What's the personality test of bank recruitment written test?

The so-called bank recruitment written personality test is to test occupational character. Occupational character refers to people's stable psychological characteristics formed in their long-term professional life. For example, some people are always meticulous and conscientious in their work; He always shows a high degree of principle in his contacts with people, and the sum of all these characteristics is his occupational character. Therefore, the bank test occupational character is to judge whether this person has a high degree of matching with the post through some personality tests. In the written test of bank recruitment, personality test mainly involves the following three kinds: intelligence test, personality test and professional values test.

First, intelligence test.

The written intelligence test of bank recruitment mainly examines attention, short-term memory ability, visual discrimination, memory and understanding ability through digital breadth, picture filling and other topics, especially in combination with the actual work of commercial banks, which will test the speed and accuracy of cognitive operation and perception.

Second, personality test.

The written personality test of bank recruitment mainly uses some psychological test scales in psychology or some tools and models in psychology to test personality types to analyze personality traits. For example, Cattell 16 personality factor, Eysenck personality questionnaire, Myers-Briggs indicator (MBTI) and so on. Prevent candidates from having some influential bad personalities and bring some adverse effects to banks.

Quetel 16 Personality Factor and MBTI are mainly involved in the written examination of bank recruitment. For example, Cartel divided the personal personality survey into 16 dimensions, and * * * had 187 questions, each with three ABC options, forming a questionnaire. Some questions are extracted from the written examination of bank recruitment, and finally the personality types of candidates are found out, so as to judge whether the candidates have a certain degree of matching with the positions they are applying for, and provide basis for bank recruitment.

Third, the test of professional values

The professional values (professional anchor) of the written examination of bank recruitment refers to what is most important when looking for a job. For example, candidates do not perform well in learning, ability and self-confidence. This kind of students tend to adopt the strategy of avoiding risks and striving for safety, so they score higher on the safety career anchor. In other words, because they are not good enough and are afraid of being eliminated, they value stability and safety most when choosing a job. Banks use these tools to check the career anchor, so as to judge whether the candidates for the written test of bank recruitment match what the bank can provide, and then screen the personnel.

Fourth, countermeasures: according to the first feeling

The written personality test of bank recruitment is often short in time, heavy in task, and even repeated before and after, but the order of options is different. At this time, it is the best policy to choose from the heart and answer questions quickly. You can also go to the relevant websites of psychology in advance and test your personality and professional anchor in advance so as to adjust in time.

Is everyone clear about the content of the written personality test for bank recruitment? I hope that all candidates will prepare for the exam in advance, and I wish all candidates a smooth pass. More information about bank recruitment written test preparation skills, dry test preparation, news information and so on. Will be constantly updated.