Economists are in demand in companies where it is necessary to control costs, correctly calculate funds, and where constant analysis of the economic activity of the enterprise is necessary. Features of the profession, duties and limits of liability They require from an economist a special set of personal qualities, professional skills and knowledge, the presence of which contributes to career success, and the absence of which, accordingly, is harmful.

What personal qualities does an economist need?

Competence in the profession, of course, is more important than the psychological traits of the employee, however, the employer also pays attention to them. A person may know his profession well or even far exceed the required minimum, however, if he does not possess a number of necessary personal qualities, and, therefore, does not work for pleasure, his productivity is unlikely to be impressive. Worse, it can negatively affect the rest of the team.

Let's try to create a generalized portrait of an economist, formulating it into a list of characteristic personal qualities. So, a typical economist:

• diligent, neat and attentive. The profession requires intense and painstaking work, most often related to paperwork and calculations;
• has an analytical mind and scrupulous mathematical and logical thinking, knows how and loves to work with numbers;
• knows how to quickly concentrate in any situation;
• emotionally stable, because activities are often associated with stress, urgent preparation of reports, analysis of large volumes of information in a short time;
• principled, honest and responsible. Otherwise, a professional economist, constantly seduced by his proximity to financial flows, can quickly turn into a good swindler.

What should an economist know?

If the listed personal qualities can be called necessary for any economist, then in terms of knowledge and skills, what is common to all economists is, in fact, a higher economic education, then the set of knowledge and skills depends on the corresponding directions. For financial management you need one thing, for analytics - another, for statistics - a third, for an accountant - a fourth, etc.

Nevertheless, let's try to outline the general minimum knowledge for a typical economist. So he should know:

• the procedure for developing financial annual plans and various business plans;
• clearly know and follow the order and timing of all financial reporting;
• procedure for developing materials, financial and labor costs;
• market methods of farming, all technologies used in production;
• all methods of economic analysis and statistical accounting;
• the economist must determine the economic efficiency of new technologies introduced into production;
• all rules for the preparation of materials when drawing up contracts;
• all methods and methods of carrying out computational work;
• accumulated foreign and domestic experience in the rational organization of the economy in market conditions;
• labor legislation standards.

What should an economist be able to do?

• An economist must speak foreign languages, and knowledge of English is often, if not a prerequisite, then significantly influencing the level of salary.
• An economist must have excellent command of a computer and all software necessary for work (usually 1C products). Due to the fact that all calculations in modern realities have long been carried out using a computer, and not wooden abacus, computer science is one of the main and compulsory disciplines in economic universities.
• An economist must understand all the intricacies of planned economic work.
• An economist must understand the management of all accounting documentation.
• An economist must understand all complex legal acts, regulations and orders.
• An economist must be able to defend the interests of his company.

Before entering an economics major, you need to decide what exactly attracts you in economics and business, choose a direction that matches your personal interests and qualities. The admissions committees of economic universities will help you make your choice. In addition, large economic universities, such as, for example, the Financial University, often hold open days for applicants, where applicants can get all the information they are interested in and make the right decision. Contacts of the admissions committee and announcements of events for applicants can be found in the relevant sections on the websites of educational institutions.

Economist is a modern profession, and yet the word “economics” in Ancient Greece (that’s where it was invented) meant “housekeeping.” That is, household management was subject to economic analysis. Aristotle is traditionally considered the first economist, building theories about the exchange of goods, their value and utility, although, based on the research of Asian scientists, we can conclude that the “first” was the brahman Chanakya (c. 350-283 BC) - Advisor to Emperor Chandragupta.

Today, it is difficult to imagine not only an adviser to the emperor, but also a small trading company without a specialist in economic issues. The requirements for economists depend on the specifics of the company's business.

Shares experience in selecting specialists from the economic sector Denis Oreshkin, head of the planning and economic department of a defense enterprise , who got into this position 10 years ago and went through all stages of his “economic” career.

Education

When reviewing a resume, I first look at the university from which the candidate graduated. I need people with higher economic education. It is advisable if this is an economic engineer, because... He must also understand technology.

Economic and legal education is good when a specialist is needed in the labor and wages department. Let it be, for example, an economist who has completed law courses. Such a specialist will have an advantage over everyone else, because this means that a person is constantly striving for something, wants to grow, work on himself, and improves his professional level.

Experience

It is important that you have at least two to three years of work experience as an economist. Five years is great, it means that the applicant already knows a lot, he can be entrusted with a separate plot.

Unfortunately, I cannot hire yesterday’s institute student for the department’s average salary, because I will have to train him for a year, while other specialists will know about it. Questions will arise as to why he earns the same amount as they do, and unnecessary nervousness will be created in the team.

