Psychological methods of passing the interview. Psychological test when applying for a job - what are there and how to successfully pass? Psychological interview questions

Why does an employer offer applicants an interview with a psychologist?
How to behave in such an interview?
What types of testing are used in the selection of specialists?

Don't give in to provocations

An affectionate, sincere and attentive psychologist is something from the realm of fantasy. Be prepared for confusion and even aggression. Often, in order to test an employee for deceit, psychologists ask the same question in different variations. Sometimes you can hear a remark on the verge of rudeness. This is not due to personal animosity. Thus, the psychologist checks the poise and restraint of the applicant. Therefore, you should not be nervous, raise your voice or get lost. Respond calmly to comments. Show that you can handle stressful situations.

Refrain from being too candid

You should not be frank and reveal all sides of your personality, even if you come across a "good uncle." A psychologist is not a priest, and an interview is not a confession. It is enough to answer questions informatively without falling into explanations of details. An interview with a psychologist has one big advantage. Sometimes it helps to understand what kind of company you have chosen and decide whether you want to work here.

There are situations when a person with work experience, a qualified specialist cannot long time find a job, although there are quite a large number of vacancies on the labor market. In general, analyzing the practice of searching suitable job, several common mistakes allowed by applicants. In particular, these include:

lack of a clear idea of future work, incorrect goal setting;
a mistake in choosing a company, ignorance of the essence of its activities, as a result of which you can lose a lot of time waiting for an invitation to an interview;
incorrect resume writing;
inability to present yourself at an interview;
improper negotiation with the employer on working conditions;
low self-esteem and inability to analyze previous experience.

The fact is that everything is important at an interview: how a person is dressed, what information he has about his future work, the ability to build a conversation, competently and confidently answer questions, show his interest, etc.

In order to reduce the fear of an interview and establish yourself as qualified specialist You need to be well prepared for the interview. All preparation can be conditionally divided into several stages:

1) collection of information about the employer;
2) preparation of self-presentation;
3) preparing questions for the person who will conduct the interview;
4) choosing appropriate clothing for the interview;
5) psychological preparation for the interview.

So, before you go for an interview, it is advisable to collect as much information as possible about a potential employer. Firstly, the applicant himself needs this in order to clearly understand the nature of the work, the characteristics of the company's activities, opportunities for self-realization, etc., and secondly, it will show the employer at the interview a great interest in future work. Very often at the interview questions are asked: “What do you know about our company?”, “What attracts you to our company?” "Why do you want to work with us?" etc. Even if there are no such questions at the interview, you can demonstrate such knowledge yourself, which, of course, will add to the chances of success. You can view the year of foundation of the company, main activities, information about the founders, development strategy, significant facts and events in the organization's activities on the Internet, including on the website of the Federal tax service: www.nalog.ru in the section “Business risks: check yourself and your counterparty”. This extract is provided free of charge. If the applicant, for example, at the interview says that he was at an exhibition where the organization presented its new products, this will certainly increase the chances of finding a vacant position.

It is also worth studying the proposed position in detail. For example, if this is a management position, you need to talk about your management strategies. If experience is not enough, you can focus on your personal qualities - learning ability, desire to achieve results, energy, ability to adapt, as well as give examples of the results achieved during training or internship.

Most interviews begin with, "Tell me a little about yourself." This is a self-presentation for which you need to prepare in advance. The self-presentation should not be too long and contain information that is not related to the proposed position. First of all, you need to tell about yourself as a specialist, i.e. about their education, work experience, personal achievements, professional skills and abilities. With such a story, it is estimated:

self-confidence: depends on the internal position (not to be confused with self-confidence), so it is better to talk about specific results achieved;
openness: to what extent a person can speak openly, including about his failures, the reasons for dismissal from a previous job, etc.;
self-presentation skills: how the applicant talks about himself, his emotional background, competent presentation, argumentation;
motivation and values: what the applicant is striving for, what are his main motives, for example, salary level, communication, stability, career, etc.;
logic of presentation: logical sequence of the material, digression to other topics;
general level of culture: whether the speech is correct, vocabulary, the presence of incomprehensible terms and the confusion of phrases;
result orientation: how the applicant describes their activities, for example, as a process or as results achieved.

