

These tests assess the candidate's logical thinking. The difficulty and number of questions may vary depending on the standards adopted by the organization.

Remember! In such tests you should not use personal life experience; you should rely only on the information in the task and logical thinking.

Examples of multiple-choice logic questions:

1. Some rabbits are trees. All trees love dogs. So all rabbits love dogs.
   • a) correct;
   • b) wrong.
2. All books can run. All elephants are books. This means that all elephants can run.
   • a) correct;
   • b) wrong.
3. Two carrots are never alike. Birches and chestnuts look exactly the same. This means that birches and chestnuts are not two carrots.
   • a) correct;
   • b) wrong.

Correct answers: 1b, 2a, 3a.

How to get?

Attention! To successfully pass any test, you need to overcome anxiety. You need to answer questions with maximum concentration, giving the most accurate and detailed answer. If you cannot cope with your feelings, then you should resort to the help of sedatives.

Testing should be completed without delay - it is better to skip difficult questions and leave them for later. If some questions seem unclear, you should not be shy and ask questions to the boss who is conducting the interview.

Do you need to prepare?

Of course, you need to prepare for testing, but only if you really know what tests you will have to take at the interview. It is worth trying to find out about this, and if the candidate is faced with tasks on logic, intelligence or professional abilities, then he needs to act. The best thing to do would be to find similar tests on the Internet and solve them.

But it should be understood that There is no point in preparing for psychological tests. Of course, you can familiarize yourself with possible questions, but it is simply impossible to find out exactly which character traits are important to the employer. Well, if you guess and choose false answers, and since the HR manager wants to see this, then when you get hired, working in the organization will most likely be uncomfortable.

We talked more about how to prepare for a job interview in.

Video on the topic

Watch a video about why tests are needed and whether you should be afraid of tests.

Conclusion

Testing can significantly save time and money when recruiting employees. Especially if we are talking about a large number of candidates, when conducting individual interviews with each individually will be more than irrational. Moreover, the available tests will be enough to characterize candidates from most aspects.

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What tests when applying for a job will help determine the personal and professional qualities of candidates, why it is worth conducting testing when applying for a position - more about this in the article.

From the article you will learn:

Why use tests in job interviews?

Pre-employment tests are used to weed out those candidates who do not meet the established criteria in a particular company. Using the test you can determine:

• level of intelligence;
• professional skills;
• personal qualities;
• learning abilities, etc.

Download documents on the topic:

Examples of pre-employment tests

Candidates for a vacant position are asked to pass one or more tests to determine the required qualities. In this case, applicants have the right to refuse to undergo such a test, which means they will be denied admission to the position.

Standard employment tests are designed to assess the level of:

1. professional knowledge;
2. abilities;
3. intellectual development;
4. personal (individual) characteristics;
5. motivation;
6. attention, memory;
7. creativity of thinking;
8. ability to create effective interpersonal relationships.

Managers often select options that allow them to determine how honest an applicant is when applying for a vacant position. In this case, a polygraph is used. You should be prepared for the fact that the questions asked will not always be correct or convenient. Interpret the results experienced specialists. If this is not the case, errors cannot be ruled out. In addition, it is always necessary to take into account that a person who dreams of getting a position may worry, react incorrectly to the proposed questions and think for a long time about the answers.

Logical options allow you to assess intelligence. They consist of the following types of tasks:

• verbal;
• numerical and spatial.

Logical tests were compiled by the famous psychologist G. Eysenck. Activities include interaction with related descriptions, various geometric shapes, and math tests. When interpreting the results, you can quickly assess the level of education, as well as the speed and correctness of decision-making.

Employment tests according to G. Eysenck include the following tasks in which you need to find:

1. a word consisting of four letters, which will be the end of a certain word, for example, starting with “apo” and the beginning of a word that starts with the letter “B” (table);
2. insert a number in the series: 143 (56) 255, 218 (…) 114 (52 is exactly half the difference between the numbers).

Such variants of tasks are not warned in advance, but testing complexity traditionally held at the highest level, so many applicants cannot cope with them.

Employment tests can also offer simpler ones, for example, R. Amthauer. They present corresponding word series in which you need to quickly select just one word that characterizes the characteristics of the others or has a different meaning. Intellectual samples can be of a different nature; selection is carried out individually in each case.

Psychological and personality tests when applying for a job

Psychological	Used to determine social behavior, personality characteristics and adaptability. Such options also include motivational models that make it possible to identify what the applicant expects from a new position.
Personal	For example, Luscher color; Rorschach; Markert; Rosenzweig. Usually in the form of a questionnaire, including several options for ready-made answers. The applicant should read the questions carefully. To obtain reliable answers, allocate an appropriate amount of time.
Technical	Adapted for certain specific specialties, or included in the general plan. They are aimed at identifying engineering thinking, determining the level of experience and knowledge gained. Questionnaires are used if the position will be related to mechanisms, complex technical equipment, drawings or diagrams. They are carried out according to options developed by Bennett, Zarkhin, Yakimansky, Kadayas.
Professional	They include questions that are aimed at quickly determining the completeness of knowledge, depth of knowledge, and current level of qualifications. Questions are drawn up taking into account the profession and assigned functions.

