career guidance- this is a system of measures aimed at identifying the personal characteristics, interests and abilities of each person in order to assist him in the conscious choice of a profession that best suits his individual capabilities. Professional consultation- this is the process of providing psychological assistance in the form of advice, during which career guidance is carried out.

The following functions are distinguished in the career guidance system (L.D. Stolyarenko):

a) social - the assimilation of a certain system of knowledge, norms, values, allowing to carry out social and professional activities as a full and full member of society;
b) economic - improving the qualitative composition of employees, increasing professional activity, qualifications and labor productivity;
c) psychological and pedagogical - identifying, forming and taking into account the individual characteristics of each person choosing a profession;
d) medical and physiological - taking into account the requirements for health and individual physiological qualities necessary to perform a particular professional activity.

The main areas of professional support in connection with the choice of profession are:

a) professional education, built on the popularization of a body of knowledge about the socio-psychological and other aspects of the chosen profession; this activity covers the entire contingent of those choosing a profession, therefore, the quality of the work of this system determines the level of awareness, as well as the ability of those choosing a profession to operate with information about the world of professions, taking into account the conditions for the right choice, and to be aware of the situation of choice;
b) professional consulting, performing reference, diagnostic and formative purposes.

E.A. Klimov describes the most common situations of vocational counseling practice.

1. A person who chooses a profession is well versed in the world of professions, has chosen his profession in accordance with his interests, inclinations, abilities, has an idea of ​​​​the ways of obtaining a profession and applies to a professional consultation to confirm the correctness of his choice.

2. Choosing a profession has several options for a professional plan at once and does not know which educational institution to prefer.

3. A conflict situation when a professional plan causes disagreements, either internal (underestimation of oneself, overestimated level of claims), or external (conflict with parents, teachers).

4. The one who chooses a profession does not have a professional plan, is not self-confident, but shows a pronounced inclination towards a certain type of activity.

5. The graduate does not have a clearly defined professional plan, nor inclinations to any kind of activity.

An important role in the psychological support associated with professional self-determination is played by psychological diagnostics, which aims to study the individual psychological characteristics of both schoolchildren and those who have already chosen a profession and are studying in vocational education institutions. At the same time, professional suitability is diagnosed as a quality inherent in a person, which is supported by the interests, abilities of the subject, his professional intentions. The most common psychodiagnostic methods aimed at identifying a general professional orientation are the "Map of Interests", the "Value Orientations" method by Rokeach, the DDO method (differential diagnostic questionnaire), Holland's questionnaire.

professional selection- this is a system of events that allows you to identify people who, according to their individual personal qualities, are most suitable for training and further professional activities in a particular specialty. The main component of professional selection is the determination of professional suitability. Professional suitability- This is a probabilistic characteristic that reflects a person's ability to master any professional activity.

The main structural components of a person's suitability for work are (L.D. Stolyarenko):

a) civic qualities (moral character, attitude towards society); in some professions, the insufficient development of precisely these qualities makes a person professionally unsuitable (teacher, educator, judge, leader);
b) attitude to work, to the profession, interests, inclinations to this area of ​​work, the so-called professional and labor orientation of the individual;
c) general capacity - physical and mental (width and depth of mind, self-discipline, developed self-control, disinterested initiative, activity);
d) single, private, special abilities, i.e. qualities necessary in certain types of activity (memory for aromas for a cook, pitch hearing for a musician, spatial thinking for a designer, etc.); in themselves, these qualities do not make an ace out of a person, but are necessary in the general structure of professional suitability;
e) knowledge, skills, experience, training in the given professional area.

In professional selection, professional suitability can be assessed according to several criteria:

  1. according to medical indicators (attention is drawn to a number of contraindications that can predetermine a decrease in reliability in work and contribute to the development of diseases associated with professional activities);
  2. according to the educational qualification, competitive examinations (those persons whose knowledge ensures the successful mastery or performance of these professional duties are singled out);
  3. on the basis of psychological selection (designed to identify individuals who, in terms of their abilities and individual psychophysiological capabilities, meet the requirements for the specifics of training and activities in a particular specialty).

Stages of professional selection. There are several stages in the selection process. The first of these includes the psychological study of the profession in order to identify the requirements for a person. At the same time, the internal structure of activity should be disclosed and not just a list of mental processes that are necessary to perform a specific activity, but a holistic picture of their relationship should be shown. Information about professional activities can be obtained from various sources, such as studying instructions, documents that regulate activities; monitoring the activities of relevant specialists; conversation with specialists about the peculiarities of the profession, photography, filming, timing of professional activities. Information about the profession is summarized in the professiogram.

