Have you passed the interview psychological test? Psychological assessments are a common talent selection method used by many companies during recruitment interviews. Their purpose is to analyze an applicant's personality traits through scientific and reasonable testing, thereby evaluating their suitability for the role and assessing their work capabilities.
First, let's outline the types of psychological tests so you can understand the employer's objectives when encountering them during job interviews.
Psychological tests fall into two main categories: supreme behavior tests and typical behavior tests. Supreme behavior tests include intelligence tests, specialized ability tests, and achievement tests. Typical behavior tests primarily refer to personality assessments.
Let's begin with superior behavior tests, which primarily measure differences in psychological and behavioral qualities. Ability tests typically assess actual ability, potential ability, general ability, and specific ability. Actual ability refers to "what one can do"—your current capabilities. Potential ability denotes "what one might do"—skills you possess but haven't yet demonstrated. General ability refers to innate talent.Achievement tests primarily measure knowledge and skills acquired through learning and training. These assessments typically evaluate numerical ability, verbal ability, logical analysis, mental flexibility, spatial imagination, memory, and analytical judgment. Through a series of tests, they assess communication skills, coordination, decision-making, adaptability, creativity, and information acquisition capabilities.For example, the common math ability test: 2, 8, 31, 128, ( ). This requires test-takers to deduce the next number through reasoning, making it a classic test of logical reasoning.
This is essentially a behavioral assessment, or personality test, primarily measuring an individual's character, temperament, motivation, and emotional state. Such tests are increasingly valued by companies because personality significantly influences behavioral habits. For instance, someone with an impatient disposition may be unsuitable for accounting work, while an introverted, socially awkward individual might struggle in marketing roles.Therefore, the alignment between personality and job role cannot be overlooked. When personality truly matches the role, employees can work more happily, familiarize themselves with their duties more quickly, and ultimately achieve higher performance. For leaders, this naturally reduces training costs. Before job interviews, it is essential to clearly understand your own personality traits and then apply for positions that suit your temperament. This approach ensures a more enjoyable and comfortable future work experience.These assessments typically utilize personality testing tools such as the 16PF test, MBTI assessment, color psychology test, OISC personality test, and others.
Regardless of the type of psychological assessment, authenticity is paramount. First, consider the highest-level behavioral assessments. These tests cannot be faked, as they measure abilities and intelligence. The only possibility for cheating is copying someone else's answers. Thus, these tests function like exams: you either know the answers or you don't.Personality tests, however, are influenced by "popularity," "social desirability," and "surface validity," which can skew results. Consequently, their accuracy is relatively low—statistically around 40%. Despite these limitations, candidates should still adhere to the principle of truthfulness when answering.
Personality test questions often elicit different responses and choices due to variations in knowledge and culture. For instance, using Western-designed questions to test Chinese individuals frequently yields contradictory results. Additionally, the "social desirability bias" plays a role—this refers to the tendency to align answers with what society deems acceptable responses to certain questions.For instance, when witnessing a thief stealing on public transport, your response might be: A) Ignore it and pretend not to see; B) Act heroically and confront the thief directly; C) Use wisdom to resolve the situation without harming anyone. Influenced by social desirability, most people would choose B or C, yet in reality, many would opt for A.Regarding "face validity," this is purely a matter of the questioner's intent. For instance, a common question: "Do you consider yourself a sociable person?" clearly aims to assess extroversion. Such questions, whose purpose is immediately apparent, demonstrate high face validity. Consequently, their true intent is easily discernible, potentially influencing the respondent's judgment and choice.
While many psychology experts can decipher these personality test questions, corresponding countermeasures against deception still exist. Therefore, when taking psychological assessments, the advice remains: adhere to authenticity. Answer based on your genuine thoughts.Avoid overthinking, as psychological assessments are often timed to ensure authenticity. When encountering such tests, refrain from analyzing their underlying motives. Remember, personality assessments are merely one reference point for employer selection—your actual capabilities matter most. Focus on excelling in other interview segments instead.