What role can psychological test play in recruiters?

Kris psychological time, tell you about the application of psychology.

In all walks of life, more and more job seekers will encounter psychological tests in the written test or interview stage. It can be said that applying psychological test to personnel recruitment is an important application scenario of modern psychological research.

At the same time, psychological tests in recruitment are not common online. For example, "choose your favorite painting and see the secret in your heart", and so on. A psychological test can be measured from two aspects: reliability and validity.

The psychological test really used in recruitment should have high reliability, that is, the reliability or consistency of the measurement results is high and the efficiency is high, that is, the test can effectively measure the required psychological quality.

Generally speaking, in recruitment, job seekers may encounter the following two types of psychological tests:

[Top left] The first category is personality test.

Personality is a relatively stable psychological characteristic of individuals. The universal application of personality test is mainly to examine whether job seekers have a series of personality characteristics related to job performance. Widely used include 16PF test and Big Five Personality Questionnaire. Through the personality test, the recruiter can know whether the job seeker is a perfectionist who pursues perfection, a good old man who is always outstanding, or a literary youth who is sad in the Spring and Autumn Period. It is important for everyone to know that there are no good or bad characters. Recruiters should examine whether this personality trait can best adapt to this position.

[Handshake] The second category is competency test, or competency test.

Competency test is to select the most suitable talent for the recruitment position. Competency was first put forward by Dr. David Mclellan of Harvard University when he helped the State Council design and select diplomats. Through a lot of data or experience in the past, according to the specific post, the demand for psychological ability is put forward, and those individual characteristics that can be reliably measured or counted and can significantly distinguish excellent from general performance are found out, and the appropriate test methods are selected accordingly. Common abilities include communication ability, calculation ability, perception ability, reasoning ability and memory ability. The ultimate goal is to achieve the matching of people and posts.

Therefore, psychological test is an important part in personnel selection, and job seekers should never underestimate it. [heart]

Kris, Ph.D., tutor of master students, national second-level psychological counselor of Institute of Psychology, Chinese Academy of Sciences. I have studied and worked in the field of psychology for more than ten years, and I am still studying. I hope to share with you the psychological phenomena and knowledge in life. Welcome interested friends to pay attention or trust me privately.

Psychological tests are functionally divided into ability tests and personality tests.

1. Ability test. Focus on whether the candidate has the language ability, calculation ability, perception speed, spatial ability and reasoning ability related to the job. For example, accountants need computing power, artists need the perception and imagination of spatial relations, and mechanics need mechanical operation ability. It is very necessary to select people who are fully qualified for the job and put them in positions where they are most likely to give full play to their special skills, and they should be examined through psychological tests. This is like saying that it is the same to take the civil service administrative ability test.

2. Personality test. Personality, in popular terms, is a person's personality characteristics and style of doing things. Personality is closely related to career choice and future performance in this profession, so personality test is widely used in talent recruitment. The most widely used are 16PF and "Big Five" personality questionnaire. People with different personalities do the same job, but the results are different. Some people pursue perfection, some people do things carelessly, some people do things indecisively, and some people do things resolutely. Therefore, in the talent evaluation, according to the needs of different types of posts, appropriate methods should be adopted to select the person who best meets the post requirements.

Both of the above tests are fixed-scale tests with clear score considerations. In addition, there is a projection test. For example, ink test. By providing the testee with some pictures, let him answer questions, such as "What does this look like?" "What does this remind you of? Summarize the subjects' life experiences, emotions, personality tendencies and other aspirations. Subjects will reveal their true psychology without knowing it.

During the postgraduate period, I participated in the psychological test of Foxconn recruitment with my tutor, hoping to deliberately eliminate candidates with hidden psychological problems during the interview and recruitment season.

Of course, the results of psychological tests have a certain reference function for recruitment. We should not blindly believe psychological tests, but consider them comprehensively.

Although it is said that "knowing the horsepower will make people see each other for a long time", in today's fierce competition for talents, it is impossible for any employer to identify urgently needed or important talents with a "time-consuming" method. With the development of society, the recruitment of employers has been greatly improved in terms of scientificity, accuracy and fairness, from making decisions only based on people's subjective judgment at the beginning to inviting a modern Bole as an assistant.

Evaluation center technology: It is a synthesis of various psychological testing technologies, which uses different types of work scenes to create a more realistic environment and examine candidates from multiple angles. This technology is not only used for recruitment interviews, but also for employee training in enterprises. The main skills include: file basket test: a paper-and-pencil test that simulates official document processing, which can examine candidates' information processing ability, overall planning ability and decision-making ability; Leaderless group discussion: mainly through team interaction, examine the interpersonal skills of candidates such as teamwork, interpersonal communication, organization and coordination, influence, language expression ability and so on. Management games, role-playing: mainly by playing a management role, simulating a work event, reflecting the performance of candidates in the real work environment, reflecting their psychological characteristics and personal qualities.

Understand personality, pressure resistance, hobbies, potential, personality type, career development direction, workplace adaptation and professional style.

Can play a big role.

For example, I set you a wrong psychological test.

If everyone behaves well, such people can only be arranged at the grassroots level, lacking courage and courage.

If one of them dares to ask this is a wrong question and correct it, it shows that this kind of person is extremely capable, dare to take on and challenge, and can be reused.

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