The second stage of selection includes the choice of psychodiagnostic research methods, including tests that best characterize those mental processes and professional actions in relation to which professional suitability should be assessed. The following requirements are imposed on psychodiagnostic methods and tests:

  1. prognostic value of the technique - characterizes the ability of the technique, the test to identify differences in psychophysiological functions in individuals with different levels of professional preparedness;
  2. reliability of the technique - characterizes the stability of the results obtained with its help in repeated studies of the same person;
  3. differentiation and validity of the method means that each method must evaluate a strictly defined function of the human psyche and exactly the function that is supposed to be measured, and not another.

The third stage of selection involves a psychological forecast of the success of training and subsequent activities based on a comparison of information:

a) about the requirements of the profession for a person and the obtained psychodiagnostic data with an emphasis on assessing personal characteristics;
b) on the possibility of purposeful improvement and compensation of the ITC (taking into account the time allotted for training), as well as the likelihood of adaptation to the profession, the possibility of extreme situations and impacts.

Professional selection in a particular organization involves the following main stages:

1) at the preliminary stages of creating a new organization or unit, it is necessary to plan the structure of the organization, determine the type of structure itself and the main relations of the organization and personnel;

2) at the design stage of the organization, the goals and results of activities, relations with the external environment are determined; processes are divided (by stages, hierarchical levels); functions are grouped and the grounds for combining individual stages of work into more generalized chains are highlighted; on the basis of this, the structure (specific divisions and working groups) of the organization is formed;

3) a general assessment of the need for personnel is carried out;

4) the search and organization of the flow is implemented;

5) work is being carried out with the applicants themselves, involving the following sub-stages: on the basis of a preliminary interview - collecting a database of applicants, preparing a list of candidates for vacant positions; collection of preliminary information from candidates; verification of information received from candidates; candidate testing; if necessary, a medical examination; a series of consecutive interviews with specialists of the organization; the final decision on admission to work (taken either by the decision of the management or by a special commission).

When evaluating candidates, typical errors are possible, described by N.S. Pryazhnikov: error of the central tendency (when some of the candidates are assessed with an average score, i.e., everyone is adjusted to the “norm”, although one can expect that some of the candidates are better and some are worse); the condescension fallacy (when most candidates score high, which can lead to the hiring of unsuitable workers); over-demanding error (most people get very low grades, which leads to weeding out potentially suitable employees); the halo effect (when the interviewer evaluates the candidate, focusing only on one, the most "important", his characteristic, i.e., the complexity of the assessment is lost); contrast error (when the average candidate is rated high if he comes after several rather weak candidates, or, conversely, is rated low if he comes after strong candidates); stereotyping in evaluation (the tendency to compare a candidate with the stereotype of the “ideal employee”, which is different for everyone and can be very different from the actual requirements of the job).

In the course of subsequent professionalization, the subject of labor, who has passed the professional selection, adapts to the conditions of activity, the team, the system of specific requirements for him as an employee and personality. On average, professional adaptation lasts approximately 1 - 1.5 years. In subsequent years, if the process of professionalization is progressive, a person claims to change his official status in the organization. In this regard, the personnel management service faces the following tasks:

a) studying the employee for the purpose of promotion;
b) finding out the possibilities of promotion to other types of work;
c) determining the level of wages and bonuses;
d) establishing grounds for demotion;
e) resolving the issue of termination of the employment contract in connection with dismissal or retirement;
f) making a decision on admission to the state, etc. These tasks are solved in the process of professional certification.

Certification- this is a special type of evaluation of an employee and the work actually performed by him, aimed at identifying the level of qualification in order to determine the degree of efficiency. Certification performs the following functions: serves as the basis for making administrative decisions on personnel management; informs employees about the relative level of their work; is a means of motivating the behavior of employees.

Evaluation of employees according to the main parameters of activity can be complex, local, prolonged, expressive (O.L. Razumovskaya).

A comprehensive assessment is the most complex type of assessment addressed to the activity as a whole, consisting of a study of the performance of individual functions. The purpose of a comprehensive assessment is to obtain a general impression of the employee's performance.

Local evaluation is based on the results of the execution of any one function or even part of it. The performance or non-performance of the function is stated and the reasons are established.

