The 7 most difficult psychological work tests and how to solve them

Throughout the world, with the exception of some specific sectors, demand exceeds labor supply.

For this reason, companies, through their Human Resources functions, carry out a selection which, generally, begins with the receipt of the resumes (CV).

Then, if the candidacy advances, the candidates pass one or more interviews personal and different tests.

In the field of trial Two broad categories can be distinguished: those which aim to determine knowledge and those of personality.

therefore, the candidates They will have to draw a person in the rain or on a white sheet of paper, answer a series of questions, choose a color and also complete the drawings suggested by the dots.

The 7 most difficult psychological work tests and how to solve them

Here are some of the more difficult tests used from human resources experts:

• Test of the person in the rain. A very frequent and easy to perform test. However, each element of the drawing has a meaning and, therefore, allows you to identify personality characteristics since it measures how you deal with a disturbing element (rain).

• Try Lusher. It is another projective test carried out to learn about personality through the choice of a color (blue, green, red, yellow, purple, brown, black or grey).

• Wartegg’s test. The candidate will have to complete drawings to which he will then have to give a title. The purpose of this test is to identify information about your personality, such as your ability to solve organizational problems, creativity, and interpersonal relationships.

• Moss test. Test based on 30 questions and situations that allows you to evaluate behavior in a situation that requires control and supervision of staff.

• Test of the Domino series (D 48). It measures general intelligence and is related to logical abilities. It consists of finding the card that continues the series proposed in each question.

• Test SHL (OPQ32). This professional personality questionnaire contains 104 questions measuring 32 characteristics and aims to show how the candidate’s behavioral traits will influence his or her job performance.

• Try 16PF. Through 170 questions he identifies 16 personality traits. It allows you to determine the response to different work situations and is used in hierarchical personnel selection processes.

Tips for successfully tackling these tests

Although there is no specific technique for resolve successfully these tests, from the site PsicoSmart provide a series of useful tips:

Constant practice. Knowing the different test formats and questions will help you recognize patterns and techniques when evaluating. There are templates of these tests on the Internet.

Manage time. If a question is very difficult, it’s best to skip past it and come back to it later. The difficulty varies throughout the questionnaire and the first questions are not always the easiest to solve.

Read each question carefully. Many times mistakes are made more due to lack of understanding than ignorance. Sometimes there are misleading statements. Take a few seconds to capture the essence of the requirement.

Maintain consistency. In personality tests, if you answer in a contradictory way it could indicate that you lack sincerity or self-knowledge.

To be honest. Pretending to be “another person” doesn’t work in personality tests because, in fact, they are designed to detect inconsistencies and insincerities. Authenticity is the real key to successfully passing the tests and getting the desired job.