Tests on the subject of job search. How to understand who you want to work with. How testing is carried out

Who to work for, what is the best profession to choose, what specialty to study, what university to choose? On our website there is an excellent test for career guidance: Who should I work with? Now is the time to enter universities and perhaps many students still haven’t decided where to send their documents? Where can they bring themselves as students and think about how to choose the right profession?

The other extreme is if you go, for example, to become an economist, marketer, or accountant. Or you choose a more scientific education: physics, chemistry, biology, then you have more opportunities to change your profession. There are spontaneous desires, if you liked some subject at school: I want to study at the Faculty of Geography of Moscow State University, or I want to be a physicist, I want to be an actor. You can choose solely based on your desires. And then what, you graduate from university and receive a diploma in physics, geographer or historian or philologist, or you become a psychologist. Imagine for a second: can I go to work in this specialty?

Good advice: just go to some job search site for your development and look at the vacancies that are close to you? I advise you to read the analytical reports on the most in-demand specialties on TV in Russia, the most in-demand specialties in Russia by salary. You can simply type Google in Yandex profession ratings. The highest paid professions are compiled annually. Maybe analyzing specific proposals will give you an idea about your profession.

When people say “I want to be a geographer”, “I want to be an archaeologist”, “I want to be a doctor”, or something else, they do not fully understand that they will have to work in this specialty. Just try to imagine yourself in the place of a graduate and imagine in which field you would like to go to work. If you want to work in an office and negotiate, for example. Or you like to travel more, then tourism and expedition work will suit you.

What else do you need to pass the career guidance test for who to work with? Imagine yourself in the future +5 years. Will you be comfortable working in your chosen profession? If you like computers, then perhaps you should become an IT specialist. Such professions will always be in demand. In IT you can choose different directions.

As for economists, there are now a lot of economists, but nevertheless these are highly paid positions. You should become an economist if you like to count and it makes you delighted. Related topics are economics and finance. Business analytics, there is money here, but it must be a choice of the soul.

There are financial specialties in which you just need to become a good professional, a good specialist, and then you will succeed and have prosperity, but always choose a specialty you like.

Think about what your inclinations are, what kind of business you love. For example, I remember myself at school. I didn’t have a particular inclination towards anything in particular, but I liked humanities subjects, I liked science subjects. That's why I became a journalist. I also liked psychology and read various books. I even thought about enrolling as a psychologist. As a result, I am a journalist and a bit of a psychologist for my friends.

Where to work, you can take a career guidance test and receive specific recommendations and a list of professions.

Good luck! Faith.

Who has never in their life asked the questions: “What to become in the future? What profession to choose?” We used to think it was so easy. Some claimed that they would be designers, others - doctors, others - builders, etc. However, there is a category of people who from the very beginning did not know what they wanted and want in the future.

Before deciding what to become, you should decide what you want to get from your profession, think about what brings you joy and pleasure. In addition, other criteria should be taken into account, such as the desired salary image that would satisfy you. But first of all, it is important to consider your abilities. If you can't handle complex math problems, even though you spend a lot of time understanding them, then you don't have to be an engineer, programmer, or scientist.

Career Guidance Tests

Recently, schools have begun to practice a career guidance program, conducting tests to find out what abilities a student has more and what he should become in the future. Special tests combine various statements. You can agree with some of them, but not with some. As a rule, testing contains questions on history, language, chemistry, physics, astronomy, etc. It is also worth saying that passing a career guidance test allows you to assess interests and character traits, and even the level of intelligence, and determine a person’s best future.

Today, tests to determine aptitude for a particular profession are available in most well-known collections of psychological tests, so you can take them at home. It is not necessary to seek help from a specialist (psychologist). A correctly created list of questions allows you to draw the right conclusions based on the results obtained, which will make it easier to find yourself in this life.

Popular professions

In addition, it would be useful to delve into the topic of which specialties are in greatest demand these days, and where there is a greater likelihood of getting a good position. It is also worth looking a little ahead - asking what professions will be in demand in the future. For example, there are people who, as schoolchildren, are already convinced that the future belongs to programmers. They do not waste time, begin to study foreign computer literature and know exactly where and After time, they become successful IT specialists who begin to build a career in our country, and later work in the USA and other developed countries on the best conditions and do not regret anything. Therefore, do not ignore the forecasts of sociologists; start thinking now where to start in order to become what you dream of.

Motives to rely on when choosing a profession

First of all, you need to divide the reasons that motivate you to choose one or another profession into internal and external. The latter are in close connection with the outside world. This is the opinion of close people, peers, the desire to achieve external success, the fear of causing condemnation. The person himself bears full responsibility for internal reasons; they determine talents, abilities, habits, and character. What do young people rely on today when choosing one profession or another?