A prolonged assessment is carried out on the basis of a study of a long period of labor activity in the form of an analysis of individual documents, opinions and ideas of people about past and current activities. The projection of past activity on the present activity is determined, coinciding and different components are clarified. The identified matches are informative material that allows you to form an opinion about the stable and dynamic characteristics of the activity.

Expressive evaluation refers to the analysis of current activities. The difficulties of this type of assessment lie in the need to overcome the effects of direct observation and involvement in activities, manifested in the influence of emotionally charged relationships.

In the course of certification, such methods of obtaining information about an employee are used, such as studying written sources, interviews, studying an employee in artificially created conditions or situations, studying a candidate during a temporary position, expert assessments, etc.

People always strive to check the truth of the words of a communication partner. To do this, you have to peer into facial expressions and gestures, listen to the intonation of the voice, analyze the information heard. Similar techniques are used at the household level.

However, there are areas where the veracity of the information received must be absolutely accurate. For the most objective assessment of a person's honesty, some structures use a lie detector.

The polygraph is used in the Federal Security Service (FSB) when applying for a job. Let's find out how the verification process in the FSB goes, and can the results of a psychophysiological study on a polygraph in the FSB really be considered the ultimate truth?

The truth will win, but it must be decisively helped.
Julius Fucik

PFD in the FSB: what is it, duration, questions

PFO in the FSB is a Psycho-Physiological Examination of a person entering the service in the FSB.

PFD in the FSB includes includes the following types of testing:

  • Medical examination of the state of health.
  • Psychological tests, namely a set of specialized IQ tests (SMIL, CAT, Eysenck tests, etc.).
  • Tests for visual memory - the accuracy of memorization and reproduction of visual images, the speed of visual memorization.
  • Writing an autobiography by a candidate, an essay on a topic proposed by a psychologist.
  • Answers to psychologist's questions (about health, about sexual life, about the use of alcohol, drugs).
Further, all the material is analyzed and a psychological portrait of the candidate is compiled.
PFO duration: 6 hours.

Tip: Get a good night's sleep before PFO and polygraph testing! You will need a "light" head for the whole day.


Based on the results of the PFO (successful), a candidate for service in the FSB is assigned a polygraph test (more details below).

If a psychologist in the FSB, based on the results of the Volga Federal District, gives the candidate a verdict "Psychologically unfit for service in the FSB", then they will not be sent for a polygraph test.

Polygraph: principle of operation

The polygraph is a fairly complex technical tool designed to verify the veracity of the information reported by a person. The more well-known name of this device is a lie detector.


The polygraph evaluates the reliability of the data on the basis of monitoring and fixing the parameters of cardiovascular activity, as well as respiration, skin electrical resistance and other indicators of the physiological activity of the person being tested.


A modern polygraph consists of a portable PC, on the monitor of which the indicators are displayed, and all the information received is stored in the memory, as well as sensors that record the indicators of physiological parameters. Sensors record the following indicators:

  • breathing (thoracic and diaphragmatic or abdominal);
    electrical conductivity of the skin;
    pulse or blood pressure.

    These are the main indicators. An analysis of each of them is required to make a decision about the truth or falsity of the information received. If at least one of the listed characteristics is excluded, the results of the study are considered unreliable (invalid).


    There are sensors that check other parameters: voice changes, body tremors (motor activity). They are optional. It is impossible to make a decision based solely on these indicators.

    Polygram Structure Components

    Background - individual indicators of the physiological processes of the subject, who is at rest, when he is not asked questions.


    Reaction - a significant change in the dynamics of the flow of physiological parameters, observed in response to a certain stimulus (question). It can be expressed in strengthening or weakening the intensity of the dynamics of the processes.


    Artifact - a change in the activity of the flow of physiological parameters, caused by the influence of destabilizing factors (external or internal). It can be a cough, a reaction to external noise, pain. They are not related to the questions asked.


    The reactions that the subject demonstrates are not specific. This means that it is impossible to establish exactly what stimulus caused them (lie, fear, association). The main criterion is the stability and stability of a pronounced reaction in response to a stimulus (significant).

    Polygraph in the FSB: in what cases is it used

    All applicants for any position in the FSB pass a polygraph test.


    This is necessary to check the presence of hidden negative features of the character of a potential employee, selfish motives for joining the service, identifying "dark" spots in the biography (fraud, criminal record, addictions, corruption and other illegal actions).


    Also, to control the activities of employees, a scheduled polygraph test can be carried out. In some situations, it is used when dismissing employees. This is necessary in order to identify violations in the process of work.