What is the difference between a verbal hiring test and a non-verbal one?

The verbal test for employment and the non-verbal test differ in the nature of the stimulus material offered. In particular, verbal options are more focused on interaction with words; accordingly, they are more sensitive to the level of definition of linguistic culture, education received, and professional characteristics of the subjects. For example, if an applicant does not fully understand the meaning of the word “philosophy”, it is unlikely that the test should be carried out, since in the future he will not be able to answer the main questions that include it.

If the employer wishes to obtain only reliable answers, complex inclusions of words should be avoided. Standard tests are used more often, they are adapted taking into account the specifics of the company's work in order to obtain results that will really help determine the necessary parameters.

Nonverbal tests include materials that are made in the form of appropriate graphs, certain pictures, and drawings. Frequently used options are Raven's Progressive Matrices. There are not many non-verbal tasks, so they are used only in certain cases and are often used when accepting applicants with hearing or speech impairments.

Is it always worth taking tests when applying for a job?

Opinions often differ about the need to use tests when hiring. Most managers underestimate the importance of vetting applicants applying for mid-level or lower-level positions. But in fact, with the help of surveys you can quickly weed out unsuitable applicants, ultimately reducing the level staff turnover.

If we consider testing from the point of view of the benefits obtained, it is worth highlighting:

the ability to quickly compare the responses received from all applicants and select only worthy candidates;

the ability to conduct an objective assessment of applicants;

ensure quick pre-selection, which is especially important when there are a large number of applicants.

But at the same time, it is necessary to pay attention to the negative aspects of such selection. Often questionnaires are presented in the form of poor-quality translations from foreign literature. Without additional adaptation and refinement, such models are not always suitable for use in Russian companies. In addition, when interpreting the results for foreign questionnaires it is necessary to invite professional specialists, which leads to additional costs that small and developing companies cannot afford.

You might be interested to know:

Tests effectively help reveal the applicant’s erudition, his work skills and find out how motivated he is.

A test is a series of multiple-choice questions to test the applicant’s preparedness. The test results reflect the test subject's compliance with the organization's requirements.

Job interview tests

Let's look at the types of tests during a job interview:

1. Professional - tests, including a list of questions on knowledge and skills specialized for a particular job.
2. IQ test, reflecting the intelligence quotient, as well as the development of a person’s abstract thinking.
3. Tests to determine general and special abilities— reflect important qualities of an employee: logic, memory, attentiveness, hearing or vision.
4. Personality and motivation tests:
   • personality tests help to calculate a person’s temperament type, his character traits, how much he is able to focus his attention and shows his level of emotional stability;
   • motivational tests during a job interview, they show how motivated the employee is to carry out work, whether he values ​​the position he holds, whether he will overcome the difficulties that arise in the workplace, and whether he wants to grow and develop in the chosen industry.
5. Attentiveness test— tests a person’s ability to remain vigilant for a long time.

   It is used for recruiting personnel for those positions for which concentration and scrupulousness are of great importance.

6. Shapes test- used to determine psychotype. It is necessary to arrange five figures in the preferred order, and this will determine which category of people the subject belongs to.
7. Logic test— determine a person’s ability to find a logical connection and think through multiple moves.

Examples of interview tests and answers to them

Professional

Professional tests for a job interview, examples of 3 questions from the test for employment in an international company for the position of economist. If 60% of the questions are answered correctly, the test is passed:

1. the volume of resources received by Russia from the IMF through conventional lending mechanisms in the 90s. amounted (billion US dollars):
   • less than 5;
   • 5, 1 — 10;
   • 10,1 — 15;
   • more than 20.

   The answer is Mr.

2. In the Eurasian Economic Community:
   • Each country has the same number of votes;
   • the number of votes of each country is proportional to the shares of funds contributed by it to the community budget.

   The answer is b.

3. World Trade organisation:
   • is part of the UN system;
   • is not a member of the UN, but is bound by a cooperation agreement with it;
   • not affiliated with the UN.

   The answer is b.

IQ test

There are a total of 40 questions in the test, you are given 30 minutes. Below are examples of 4 questions from the test for your reference.

1. Find the extra word:
   • SHAKYR;
   • ESTAN;
   • CUBLE;
   • COLLAB.

   The answer is a cube

2. Place the missing word in brackets:
   • MORS (SODA) DAMA;
   • SLING (. . . .) CARRIER.

   The answer is a prize.

3. What is the next number in the series:
   • 18 10 6 4?

   The answer is 2.

4. Find the extra word:
   • LUST;
   • CLOSET;
   • TINOP;
   • VEROC.

   The answer is tinop.

Results:

• <90 баллов — ниже среднего, им обладает 25% людей;
• 90-110 points is an average result, 50% of the world’s population has it;
• >110 points is a high result, 25% of people have it.