The question of what to become in life is asked by many, and some of them very often start from the prestige of the specialty. It is difficult to say that this is exactly what you should focus your future path on. There are some unpleasant moments here. Thus, a little earlier it was believed that it was fashionable and prestigious to be a lawyer and economist. But now there is another trend: there is an oversupply of accountants and lawyers, especially those with higher education. Many students, after graduating from college, cannot find a job in their specialty. Therefore, if you choose a profession based on its prestige in the labor market, then you should carefully weigh everything. Perhaps this is not the main criterion when determining a life path.

The importance of salary

Almost everyone wants to earn good money, so when choosing a specialty, they are guided by this motive. It doesn’t matter to such people where and how they work, the result is important to them. Today it is very difficult to get good money right away. Some people don’t have the patience to study and gain experience for a long time, so sometimes girls get jobs as waitresses and get good tips, and boys go abroad to earn money and work as laborers. But is it so important to focus on a high salary when determining your life path?

In many ways, salary growth depends on experience and growth in qualifications. Professions where it is initially good are not provided for in most cases. For example, after 5 years, the income of a saleswoman and a novice engineer will be at the same level, and after another 5 years, the engineer’s salary will leave the saleswoman’s wages far behind.

Interest in choosing a profession

According to statistics, when choosing a profession, interest in the content itself is not the main criterion; today it is in 3rd place. However, most successful people have realized that work brings pleasure and good results when it is loved. Therefore, if you choose a specialty you like, the question of what to become in the future disappears by itself. It is important to constantly learn and improve. Many people do not like monotonous and monotonous work, so you should not immediately limit yourself to it, but rather look for opportunities to find yourself in a more interesting occupation. For example, a programmer who is passionate about his work can after some time become a successful owner of his own software development company.

Working conditions at the workplace also play a significant role in choosing a profession. However, you can change your place and get a new working environment; certain specialties may allow this. For example, a chemist can change a hazardous job to a safer one: quit a factory laboratory and get a job as a teacher at an institute or school.

It is important not to be lazy and always look for yourself

In any case, we would like to advise you not to treat the profession as something unchangeable that determines the fate and future of a person. It’s worth looking for yourself, starting to do something - if it goes well, perhaps this is what you need. You shouldn't make excuses for inaction or excuses for not trying it because it's difficult or not what you want. In most cases, choosing the right path and answering the question of who is better to become is prevented by laziness and excuses, so first of all you need to fight them, learn and improve in any chosen life activity.

Pre-employment testing has become a common way of assessing the professional suitability of job candidates. It allows employers to obtain additional information about the personal qualities of applicants, their mental abilities and level of education, interests, inclinations, and to get an idea of ​​the values ​​and degree of motivation of a person applying for a particular position.

For a comprehensive assessment, tasks with a large number of questions are used. For example, a test of 200 questions when applying for a job allows you to assess up to 50 different abilities, skills and abilities with a high degree of objectivity.

The quality of the information received about the applicant depends to a certain extent on the content of the test, its structure and didactic literacy. Traditionally, it includes items about the objective characteristics of a person: gender, age, education, length of service and places of previous work, professional achievements, additional competencies. It may also include tasks that are not directly related to professional activity, which allow you to assess the general outlook and erudition of the applicant.

The most common groups of questions used in large-scale tests are the following:

• abstract thinking tasks (logical tests) allow you to get an idea of ​​the candidate’s ability to perceive, assimilate and process unfamiliar information, and find optimal solutions in a non-standard situation;
• tasks to study verbal abilities (verbal tests) - assess the level of spelling, understanding of grammatical structures, terminological literacy, logic;
• numerical tests provide an opportunity to assess the ability to operate with numbers, examine the correct use of mathematical operations, skills in reading and presenting numerical data in tabular and graphical forms;
• tasks to assess visual-figurative thinking make it possible to determine the candidates’ abilities to construct analogues of objects or interpret information in various forms of presentation (for example, to arrange a number series in the form of a table, diagram, graph, etc.).
• psychological tests are designed to assess the ability of a candidate for a vacancy to comply with the rules and values ​​of the company, his ability to communicate and find a common language with other people, attitude to work, determination, etc.

Read more about standard types of tests when applying for a job in our articles:

The 200-question test for some positions may include tasks to test special practical skills. For example, to select employees who work with documentation and secretaries, an analysis of keyboard typing speed is used, followed by a literacy test.

The main condition when performing any test when applying for a job is not to be scared and to be calm. You should not linger long on a question to which you do not know the answer. You can return to it later.

