Testing procedure
Testing task when applying for a job -} reveal all the qualities of a future employee
Of course, small companies may 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.
Examples of technical tests
The format of assignments used during employment depends on the future job responsibilities and the developer. Mechanical understanding evaluation tests are developed by international and Russian consulting companies, for example, SHL and Talent q.
Most office vacancies use numerical and logical tasks as part of an online assessment of abilities or potential.
Typically, a technical assessment refers to a test of mechanical understanding that assesses knowledge of basic physical principles and laws.
Evaluation tests include:
1
Mechanical testing.
The essence is to solve problems in physics, mechanics, optics, hydraulics with the ability to correctly apply mechanical concepts. They are created to determine the logical and mental qualities of a person. With their help, they determine the overall development of cognitive abilities and knowledge of “how the world works.”
Example of a mechanical understanding test:
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2
Mathematical (numerical) testing.
Its main goal is to determine the ability to analyze information. Standard question types include: tables; graphics; diagrams. They are often used by Russian corporations, reducing time wasted searching for a suitable employee. Numerical tests consist of 15-30 tasks, which take 15-20 minutes to solve. Their essence lies in the ability to use basic arithmetic, work with tables, and calculate dividends and shares.
Math test example:
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3
Logic testing
Logical questions are designed to determine the level of development of a person’s abstract logical thinking. The tasks use series of geometric shapes, which will have to be continued by determining the logic of the series.
Logic test example:
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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-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.
How to choose tests to evaluate candidates
In order for the test to be truly helpful, you need to decide which test to choose. Simple questions will help with this. Determine for yourself what professional qualities and competencies of a candidate are important to you? What are the features? Who will process the test results? By answering these questions, you can choose a test that suits your situation.
But a few simple rules will help you understand the test results.
- Consider the age, gender and other characteristics of candidates. Such features can significantly affect test results.
- Create comfortable conditions for applicants to take the test. Even if you have opted for online tests, it will be better if the candidate takes it in the office. This way you will be confident in the maximum veracity of his answers.
By the way, online tests are quite convenient for employers. Automated calculation of results significantly saves time and provides an objective, impartial assessment. At the same time, complex tests make it possible to better understand and reveal the individuality of the applicant, but in this case the interpretation of the results must be entrusted to a professional psychologist.
Do not forget that any interview is, first of all, stressful for the candidate. Taking a psychological test for a potential employee may not be the most relaxing experience. That is why we advise you not to overuse a large number of tests. This can lead to disastrous results.
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.
Pros and cons of testing
Be aware that assessing a respondent through testing has both advantages and disadvantages. Among the positive aspects, it is worth noting the objectivity of the assessment, the ability to confirm or refute the results of the interview, as well as the minimum time spent testing a large number of people. The disadvantages of psychological tests include the need to involve professionals to evaluate test results and possible financial expenses.
Test results should become an additional tool for assessing the candidate, but not the main one, and certainly not the only one. Please remember that there may be errors in the interpretation of results.
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.
When to use a technical test
The technical aptitude test is used to determine the level of intelligence and general cognitive qualities when applying for “office” positions, as well as to assess knowledge when applying for jobs in production, factories, and power plants.
Each profession has a different set of tasks. For example, when applying for an electrician, the assessment consists mainly of tasks in electrical engineering. You can see one example of technical problems in the image below.
Online Example of a Technical Mechanics Test:
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For “office” positions, such as sales managers, technical tasks determine the overall level of knowledge and education. For managers, the results of such tests are not considered decisive when making hiring decisions, but it is these results that determine the overall potential of a person in a new workplace and his ability to learn.
Personnel assessment is used when applying for vacancies:
- Manager;
- Mechanics;
- Carpenter;
- Plumbing;
- Electrical Engineering;
- Dispatcher;
- Engineer, technologist, specialist.