    How to pass a polygraph in the FSB: procedure

    • First, the subject is instructed, signs documents confirming consent to the passage of a lie detector.
      To pass a polygraph, a person is located in a chair for the test. It is important that it is comfortable for him to sit, no factors (hard sitting, uncomfortable posture) cause discomfort.
      Before testing begins, all the necessary sensors are connected to the body, which will record physiological indicators during testing and transfer them to a computer (polygraph). To reduce psychological stress, the specialist explains what each sensor is intended for.
      Then comes the main test phase - answers on questions.

      The check lasts approximately 2 hours:

      • First carried out instrument calibration(its setting). Its essence is that questions are asked, the answers to which are known and obvious. The subject must answer honestly or lie.
        Then follows testing phase. During the answers to the questions, the sensors constantly read the physiological parameters of the subject. When he lies, the indicators change. This happens because any lie for the human body is a stressful situation. The reaction is formed at the subconscious level, so it is almost impossible to control it consciously. This requires a high level of self-control, which is developed through long years of careful and systematic training. Scouts are taught similar tricks.
        In most cases, a “silent test” is performed at the final stage of the study. Its essence is that a person answers questions in his mind, without pronouncing the answers. This is necessary to exclude the possibility of using methods to counter the polygraph.
        After the test is completed, the polygraph examiner carefully analyzes the data (polygram). Based on this analysis, he draws conclusions about the reliability of the information provided by the person.

        Statistics show that out of 10 people, only 1-2 candidates for a certain position successfully pass a polygraph test at the FSB.

        The truth of life is that life is not easy for someone who always tells the truth.
        Avreliy Markov

        Questions Asked During Polygraph Testing


        For all those who pass the polygraph, the FSB is given standard questions. Their set does not depend on what position a person applies for.


        All questions are related to identifying whether a person has problems with alcohol, drugs and the law. It is determined whether there are ties with criminal groups, loans, debts, gambling addiction, experience of forging documents, whether a person took bribes, whether his relatives have problems with the law.


        There are also questions that are aimed at identifying the conscious intentions of the candidate to harm the organization.


        Questions are asked in a chaotic manner so that a person does not have the opportunity to psychologically prepare for it and think over the answer in advance.


        If the subject overreacts emotionally to the testing procedure itself, the indicators are very “blurred”. In this case, you have to ask important questions several times. The result is determined by statistical parameters.

        During the polygraph test, three types of questions are asked:


how to answer psychological tests?

Often for fun or for the purpose of self-knowledge, we answer psychological tests ... sometimes - we are simply forced to answer them when applying for a job ... so why not figure out the secrets of psychological testing?

Psychological Test No. 0 Response Bias(I think this test is generally the most important)
If you do not know how to answer such questions correctly, your psychological testing will be generally pointless:
Are you in a bad mood?
Are you sometimes wrong?
Are you sometimes wrong?
Do you sometimes offend your loved ones?
Do you sometimes find yourself unable to concentrate?
Sometimes you do not have time to do everything?
Do you have bad days?
==============
If you answer no to such questions more than 1-2 times? This means that you have a tendency to tell lies about yourself - which means that you may not be interviewed by a psychologist at all when applying for a job ... it means that you are not objective towards yourself ... this means that it is generally pointless for you to answer psychological tests ! You lie too often and your test results will often be biased.

Psychological test number 1. Your favorite colors - test Luscher
You need to arrange the cards of different colors in order from the most pleasant to the most unpleasant. What does it mean? This test is aimed at determining the emotional state. Each card symbolizes a person's needs:
red color - the need for action

 yellow - the need for striving for the goal, hope
green - the need to assert oneself;
blue - the need for affection, constancy;
purple - escape from reality;
brown - the need for protection;
black - depression.
The location of the cards means the following: the first two are the aspirations of a person, 3 and 4 are the true state of affairs, 5 and 6 are an indifferent attitude, 7 and 8 are antipathy, suppression.
Key to the test: in the first four must be red, yellow, blue, green- in what order, it is not so important. The arrangement of cards in an order close to the original draws a portrait of a purposeful, active person.