If during the interview it is revealed that the candidate is closed, did not tell enough about himself, then it is likely that additional questions will be asked, including to determine the motivation of a person, his personal and business qualities. For example:

What are your strengths and weak sides?
- If you had enough money, would you work?
- What makes people choose a deliberately difficult profession?
- What makes a person put up with some trouble at work?
- What motivates you to work harder?
- What difficulties did you encounter at your previous place of work and how did you solve them?
What task was the most interesting for you and why?
- For what reasons can a person leave a job?
What should a leader do to make subordinates work more efficiently?
Why should you be accepted into our company?
- How can you be useful to our company?
- What are your plans for the next three years?
- The reason for dismissal from the previous place of work?
- Describe the team in which you had to work.

It is better to prepare for such questions in advance, without trying to embellish the facts of life.

So, if you are asking about strengths, it is more appropriate to name those that are relevant to the proposed position; when answering the question about weaknesses, it is better to name those that are a continuation of strengths, for example, diligence at work, the ability to see small details, exactingness towards oneself and others, etc.

When answering the question: “Would a person work if he had a lot of money?”, Many applicants answer positively. Nevertheless, such an answer may hide a desire to please the interlocutor, especially if the proposed vacancy does not contain development opportunities. At the same time, the applicant may be asked an additional question about what kind of work he would choose for himself if he had unlimited opportunities in this matter. This will allow you to find out from the applicant about his hidden desires related to a particular job. The less the actual job resembles the desired one, the more likely it is that the person considers himself a failure.

When answering the question about what makes people choose a deliberately difficult profession, one can answer that a difficult profession attracts people who cannot stand routine and everyday life, love their job, and have distinctive qualities. The candidate's answers will allow the interlocutor to draw conclusions about the personal abilities of the applicant.

The answer to the question of what makes a person put up with some troubles at work will allow the representative of the employer to find out what exactly the applicant considers troubles, how he treats them, his willingness to compromise (endure certain inconveniences at the workplace).

When answering the question of what reasons a person can leave a job, the motivation of the reasons and own possibilities. If the applicant names unexpected enrichment, a profitable offer from another company as reasons, then this indicates that such an applicant puts material well-being in the first place, and if he names other circumstances, for example, the need to leave for another city or an unexpected illness, then this may be a proper excuse for leaving work.

When a man came to get a job leadership position, he may be asked about effective methods management.

If an employee chooses an authoritarian style, he may indicate the establishment strict rules in the company, non-admission of downtime at work, etc. If, however, it is more preferable for a manager to work in a free environment with a democratic attitude towards his employees, then it is better to speak about material and moral encouragement, creating a favorable environment in the team.

Some employers have a negative attitude towards applicants who seek employment precisely because of the money, this is primarily due to the fact that such an employee will easily change jobs as soon as he manages to find a higher paying one. Nevertheless, such workers can easily accept unpromising positions, as long as they are well paid.

When it comes to the amount of wages, you can answer: "Wages are a consequence, so first tell me what my duties will be." This will allow not only to assess the volume of the proposed work and correlate it with the amount of payment, but will also show a certain interest not only in material, but also in professional terms.

Sometimes difficulties arise when answering questions about what attracts in the company (positions) and why this particular candidate should be hired. It can be said that there is a desire to apply one's professionalism and experience where they will be appreciated, and work in a team of strong specialists attracts. You can also safely demonstrate your advantages and positive qualities, backing them up with weighty arguments.

Many people without initiative do not plan their lives and careers for several years ahead and answer such questions that they do not imagine further prospects. At the same time, people aimed at success and professional growth will talk about their career goals and plans.

When talking about being fired from a previous job or another unsuccessful episode in life, you should demonstrate your ability to analyze past experience and draw appropriate conclusions or answer, for example: "I I quit because I want to grow and develop, to observe the results of my work.”

At the interview, you should not speak unflatteringly about former colleagues or management, talk too much about your personal life and things that are not directly related to the proposed position. It is better to say that they are very grateful to their former employer, as they acquired certain experience and skills in that company.

Doubts in oneself, in one's abilities and professionalism will not allow the employer to properly evaluate the applicant as a specialist. You need to try to sit down as comfortably as possible, speak openly, without exaggeration and not retell your resume in detail, since the employer has already familiarized himself with it. It is worth taking the matter of punctuality seriously, it is better to arrive early and wait a bit. If something remains incomprehensible, it is more advisable to ask again and clarify, which will show interest in future work. Some information can be written down in a notebook, showing a serious attitude. And yet, do not be afraid to smile at some moments, because the smile of the interlocutor always liberates any communication and disposes to oneself. When greeting, you must certainly look into the eyes of the interlocutor, do not miss the opportunity to once again call him by name and patronymic.

