Psychological tests in the interview: meaning or nonsense?

Psychological tests in the interview: meaning or nonsense?

In today's working world, interviews are more than just a simple exchange between applicant and employer. The pressure on both sides of presenting yourself optimally and making the right selection often makes the selection process a complex undertaking. The use of psychological methods is not unusual. In a recent report by Radio Herford With this method, the applicant's drinking behavior should provide information about his self -control and nervousness. Excessive drinking could indicate uncertainty, while normal drinking behavior is considered a sign of self -confidence.

Another interesting technology is the deliberate dropping of a abbey, which should test the reactionability of the applicants. But Klaus Melchers, professor of work and organizational psychology, raises the alarm. He describes such psychological tricks as "useless" and emphasizes that only a small minority of HR managers actually use these methods.

Use of creative questions

Creative questions are particularly controversial, such as "What kind of household appliance?". According to Melchers, these questions say little about the actual suitability of applicants for a specific position. Sarah Böning, recruiting consultant, advises that questions in the interview should be closely linked to the requirements of the advertised position. Essential factors for professional success are professional skills, knowledge and previous experience.

That is why it is advisable that personality traits with valid test methods are recorded before the interview. Applicants should also react to bizarre questions with a counter question in order to question the meaning and purpose of these questions. In fact, psychological tricks and irrelevant questions can undermine respect in the application process and have negative effects on corporate culture.

The role of psychological tests

Almost 60 % of employers use psychological tests to assess candidates at interviews, as a contribution to Blog-Recrutenur These tests are crucial to assess the compatibility of a candidate with the team. They not only record technical skills, but also personality traits and the adaptation potential of the applicant.

Preparation for such tests plays an important role. Candidates should prepare for the content of the tests and strategies for coping with stress. Honesty and transparency are also important so that applicants are informed about the procedures used.

In addition, hr diagnostics with the scientific foundations of tests. Objectivity, reliability and validity are the central quality criteria. Tests should be fair by being carried out regardless of demographic information, which makes it more accessible and fair. A high reliability coefficient also ensures that the test results are reliable.

The importance of a requirement analysis is also emphasized. This determines which criteria an applicant has to meet in order to be successful. Only through valid test procedures can statistically be ensured that there is a connection between test results and later work performance.

Overall, it should be noted that the selection process for applicants and recruiters is equally challenging. Effective preparation, the right degree of context awareness and the ability to question both questions and methods can be crucial for success in the interview.