In Soviet times, it was understood that all employees and job seekers are equally equal, right now, when business success directly depends on personnel, HR specialists use a variety of tools to determine the best qualities of applicants.

The very specialization of HR is not just a personnel department, but also the evaluation of specialists, their selection. One of such tools, which quite effectively reveals the capabilities of a person, is testing. Let’s consider the basic myths about this method of HR-managers.

An experienced HR manager does not need tests.

Or vice versa, any HR-specialist can not do without testing. Some managers believe that there is enough qualitative interview for the selection of personnel and familiarization with the resume, and the test will not give complete information about the skills of a person, since the behavior of a person varies in artificial and natural conditions. Opponents on the contrary see in testing the simplest and informative way to get data about the candidate in the required field. And the truth, as always, lies in the middle. Of course, a competent HR specialist should be able to use tests, but should not confine himself exclusively to them, since there are no less interesting and useful techniques – a personal interview, as an option. Do not forget that a large organization can have several HR specialists of various specializations. Therefore, the manager may well not use the tests, for example, if they already had his colleague in the department.

Tests are usually subjective, there is a certain dependence on the examiner’s personality.

Based on this statement, tests should not be trusted at all. There are close to the qualification tests of achievements, there are tests for solving certain problems. The answers to such questions are assessed quite objectively. Although often in the testing and apply non-standard techniques, for example, projective. And you can spoil any test, even the most objective, if you misuse it.

Successfully composed tests give reliable results that need to be trusted.

Highly reliable and valid tests really allow you to get information about personnel in the shortest possible time. The reliability of the test is that its results should not depend on random factors, season, weather, illumination, etc. But we must take into account that when testing, especially with the use of personal issues, a person can build on not always an adequate opinion about himself. It is also impossible to verify how truly the subject answered questions. His answers may well be influenced by various factors – anxiety, suspicion, social desirability, the need for approval, negativity to tests in general and to the exam, in particular. Therefore, it is worthwhile to accompany this method by other means. So the professionalism of the tests is precisely that they do not give an unambiguous verdict, they provide only an approximate forecast of activity, that is, with a forecast with some probabilistic accuracy. Only charlatan studies give an absolute guarantee. Specialists say that even according to the results of the most objective tests one should not judge unequivocally about the subject, as the results should not be unequivocally believed.

The instruction for conducting the test is not mandatory, it can be changed depending on the situation.

Applying this view may result in incorrect results. The studies confirmed that changing the test conditions stipulated in the conditions can really change the end results. Therefore, carefully follow the instructions. If the manual says that the test person must be entrusted before the test and opened to the examiner, then we must try to do this.

It is very successful for using truthful information to use projective methods (tests “non-existent animal”, “house, man, tree”, etc.).

This will help the subject to reveal themselves, since he does not suspect the true purpose of the test.The fact is that the informativeness of such techniques on the one hand faces the difficulty of analysis on the other, since they do not have objective norms and understand what the results of the test mean, only a professional can. Even the description of possible answers with their explanation in the instruction does not relieve from engaging in the evaluation of the results of an experienced psychologist. Yes, and the personality of a person, analyzing the results of projective techniques, is able to influence the result. After all, a psychologist may have a limited set of knowledge, his prejudices, attitudes.

Any diagnosis can be made using tests, as they are better than any other means of researching psychology.

No one denies the validity of the tests, but there are other effective methods. Many HR specialists work with the questionnaire, someone prefers personal conversations, often a structured interview is used, human activity is analyzed. The professional in the personnel work will use the method that will be most appropriate to the task, not restricting oneself to tests alone.

Western tests can be applied in our environment without waiting for their adaptation.

Some HR specialists like to keep pace with the times, applying the latest tests developed in the West. The results are respectively assessed according to the western scale, on the basis of which certain conclusions are drawn. This approach is incorrect. The fact is that the test at the creation is standardized on a certain group, the sample of subjects. Accordingly, its use is justified only on a similar sample. In the case of unadapted tests, the results can not be correlated with the figures given.

Testing requires a lot of material and time costs, the result is not worth it.

Indeed, there are very complex and time-consuming tests with scary abbreviations MMPI, WAIS, 16PF, CPI. To carry them out requires a certain preparation of those who conduct tests, as it is necessary to prepare forms, the necessary materials, and they take a lot of time. But it’s worth it, because the results usually pay off with interest. To speed up the collection of information, you can use short forms, as well as group test cases. It is not superfluous to use tests adapted to the passage on the computer.

To apply standardized techniques you do not need to be a professional, it will suffice to follow the instructions.

It would be incorrect to believe that carrying out psychological tests is an activity that is available to an unprepared person. Any psychodiagnostic technique, including testing, can be effectively carried out only by a specialist with the appropriate qualifications. It is he who can competently conduct testing, evaluate the results, interpreting them in the right way. Otherwise, the test is no longer valid, its adequacy can not be accepted. When testing by an external person, the scores collected by the test subjects can actually refer to their other characteristics, not reflecting what was originally intended for testing.

Than to use ready methods, it is better to create the tests focused on specificity of the enterprise and requirements to the personnel.

Not always the requirements of the enterprise coincide with a possible set of tests, because it is difficult to unify all professional activities. Therefore, the results of tests in such situations may not be correlated with the specified norms, which leads to the desire of the personnel services to create their own methodology. But it is worth remembering that the creation of the test is a painstaking and complex work, and the present, valid test should be standardized and verified. The uniformity of test conditions, as well as the reproducibility of the results when passing the test by different testers or by the same person at intervals, should be observed. The test should be valid, that is, measure exactly what it is intended for.If in the HR-service there are highly qualified specialists in psychodiagnostics, then they can make such tests, otherwise it is better to choose the ready variant from the available variety.

Computer variants of tests are similar to the standard type of “pencil-paper”.

The use of a computer greatly facilitates data processing and storage, and the test process itself is easier. The program analysis of the results is free from errors, it makes it possible to maintain a database of results. Today, almost all tests are adapted to the computer. However, there are specialists in psycho-diagnostics who believe that when using a computer, test conditions change, and, therefore, the test itself also changes. Hence the requirement for a new standardization of tests on the computer, since the former was designed for forms, and it can only be trusted with some assumptions.

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