When people often use the words "listen" or "look" this characterizes their type of perception of information. There are three types: visual (looks at the world), auditory (listens to the world) or kinesthetic (feels the world). Visuals prefer to rely on the visual organs. They like to look the interlocutor in the eye, easily compose a story from a picture or describe what they see. Such a person is easily oriented in space; when thinking about a situation, he often draws diagrams or drawings. Easily work in conditions of multitasking, they are aimed at acquiring new experience, they show themselves well in the field of design, sociology, in pedagogy, they also good photographers and engineers. Audials learn the world through hearing. They do not need a personal meeting to solve problems, a telephone conversation is enough. They always listen to others, pay attention to the tone of voice, sometimes they talk to themselves. They are the best speakers, psychologists, musicians, negotiations are their element. Kinesthetics do not trust words or images, they need their own tactile and sensory sensations. When talking, they usually do not look at the interlocutor and touch him. They like to straighten the tie of their colleague and bring the distance closer when communicating. It is important for them that information is transmitted through personal contact, so they should not choose a profession, for example, a telephone operator, but they are excellent sales assistants, athletes, massage therapists, and cooks.

A job interview is for an exam, where the applicant is a student, and the employer is a teacher-examiner, and the conversation should not be based on the principle of answering only questions from the employer. The applicant should not be afraid to ask questions, which will help to learn more about the nature of the future work, demonstrate interest and competence. It is better to think over the questions in advance and write them down in a notebook. For example, you can specify whether this vacancy is new or is open due to the dismissal of a previous employee. In the second case, you can ask why your predecessor left. You should clarify your functional responsibilities who will be subordinate or direct superior; what is the main task such work; are there opportunities for career growth, training, professional development; what tasks will be set and the expected result; how long the adaptation period can take; what specific qualities are needed to successfully cope with this work. Labor compensation too important aspect in employment, which is better to ask not at the very beginning of the conversation. After the employer assesses the applicant's knowledge, experience, interest in the proposed position, you need to find out what will be wage; the possibility of receiving bonuses and bonuses; how wages will change and what it depends on. It would not be superfluous to ask about the psychological climate in the team, corporate culture. The ability to ask the right questions will show that the applicant does not withdraw into himself and shows interest in future work.

As already discussed above, an interview is a chance to show oneself, so everything should be thought out to the smallest detail: competent resume writing, the ability to demonstrate one’s qualities and achievements, as well as appearance. Of course, work experience and education are important, but as practice shows, most employers first of all pay attention to the appearance of the applicant.

When choosing clothes for an interview, you need to take into account the characteristics of a particular job in order to look like part of their team, so the choice of clothes should be appropriate for the situation. Some companies, for example in the field of computer technology, allow an informal dress code - jeans and a T-shirt, and a more relaxed style of dress is also present in fitness clubs, beauty salons, advertising agencies, in the field of journalism, etc. In most cases, it will be more appropriate to wear a business suit. For men, it is not necessary to wear a jacket, a shirt and trousers will be enough, a tie if desired, a vest can be worn over the shirt. For women, a skirt to the middle of the knee, a discreet dress is acceptable. The rules of etiquette dictate the need to wear tights. Shoes should be discreet, with a small heel, for women they must be closed, sandals and sandals are not worn for an interview even in summer. Whatever clothes and shoes you choose, always remember that they must be neat and clean. As for accessories, a reasonable amount is allowed.

It is worth remembering that employers can be repelled not only by the pungent smell of perfume and untidy nails, but also by excessive brightness in clothes. In general, the color in clothes means different personality traits. Let's make a brief analysis of the psychology of color.

Brown- symbolizes peace and security. To show yourself as a reliable person, it is more expedient to choose a brown color.

Blue- characterizes calm and balanced people who know how to work in a team. Considered the most suitable for an interview.

The black- the color of the leader, which shows power and confidence. But it is better to use it as an accent, not the main color.

Gray- the color of independence and independence. It is better to use it if these qualities are required when applying for a job, and if you have to work in a team, then it is more appropriate to choose a different color.

White- characterizes organized and honest people. A white blouse or shirt will be a win-win option for an interview.