To demonstrate staff motivation

There are 20 questions in total in the test. Examples of 3 questions from the test are given.

1. What do you value most in your professional activity?
   • Work schedule;
   • convenient location;
   • wage.
2. Would you work overtime for bonuses and extra pay for qualifications?
   • yes, but no more than 2 additional hours;
3. Taking initiative in work is caused by:
   • the employee is driven by high responsibility;
   • desire to increase the company's ratings;
   • winning the favor of your superiors and career growth;
   • embodiment of one’s ideas, the desire for self-realization.

The results are calculated as follows: some answers are given 0 points, some are given 1 point, and others are given 2 points.

• From 0 to 7 - low motivation;
• from 8 to 17 - average motivation;
• 18 and above – high motivation.

For attentiveness

The picture shows the names of different colors, here's just the word "Green" is written in red letters, the word "Yellow" is written in blue, and the word "Black" is written in yellow.

In practice, only half of the respondents cope with this task for a while.

This example was first used to identify foreign spies, but similar interview tests of attentiveness are now used to select suitable candidates.

Shapes test

Interview test with figures: There are 5 shapes - rectangle, square, zigzag, triangle, circle.

Result - we determine which figure the subject put in first place. It will mean a characteristic feature of a person.

1. Rectangle- the person is expressive and easy to learn.
2. Square- a responsible and punctual person.
3. Triangle- a person is ambitious and ambitious.
4. Zigzag- a creative person who does everything with enthusiasm.
5. Circle- a friendly, open and benevolent person.

Logic problems at an interview

This section presents logic interview tasks with answers and provides a real example from the practice of a Russian financial company. There are 12 questions in total, below are 4 examples from such a test. Pass/fail.

1. All hippos can swim. All child prodigies are hippos. This means that all child prodigies can swim.
   • Right;
   • wrong.

   The answer is a.

2. No man can become a governor if he has freckles. All people have freckles. This means that no one can become a governor.
   • Right;
   • wrong.

   The answer is a.

3. Only bad people offend the weak and throw tantrums. Anya is good.
   • Anya offends the weak;
   • Anya throws tantrums;
   • Anya does not offend the weak;
   • Anya offends the weak and makes hysterics obsolete;
   • none of the above.

   The answer is c.

4. Some sofas are buses. Some locomotives play the flute. This means that some sofas play the flute.
   • Right;
   • wrong.

   The answer is b.

If, as a result, 6 questions out of 12 are answered, then the test is passed.

How to pass successfully?

One of the most important questions is how to pass interview tests? A number of simple recommendations must be followed.

1. Stay calm and focused, even if the allotted time to solve the test is short.

   Visualize in your mind that this position already belongs to you and that you have already overcome all the difficulties. This way you will set yourself up to successfully pass the test; believe in yourself, no matter what.

2. If you notice that The test questions are primitive, don’t get confused and don’t complicate the situation by making things up, that there is a catch.

   Your twisted doubts may lead you to choose the wrong answer, even if you knew the right one. This is a special technique to weed out unsuitable candidates.

3. Don't forget about the time management rule: If you get stuck on any task, don’t waste time, skip it and solve the rest, and return to the difficult one later.

   The idea for a solution may come while you are answering other questions. And it also happens that in other questions there is a reference or even an answer to the question that caused you difficulty.

4. You need to answer honestly, because in tests in 90% of cases there are control questions, which check whether the subject gives honest answers. Moreover, they are not always noticeable; some of them are well veiled.

   Attention! Remember the questions and answers as you go through the tasks. An HR manager is often an experienced psychologist. If he suspects a lie, during further conversation he will somehow try to bring the person out into the open.

5. Always look over the answers to look for mistakes before handing them in. Check everything thoroughly, because... due to stress, even if a person knew the correct option, he may put the wrong answer.

Preparing for testing

There is a lot of useful information on the Internet about typical test tasks for interviews.

If this is a large company, then you can find important information on employment forums about what interview tests are expected of candidates for the position, and prepare for them.

Look through different options and try to solve logic, attentiveness and aptitude tests. This will increase your chances of successfully completing tasks, because it is always easier to work with already familiar material that you go through by analogy with what you have already seen before.

To solve motivational tests, you need to think about what answers you would like to see from a motivated employee, responsible and fulfilling all orders with great zeal, if you were the director of this company.

Prove that you are a worthy candidate for this position.

Solving professional tests requires knowledge of your profession. Read the necessary literature, repeat those nuances that you have not encountered in your work for a long time.

Take notes and highlight important details. You can consult with people who have more experience in this area, unless of course we are talking about trade secrets.

Conclusion

Interview tasks may be different, but they all allow the employer to facilitate the search for a suitable candidate for a vacant position in the company, especially if there are a large number of applicants. Because there are very diverse tests, then ultimately they help to get to know the subject from all sides and how well he fits the company’s requirements.

Interview testing has been successfully used in practice by many well-known international corporations for a long time, whose headquarters include distinguished employees and have long proven their effectiveness in personnel selection.

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