During testing

• Check the answers, keep in mind that the probability of replacing an incorrect answer with a correct one is always higher than the probability of the reverse replacement.
• Use fortune telling with caution - it is better to skip a complex question and then return to it again.
• Read the questions carefully, delving into every word - there may be a “catch” in them.
• Don’t be intimidated by calculation questions - employers are not so much interested in mental arithmetic skills as in their approach to solving problems.
• Answer questions first that you have no doubt about the correct answer.

After execution

Please check your completion of the questionnaire carefully. It happens that instead of the correct answer, applicants inadvertently write down incorrect answers on the answer sheet.

The service site allows you to qualitatively prepare for passing any tests when applying for a job and significantly increase your chances of finding a job. For an unprepared applicant, tests can become an insurmountable obstacle to getting a job. According to current statistics from large HR agencies, only about 30% of applicants successfully pass employment tests. However, just 2-3 days of preparation can dramatically increase your chances of success.

It’s better to spend 2-3 evenings preparing now than to regret a missed chance later. Start preparing now!

Main - find out as much as possible about a person who is sitting in front of you: does he have business skills, is he able to impress his superiors and clients with his intelligence, can he restrain his emotions, how will he communicate with colleagues.

To do this, they use a method called testing.

Did you know that for the first time a peculiar testing was carried out in ancient times. And the ancient Greek scientist Pythagoras came up with problems that would make it possible to see whether a student is stupid or smart. He argued that “not every tree can be carved into Mercury.”

How is testing done?

You enter the office and sit opposite a person you still don’t know, who is very worried.

You start talking to him and understand that the applicant is prepared to take tests, that may distort the validity of the results.

The second step is to test:

1. Hand out tests with questions and assignments, answer sheets.
2. Explain for what purpose you will be testing.
3. Read out instructions or give me the printed text.
4. Tests should consist of 20-25 tasks.
5. Specify that for each task given one minute at a time. When the time expires, testing stops immediately.
6. If a person doesn't understand, give an example performing similar tasks.
7. Reply to candidates' questions.
8. Adoption answers and their verification. The candidate can be familiarized with the results of the processing, but this is not obligatory.

Download examples and sample tests with answers and comments you can follow the following links.

Other employment tests with answers can be found on the Internet.

Kinds

Employment tests are divided into several types: professional, personal, intellectual, mathematical, logical, verbal, attentiveness, intelligence, learning ability, mechanics, and the most common in trade organizations, “How to sell a pen.”

Let's take a closer look at each of them.

Professional

To determine the professionalism of an applicant, experts use special tests. For – tasks on knowledge of accounting; For secretary— pass a test of mastery of the basics of office work, checking literacy, attention to detail, typing speed, fast and effective information retrieval; For tax specialist— passing tax tests, for lawyers and economists— checking legal or economic literacy, level of knowledge of a foreign language, proficiency in computer programs, etc.

make up questions and several answer options: yes, no, in some cases.

In this case it is given interpretation answers.

With such explanations, you can immediately see the answer.

And using ready-made keys for the test, determine the number of correct answers and make your decision.

An employer may offer a test for applicants to test their knowledge of some Excel techniques.

An applicant who has experience, knows the theory, and has answered most of the questions has every chance of getting desired position.

Personal or psychological

Intelligent

If work requires mental investment, then the employer has the right to know how high the intellectual abilities of his employees are.

It is for this purpose that this type of testing is used to objectively assess intellectual level (IQ) applicants.

For the correct selection of tasks, a book by an English psychologist is suitable G. Eysenck.

You can use the test Amthauer. It determines the level of mental abilities using nine criteria.

Based on the results, you can accurately determine the mathematical mindset of a candidate or a humanist and even determine which of the 49 professions is suitable for.

You can take an online intelligence test.

Mathematical

The great mathematician does not search for a job, she finds it herself. But the head of the company or the head of the company needs professional accountants or economists who can not only count, but also perform complex mathematical operations.

Offer a test of twenty to thirty simple and complex tasks, consisting of finding proportions, fractions, calculating differences, adding several numbers, understanding diagrams, drawings, graphics, working with figures. The applicant needs to quickly understand which numbers should be used to operate.

Based on the test results, it will be clear Will a specialist be able to cope with mathematical problems? in a new position.

You can take an online math test.

brain teaser

Logic tests for employment are aimed at degree of intelligence of the candidate, which is central to many professions. They are an excellent tool for revealing human behavior in an unfamiliar situation.

Logical tests for operation are absurd at first glance. One of the problems says that some snails are mountains. Mountains love cats. This means that all snails love cats.