Red- a strong color, so if it is worth using it, then only in separate accents. Such people are energetic, persistent, aggressive, cruel and stubborn.

Green- symbolizes a law-abiding citizen who knows how to adapt to any working conditions. A person in green clothes gives the impression of a reliable, balanced, responsible and executive person.

Orange, yellow, purple- most often denote a creative person.

In any case, it is worth taking seriously the choice of clothing for an interview in order to use it as an advantage and present yourself in the most favorable light.

Thinking about how will have an interview, it is necessary to pay attention to psychological preparation. First of all, from the interview you need to wait business communication about professional and business qualities, about the conditions of the proposed work, and not about moral pressure and emotional overload. Some applicants initially have a negative attitude towards the person who will conduct the interview. Even if he turns out to be much younger, less experienced, etc., something else is important at the interview - for a positive result, you need to calmly and intelligibly convey information to the interlocutor that the proposed position is of interest, the ability to cope with duties, the availability of skills, etc. . It is also worth paying attention to the personality if the interview is conducted by the immediate future boss, because you will have to work with him almost every day.

Many people experience fear when they are going to an interview, because the unknown is always alarming. In addition, as practice shows, most failures in employment are associated with the mental state of applicants. In no case should you let fear take over, an interview is an opportunity to demonstrate your abilities, knowledge, skills and abilities in front of an employer. You do not need to initially set yourself up for the fact that the main goal of the employer is to reveal your incompetence. Most employers at the interview are trying to find exactly the employee who suits them. One more important advice: Do not take failures too seriously, because they are inevitable. Almost every person has experienced situations when they were refused employment after an interview, and this is absolutely normal.

Most employers, after reviewing the resume, conduct a short telephone interview, and then decide whether to invite such an applicant for a conversation with the company or not. In order not to get confused when communicating, you can prepare in advance a list of questions to clarify working conditions and a complete resume. It is more expedient to address your interlocutor by name and patronymic, if he forgot to introduce himself or you did not hear his name, you can politely ask him to repeat. During any unexpected conversation, you must remain calm, avoid verbosity, and if you don’t want to answer a question, you can say that it’s better to discuss it in person. It is necessary to provide an opportunity for the interlocutor to tell as much as possible about the proposed vacancy. Concluding the conversation, most often they ask if there are any questions left and if something remains unclear. In this case, you can try to take the initiative into your own hands and say that the last question remains: is it possible to come to the interview to tell more about your experience, if so, at what time. In the event that the employer invites you for an interview, this indicates that according to telephone conversation he appreciated the advantages of this candidate and is ready to continue the conversation further directly at a personal meeting.

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 them fall on the mature stage of life, in particular, during the 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.

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 the psychological qualities of candidates and employees.

Since the formation of the early twentieth century, psychoanalysis has stepped far forward. Various methods and types of tests allow you to select candidates with required by the company psychological parameters, sifting 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:

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

Kinds

Qualifying. Used to determine the degree of qualification of an employee. And as a rule, its annual confirmation.
Physiological. These include, for example, a mandatory annual medical examination. In addition, they conduct special tests for certain professions - rescuers, military, etc.
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 at full capacity as soon as possible. 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 directions. 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, each with a dozen logic 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 ability, and not at all "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.

Positive imagery responses are expected to 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 from 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 a color test similar to it, 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 come up with complex solutions 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 related to heightened danger, mandatory psychiatric examination 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 is paramount. But this is psychiatry. What about psychological tests?

If earlier the company tested mainly the average 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 more frequent, especially in the West, cases of mass killings of employees, moreover, 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.

Arises legitimate question- 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 is 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:

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, and the average person lies without hesitation (!) 20 times a day. But the test allows you to determine the strengths and weaknesses, 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.
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.
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 vagueness of the criteria for assessing the norm: “Whoever put on a white coat first in the office is 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.

After and sent to the dream company, the next logical step is going to an interview. How to overcome anxiety, present yourself correctly and win over a recruiter? the site consulted with a psychologist and collected the most interesting recommendations.

Cloth. Even before the recruiter speaks to you, he will pay attention to the suit. According to a CareerBuilder survey of 2,099 recruiters, HR managers, and HR professionals, predictable blue and black are the most successful colors for an interview, but orange is best not to wear. Gray, brown, black, blue and other "conservative" colors - best options for the first meeting, while bright colors that betray a creative nature (like orange) can seem provocative.

As it is easy to guess, . Of course, there may be a role individual perception, but in general each color has its own "reputation".

