Our company places great emphasis on employees' interpersonal and social skills, so every candidate must undergo psychological testing," Liu Chunjie, manager at Renhe Network, told reporters. "In the conference room, the interview table is rectangular, and interviewers are deliberately absent. At this point, if someone walks in and immediately takes the main seat, this person likely struggles to consider others; if they grab a chair and sit in the corner, they probably aren't very sociable.During the wait for the interviewer, if someone reviews materials quietly at their seat, they likely possess a steady temperament. If they pace around as if at home, they probably have a more relaxed personality." Liu explained that specific job roles demand different personality traits, so psychological assessments aren't always rigidly standardized.
Furthermore, when conversing with the interviewer, your gestures and even eye movements are under observation. The interviewer's gaze is no less sharp than that of Dr. Lehman, the microexpression expert from the TV series Lie to Me.
"For instance, when answering questions, if a candidate looks to the left, it indicates they're recalling past events; looking to the right suggests they're imagining future scenarios," Liu Chunjie explained. While not absolute, this can help assess the truthfulness of a candidate's statements.
Professional interests and stress resilience take center stage in psychological interviews. Shen Mu, a professional counselor specializing in resolving employee psychological issues, notes that psychological assessments for new hires now typically cover five areas: interpersonal skills, self-management, intellectual potential, career interests, and environmental adaptability. The top two reasons for new graduates leaving their jobs are poor career choices and excessive work pressure leading to inability to adapt to the workplace.Therefore, companies are taking proactive measures. When recruiting fresh graduates, the first two assessments introduced are personal career orientation and professional competence (i.e., stress resilience).
"Previously, such psychological assessments were primarily used for senior-level hires. Specialized psychological institutions provided highly detailed test batteries with multiple sets of questions—at a significant cost. The psychological tests for fresh graduates, however, are not difficult. They typically consist of the simplest single-set questions or even single-item questions," Shen Mu explained.
Of course, relying solely on psychological testing may not yield accurate results."I interviewed at a company that used Le Jia's personality color test. Since I'm a big fan of Le Jia and have read his books thoroughly, I could easily control my scores," an office clerk with the online handle "CC" told reporters. "For example, you know red represents sociability and blue signifies time sensitivity. If you're applying for sales, you'd want to lean toward the red personality traits; for design roles, you'd aim for the blue ones."
Well, reading up on psychology books could pay off big time if the interviewer uses the same test.

Scouting the Venue: Reading the Employer's Game Plan
Interview tips flood the internet—no need for us to elaborate.But here's how an 8-year veteran headhunter, who's been in the thick of interviews daily, shares his wisdom: "Adapt your approach to the situation." When targeting a top-tier company, scout the location and interview venue beforehand—ideally a day or two early for fresh graduates. If they have an official website, review it thoroughly.
What to observe during your scouting: What do people entering and exiting the building wear? Do they wear makeup?What's the office decor style? What cars do most employees drive? What bags do they carry? Don't underestimate these details—they reveal the boss's hiring preferences. Should you submit a minimalist resume or a flashy one? Is a suit required, or is business casual acceptable? For women, it helps determine whether to go bare-faced or apply light makeup and perfume for the interview.
"I once interviewed two candidates: the first girl carried a Louis Vuitton bag and drove a Volkswagen Beetle; the second guy carried Gucci. Both got hired and are doing well," shared one HR professional.
Another HR told a completely opposite story: "I once had a candidate drive to the interview. Our salary barely covered his gas costs, but he said it didn't matter. Well, it mattered to me—I had to turn him down."
The first HR representative worked for a luxury goods company, while the second was in manufacturing.
Therefore, being your authentic self will help you find a workplace that suits you. If you feel the need for a little "dressing up," tailor your approach to the specific company.