The main thing for the test taker is to concentrate, build a logical chain, explain it, not paying attention to snails and cats. The specialist must understand whether the future employee can reason logically and think outside the box.

The logic test can be taken online.

Verbal

Verbal tests are useful for job testing teachers, translators or secretaries.

Provides an opportunity to evaluate the applicant’s skills work with texts: understand, disassemble, evaluate information, draw conclusions.

A candidate has the opportunity to get the desired position if he is fluent in his native language, can speak logically and competently, and has a large vocabulary.

To perform a verbal test usually much more time is given than numeric ones. The answer consists of letters or a word. You need to choose from several options or come up with the answer yourself.

But there is a type of verbal test where you need to read a short informational text and a few statements. Applicant must reveal truth or falsity of this statement.

Verbal tests enable the employer to understand whether the candidate’s speech is concise, whether he can convince and prove with words.

You can take the verbal test online.

For learning ability

Many young applicants write: “Ready to learn.” But people with extensive experience and experience don't want to retrain, thinking that the knowledge they have accumulated will be enough. To do this, a short test is used to assess learning ability (the ability to process and perceive new information).

Mechanics

Mechanics test offered to a narrow circle of specialists, mainly to candidates of physical specialties and engineering professions.

The tests test spatial thinking, knowledge and experience, and determine the ability to work with drawings, mechanical devices, and complex equipment. These are tests consisting of simple questions, but for which Only people who understand mechanics can answer.

Online testing on mechanics is offered.

On the Polygraph

Large companies use a mobile hardware system when hiring.

Can an employer apply lie detector?

The law doesn't prohibit it.

The Labor Code allows you to obtain information about an employee that is not in doubt. But the candidate has the right to refuse inspection to honesty if he considers this a humiliation of his human dignity.

What is the testing process? Three types of questions: adjusting, corrective and factual.

If the answers to the last two are honest, the physiological parameters of a person are the same. They transform if a person tells a lie. This is recorded by the device.

The attraction to drinking alcohol cannot be hidden from “Polygraph”; drugs, theft, gambling addiction, any loans, criminal history and even convicted relatives; whether a person is capable of harming the company.

The answers are given unmistakable judgment about the candidate. At the end of the check, the employer decides whether the candidate will work or not.

"Sell your pen"

For applicants who want to work in the trade sector, specialists conduct popular test"Sell me a pen."

Any item is offered: pen, pencil, notepad, the price is called. Cannot be exchanged or gifted. He must sell this item within five minutes. The employer speaks out as a buyer.

This situation is stressful for the candidate, as it is close to a real sales situation. The test was carried out many times in countless interviews. As a result, the employer receives an objective look at skills and technique future sales manager.

Summary

So is it worth trying to use tests when recruiting personnel?

Professional staff- this is a very important stage in managing an organization, a guarantee of success, it is a treasure that needs to be protected.

If the choice is correct, then it increases productivity, efficiency all employees of the organization.

Mistakes are costly. The ability to hire is a real talent that is not often found.

Nowadays, probably every person who applied for a job passed some kind of test when applying for or interviewing for a job. Now even small companies use online tests to select candidates, let alone tests for companies such as Sberbank, Gazprom, Sibur, Rosneft, Mars, BAT (British American Tobacco), Pyaterochka and so on.

So, let's talk about what tests are most often used when applying for a job:

Psychological tests

Psychological tests are needed directly to determine the candidate’s personal qualities, character and temperament. For example, a vacancy for the position of director or manager requires leadership qualities. And if a shy, uptight, quiet candidate comes to the position, but with good education and knowledge, then such a director is unlikely to be able to lead a department or organization, right? Based on this, it would be correct to use psychological tests when applying for a job.

Numerical tests

Logic tests

Or they are also called abstract-logical tests, logic tests. Most logic tests are similar to an IQ test. Logical tests assess intuitive abilities, as well as the ability to make logical conclusions based on non-verbal information presented in the form of abstract symbols. The logical thinking test is a set of abstract figures, among which it is necessary to identify a pattern and answer the question. An example of a job application test is shown in the picture below.

They can also be combined with each other, for example, you are given a test of 15 questions, which contains both elements of a verbal test and elements of a numerical test.

Employment tests are created by companies that develop training, tested materials for personnel assessment. Companies such as SHL, TalentQ, Ontarget and others. That is why some HR specialists, when making initial contact with a candidate, recommend familiarizing yourself with such tests and reading on the Internet what numerical and verbal SHL or Talent Q tests are. If you are reading this article, then you have probably also been recommended to familiarize yourself with employment tests.

On our service you can get acquainted with each of the tests for free, solve free tests with answers, and also buy a kit for better preparation for the upcoming exam.