The black traditionally associated with leadership among recruiters, according to a CareerBuilder study. Sometimes it can be associated with inaccessibility, but if you place the accents correctly, the color will create a feeling of sophistication. Black color makes you take its "carrier" seriously. For example, fashion houses Chanel and Yves Saint Laurent use black for communication purposes (including logos), and they are leaders in their field. Blue- one of the best options for an interview, because it exudes confidence, inspires confidence. According to experts, a candidate who comes in a blue suit has a lot of chances to get a job, as well as to give the impression of a "team player".

Photo: Fotomedia

Gray color demonstrates independence, individuality, self-sufficiency and the ability to think independently. In addition, it suggests the idea of logic. White and beige- a classic, but under certain circumstances you can be perceived as a boring person who lacks confidence. But wearing whimsical and easily soiled whites also speaks of being organized, so it's a good idea to wear white where many people wear bright colors. Brown color indicates reliability. The color of the earth is associated with warmth, strength and stability. Brands such as UPS and M&M's use it in corporate identity. Red color is passion, power and strength, masculinity and energy. If you need to convince someone of something or make a strong impression, then the best choice- Red. But in an interview with this color, it is better to be careful. Green, yellow, orange and purple exude creativity. These bright colors are associated with fun, the ability and desire to attract attention, but they are not the best options for an interview, at least for the "costume base".

Preparation: how to overcome anxiety

When the basic preparation is over (the history of the company has been studied, its official website has been carefully studied and the necessary questions for the recruiter have been selected), it remains to cope with understandable excitement. He can be given away by certain gestures and inconsistent speech, and such trifles can cross out even the highest professionalism at the first meeting. In this case, there are three effective psychological techniques.

Don't try to calm down. In fact, the worst thing you can think of in an exciting situation is to obsessively try to calm down. A study by Harvard professor Alison Brooks proves that the most effective method coping with anxiety - convincing yourself that your arousal is due to joy. The participants in the experiment, who were waiting for an exciting event, such as a singing competition, public speaking, or passing an exam, were divided into three groups. Those in the first group tried to overcome their anxiety by saying to themselves, "I am calm." Participants in the second group had to say to themselves something like "I'm very happy." And those who fell into the third group did not conduct any internal dialogue at all before the stressful event. As a result, the participants in the experiment who fell into the second group showed the best results and felt more confident than the rest. Where does this effect come from? Anxiety - according to the reactions of the body - is similar to joyful excitement, but they are distinguished by color (in the first state it is negative, in the second it is positive, respectively). Calmness is on the opposite end of the emotional spectrum. It is logical that a sharp transition from one state to another will not work. But energy can be redirected in a positive direction - so that the state of excitement does not interfere, but helps.

"People worry (worry themselves). Sometimes this comes from self-doubt, the presence of a past unsuccessful experience, just the habit of worrying about and without it. An interview may be such a reason for excitement, or it may not be. Here each person is for himself makes a decision. The myth is that an interview is necessarily a reason for excitement. Could this be a reason for showing interest in the interview process? Agree, interest is a different state than excitement, "says a candidate of psychological sciences, a lawyer and business coach Vitaly Pichugin.

Read the right books before your interview. Properly chosen light reading can greatly increase confidence. The results of the study, published in the Journal of Personality and Social Psychology, say that many readers tend to copy the behavior of the main characters of the books they recently read. For example, one group read a book about a man who did not have the right to vote, but fought hard to get it. As a result, most of the participants in this group more willingly went to the polls. It makes sense to try: instead of worrying about an unclear future, it is better to read a good book from someone successful person, who may have also struggled with the problem of self-doubt.

Photo: Fotomedia

Don't be overly self-critical. Read your resume - carefully and thoughtfully. Pay attention to the thoughts that come to your mind as you go. Is there a negative? Remember that this is a fairly natural reaction, and also think about how you could improve this or that section, what could you additionally say about those points that are in doubt. It's too easy to get caught up in negative thoughts, and it will invariably affect your self-esteem. Remind yourself that everyone has weaknesses and strengths, that this is completely normal. Seeing flaws, every time tell yourself that it is normal to have flaws, do not dwell on it. Stop being too judgmental about yourself.