Psychological test number 2. Drawing lesson
You are offered to draw a house, a tree, a person. What does it mean? It is believed that in this way a person can demonstrate his self-perception in the world. In this psychological test, every detail matters: the location of the drawing on the sheet (located in the center, a proportional drawing indicates self-confidence), a single composition of all objects indicates the integrity of the individual, what kind of object will be displayed.
It is also important what will be drawn first: a house is a need for security, a person is an obsession with oneself, a tree is a need for vital energy. In addition, the tree is a metaphor for aspirations (oak - self-confidence, willow - on the contrary - uncertainty); a person is a metaphor for the perception of oneself by other people; house - a metaphor for the perception of oneself by a person (a castle - narcissism, a rickety hut - low self-esteem, dissatisfaction with oneself).
Key: Your drawing should be realistic and proportionate. To demonstrate your sociability and willingness to work in a team, do not forget about such details: the road to the porch (contact), the roots of the tree (connection with the team), windows and doors (goodwill and openness), the sun (cheerfulness), a fruit tree (practicality). ), pet (care).

Psychological test number 3. Story
You are shown pictures of people in various life situations and asked to comment on: what is happening; what the person thinks about; why is he doing this?
What does it mean? Based on the interpretation of the pictures, it is possible to determine the leading life scenarios of a person, in other words - "whoever hurts - he talks about it." It is believed that a person designs situations in pictures for his life and gives out his fears, desires, view of the world. So, for example, if a picture shows a crying or laughing person, then it is expected that by commenting on it, you will talk about your motives for joy or sadness.
Key: you need to control your answers and interpret the pictures in the most positive way.


Psychological test number 4. Inkblot - Rorschach test
You are shown pictures of a shapeless blob (usually symmetrical) and asked to describe what you see. What does it mean? This psychological test is somewhat similar to the previous one, it also reveals your true attitude to the world. A positive interpretation of pictures (for example, communication between people) speaks of you as an active, sociable, positive person, a negative one (in a blot you saw a monster, a dangerous animal) indicates that you have a lot of unreasonable fears or deep stress.
Key: if you associate a picture with something obviously negative, comment on it in a neutral way. For example, don't say, "I see people fighting," but say, "People are emotionally connected."

Psychological test number 5. IQ test

 You are offered for a certain period of time (from 30 minutes) to answer several questions (from 40 to 200) of different directions - from mathematical problems to logical puzzles. What does it mean? These psychological tests are designed to determine the so-called Intelligence Coefficient. Although their effectiveness is increasingly in doubt (if a person has low scores, this does not necessarily mean that he is stupid, perhaps he has non-standard thinking, or he is simply trite inattentive), tests have maintained and increased their popularity for many years. The most common IQ tests are Eysenck.
Key: be as careful as possible, there are a lot of trick questions. If time is running out, and there are still a lot of questions - do not leave them without a solution, put down the answers at random, you will probably guess something.

================
If you are taking tests when applying for a job - be calm during the interview ... but don't give a damn - your motivation must be present but it should not go off scale ....

The most important! Don't get hung up on tests at all.
The more non-standard you are, the more original you think, the less tests tell the truth about you.
Physicist Einstein and inventor Edison were thought by high school teachers to be mentally handicapped...
Who remembers these teachers now... and who turned out to be right in the end?

Psychology of work: lecture notes Prusov NV

5. Professional selection

5. Professional selection

professional selection- this is a procedure for assessing the professional, personal and other qualities of an employee for compliance with the requirements established in the organization. Only after passing the professional selection procedure, it is possible to make a decision on enrolling an applicant for a vacant position, place. Most often, tests are used to determine professional suitability. There are five categories of tests used in professional selection.

1. Intellectual tests.

Short, holding time - from 12 to 30 minutes, and simple. This type of test was specifically designed to study the lower and middle personnel in the industry. Such tests may have relatively high validity for certain occupations, or may have no validity at all.

There are more complex tests for intelligence, but these tests require the professional qualifications of a psychologist and a lot of time. They are mainly used for the evaluation and selection of senior managers.

2. Ability tests.

The need for professional selection and training has contributed to the creation of a large number of aptitude tests.

Unlike intelligence tests, aptitude tests are recognized to reveal an employee's ability to learn quickly and effectively.

3. Psychomotor tests.

Aimed at assessing the speed and accuracy of motor coordination. Most of these tests are carried out on real equipment or simulators.

4. Personality tests and interest tests.

Such tests are based on the assumption that an individual will be a more successful worker if the structure of his personality and interests is similar to that of a person who has reached heights in professional activity and career.

The main drawback of this type of test is that many subjects may distort answers or answer questions insincerely.

5. Projective tests.

Test materials with a blurry, indefinite meaning are used, for example, black spots, an unfinished sentence, plot pictures, etc.

Initially, these tests were created by clinical psychologists to analyze human anomalies. In general, the validity of such tests is low.

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