According to Vitaly Pichugin, there are two ways to fight anxiety: firstly, you can work with your body, and secondly, with beliefs and convictions. He advises to start with the body, specific manifestations of excitement: trembling in the arms, legs, heaviness in the chest, "cotton" legs, shortness of breath. Such manifestations, the expert notes, are removed relatively easily:

Inhale deeply and exhale three times;
- strongly strain all the muscles of the body for ten to fifteen seconds, then relax;
- if possible, wash with cold water (if it is not possible to wash, put your hands under cold water for one minute).

"With beliefs, beliefs are more difficult. But honest answers to simple questions will help. What is the most important thing for you in life? Maybe health, relationships with loved ones, caring for children, self-development. Compared to what is really important to you, should I be worried about the interview?This is just an episode in big life. Have you had difficulties in your life, difficulties that you were able to overcome? If so, why worry about the interview? This is a minor complication, nothing more. How experienced are you in your business or profession? In any case, you have some experience. An interview is still a new experience, it should be rejoicing, not worrying," says Vitaly Pichugin.

First impression: the main thing is to be natural

Many experts talk about body language - facial expressions and gestures that can somehow endear you. We asked a psychologist about them.

“About the myth that there are some special gestures and facial expressions, or magic words that will win over the interlocutor. There are none. The truth is that you need to behave naturally, as is customary for polite people who know what they want. Just as you talk in a business style with other people, so it is necessary at an interview.You should not radiate a foolish positive, but you don’t need to be darker than a cloud.You came to offer your knowledge, skills, abilities, what special facial expressions are needed to tell about your offer? Be simpler, more specific, clearer, and recruiters will reach out to you" - Vitaly Pichugin comments.

Another myth, the expert notes, is that the mood of the interlocutor always depends on your behavior. This is not true. Maybe the person who will talk to you has his own great personal difficulties, but you have nothing to do with it. The truth is that your behavior can influence the interlocutor. At the very least, don't ruin your impression.

"What can immediately set you up negatively? Untidy appearance, dirty shoes, inappropriate clothing business style. It is wrong to come to get a job in a bank in a tracksuit. Metamessage "I'm not doing well". This is such a general message to the interlocutor about trouble, it can be made up of uncertain gestures, a trembling voice, and answers out of place. Misunderstanding the purpose of coming to the interview: it is useful to clearly articulate what result is needed from the interview. Answers not to the questions that the interlocutor asks you. Inappropriate jokes, humor aimed at the interlocutor," the psychologist lists.

Is it worth trying to please?

According to Vitaly Pichugin, the opinion that an employer must be liked is another myth: "Pleasing is important on a date with a girl. But in the business sphere there are other categories, for example: professionalism, skills, benefits, profit. I will choose a professional surgeon who knows how to perform the necessary operations, even though he will be unpleasant to me as a person. Of course, you can choose a nice and sincere surgeon in all respects, but without any experience. I am opposed to this person, pleasant in all respects, gaining experience on my body. For cases choose professionals. The truth is that it is desirable for a professional to still be a person who makes a favorable impression. "

What brings you closer? According to the psychologist, this is:

Conversation in the same professional language, that is, the use of terms, exactly those that are accepted in this profession;
- compliance with expectations: if you are expected to know the standard (mandatory) rules, laws, principles that are necessary for successful work, and you demonstrate their presence, then the impression arises - your man;
- adjustment in behavior is good, just do not go to extremes, "monkey", stupidly repeating the postures and movements of the interlocutor;
- correct orientation in the situation: it is necessary to track changes in the course of the conversation in time in order to correctly respond to them. For example, it is important to track the pace of speech, intonation, volume. You should not speak clearly louder or quieter than the interlocutor, without reason to speed up or slow down the pace of speech;
- finding something in common, for example, in past professional experience, maybe studying at a university, general teachers.

"These are not all the myths and realities of the interview. But if you understand the main idea that any statements about the magical techniques of passing the interview must be taken critically, seeing in them both myths and useful information, then you will not make mistakes by reading the recommendations and guidelines for a successful interview," Vitaly Pichugin sums up.

Hello dear friend!

Psychological testing in hiring is not used as often as it is commonly believed. However, it would be frivolous to ignore the question “How to pass psychological tests during a job interview?”.

Most often, psychological testing takes place in the following options:

Questionnaire format
The format of projective questions on any visual aids. Most often pictures.

1 . To cut the whole truth-womb about your beloved is not at all necessary.

When answering test questions, the rule is: “I am a plus”. That is, we write about ourselves a little better than we actually do. But only a little bit. I don't recommend being too original. Trying in itself is a good start, but this is not the case.

In trying to present yourself as a knight without fear and reproach, it is important not to overdo it. . Your task is not to get confused yourself. Sometimes in such tests there are “traps”, for example: the same question, with a permutation of words, is contained in the test several times. If the answers are different, you may be suspected of lying or inadequacy.

There are questions that a person of "high moral standards" is drawn to answer. Example:

“Do you always pay for public transportation?”, “Do you often get irritated?”

Do not pretend to be a champion of conscience or the personification of the Buddha. There is nothing criminal in the “hare” passage. But insincerity is a reason to doubt whether you can.

2. Show an attractive set of qualities:

Focus your answers on reading about the following qualities:

honesty
performance
the ability to rationally allocate one's time
the ability to draw conclusions from mistakes;
perception of problems as challenges
the ability to remain calm in difficult situations;
politeness
emotional stability

3) Demonstrate a positive perception of the world

Nobody wants to deal with gloomy g@vnyuks, people who are nervous and restless. Usually in the answers it is not difficult to choose an option so as not to appear as such.

Overview of Popular Projective Tests

a) Luscher test. Favorite color

You have 8 cards in front of you. They are all different colors. You are invited to arrange them, starting from the most pleasant for you and ending with the most unpleasant.

The meaning of the test is to determine the dominant needs and emotions.

red color - activity, action
yellow - purposefulness
green - self-affirmation
blue - constancy
gray - the desire for tranquility
crimson (sometimes purple) - a tendency to fantasies, escape from reality
brown - need protection
black - depression

The sequence of cards means: the first and second are your aspirations, the third and fourth are the current state of affairs, the fifth and sixth are an indifferent attitude, the seventh and eighth are antipathy, suppression.

From the first to the fourth, arrange the cards in red, yellow, green, blue, in any order.Last put brown and black.

Sometimes they are asked to take the test a second time. You can change the colors a little in some places, only slightly. Under no circumstances should you choose the first colors: black, gray, brown.

b) Test "Interpretation of pictures"

Show pictures with pictures. Typically, these are people different situations. Your task is to comment: what is the situation, what is the person doing, what is happening, why is he doing this?

It is believed that a person transfers pictures to his life and explains situations based on his attitude, fears, desires, and world view.

Example: there is a laughing person in the picture. It is assumed that the subject will tell about his motives and reasons for joy.

Images should be interpreted in the most positive way possible.

c) Test "Blots"

Pictures depicting a symmetrical blot are shown. Tell me what do you see?

A positive interpretation of the image (for example, a conversation between good friends) characterizes you as a person with a positive outlook on life. A negative interpretation (for example, a monster) indicates that fears dominate in your mind or you are depressed.

The same as in the previous test - comment in a positive way. It's enough.

Candidate mistakes

Too frivolous attitude. Answers "from the bulldozer." There are also incidents. In the author's practice, there was a case when a seemingly adequate candidate gave strange answers in a questionnaire. To a puzzled question, he simply replied that he had forgotten his glasses. Not bad, right?
Carelessness. Please read the instructions carefully before taking the test. Screw up by inattention - who will understand?
Cleverness. There are applicants who cannot help but comment on the tests. Show your knowledge or just criticize. It is better to refrain from such attacks, no one will appreciate your horizons. Rather the opposite. It is better to pretend to be a simpleton than to be considered a bore.
Hangup. You should not slow down, it is better to skip the question for now. Complete the questionnaire to the end and then return. With this approach, you can notice patterns. For example, repeated questions in slightly modified wording.
Giving too much importance to the test. Generates nervousness.

Keep in mind that testing is an auxiliary tool in the selection. The main ones are almost always the study of and. When testing, you don’t need to strive for the “five”, it’s enough not to mess up and get a solid “four”.

3 points in conclusion

So let's recap. When performing psychological tests:

Stick to the "I'm a plus" rule. That is, about myself a little better than in reality. But only a little bit.
Try to have a positive attitude, a positive perception of the world in your answers.
Psychological tests are an auxiliary tool for selection.

The test is the case when the best is the enemy of the good. No need to strive to appear as a knight without fear and reproach. It is enough to show that you are just an adequate person. Don't be seen as a bore, a psychopath, or a pathological liar. Follow the author's recommendations and it will be in the bag :)

Thank you for your interest in the article.

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