If, on the contrary, an applicant is of pre-retirement age, whose breaks in work are no more than one to three months and his experience in one place is at least two years, then it is clear that he will not go anywhere and will hold on to the position with his teeth. In addition, such candidates usually no longer have problems with children and absences from work. So the last option is preferable for me.

Experience

Experience is what can be a candidate's main trump card. The larger the enterprise, the higher, as a rule, the level of the specialist and his horizons should be, because large companies are more often involved in concluding government contracts. Therefore, preference during the selection of applicants is given to former employees of large enterprises.

Men - green light

I try to hire young men, because... The risk that a girl who has recently graduated from university may go on maternity leave is very high. Despite the fact that I may be accused of discrimination based on gender, I, as the head of a department, would not like to waste time training a person and bringing him to the level we need, knowing that soon I will have to repeat this path again.

Phone conversation

During a telephone conversation with the applicant, we discuss the salary amount for the probationary period. If a person says: “I agree” or “I’ll think about it,” then I’ll think about it too. If the person who said “I’ll think about it” adds when and at what time he will call back to give an answer to the subject of the interview (even negative), this characterizes him on the winning side. If he agrees to at least something, then most likely he is an unclaimed specialist, otherwise he would rate himself more highly.

Preparing for an interview

It is better to schedule interviews for the next day and for several candidates at once (at different times). And not in the very morning, so that I would have time to do all the urgent things, and they would have enough time to properly get ready, prepare, put themselves in order, and find their way. I leave all my phones - both mobile and internal. If a person arrives on time - neither later nor earlier, I really appreciate it. Questions: “How to get there?” - are already superfluous, and begin to cause concern, because The address, in my opinion, is enough.

Appearance and speech

During a conversation, first of all, I pay attention to the speech - how it is delivered, how competent it is. It is important how the applicant is dressed. For a man, the norm is a formal suit, a light shirt, and ideally a tie. For girls, in addition to clothes (a formal suit), hairstyle is important - businesslike, not overdressed, and makeup, which should be moderate. In general, the most business-like appearance.

Documentation

Next, I look at the applicant’s documents. A business person should have everything with him, including his passport. If there is a young man in front of me, I will look at his military ID. I will find out from a person who did not serve the reason why he was not taken into the army - I don’t want to run into someone who is cowardly or sick. With a deferment for family reasons, you also need to be careful so that it does not expire just when the newly minted conscript has just been taught everything.

A work record book and a diploma, with grades, are required. A correspondence student, and even with C grades, is not our option. Just “5” is also bad: such a “crammer” does not have an analytical mind, because a specialist does not need all the subjects, his goal is to think and reason. The main thing is that a person learns to do this, which means that at work he will be able, based on his basic data, to find the answer to questions that are new to him.

Professional skills

I am interested in the subjects that are in the diploma, I ask what I studied. In this way, I find out whether the diploma was not purchased, or whether the candidate has forgotten everything he was taught. I go through the basic rules of economics. If a person, answering, for example, the question: “How does profit differ from profitability,” says that they are the same thing, then its level becomes clear, since profit is an absolute value, and profitability is a percentage value. The nature of the questions depends on what position the employee needs to be hired for: the labor and salary sector, the statistical reporting sector, financial and overhead cost accounting, contractual. By asking questions (sometimes 10 are enough) on the qualities that the applicant indicated in the resume, you can determine whether he is deceiving, whether he actually worked in this area. Starting to get confused and invent, let’s say that it was like this in their organization, the interviewee gives himself away, since it cannot be this way or that, because. There are regulatory laws and documents according to which everything is done.

I will definitely ask about your level of computer proficiency. An economist who cannot work in Excel is not an economist.

Last place of work

It is also important what a person has been doing lately, what company he came to us from, and what exactly he himself did in his previous job, what he improved, refined. We have quite a large amount of reporting underway; within the framework of contractual work, we mainly work according to the templates of those government agencies with which we communicate, since their templates are not subject to revision in terms of contracts and the necessary annexes to them in the scope of providing information. Mid-level enterprises also have these forms, but they are smaller in volume. Accordingly, specialists who worked in government agencies, passed competitions, entered into government contracts, were much higher in terms of knowledge, experience in visiting and agreeing on contracts, price protocols, execution sheets or providing calculations of actual costs than any specialist who worked in middle management or small company.

Thus, an economist is someone who worked at a large enterprise, because In small enterprises, maintaining an economist is expensive and unreasonable. If they exist, they usually perform the functions of an accountant. And this is just a person who performs the operation of copying papers from payment orders and prepares small reports. Therefore, if you hire a specialist with work experience for a large enterprise, it is advisable to hire an employee from a similar level.

Reasons for layoffs

I will listen carefully to all reviews about my previous work - negative ones will alert me. I will definitely ask the applicant about the reason for dismissal. I am impressed by people who quit not because of their inability to establish contact with colleagues or superiors and not because they were conflict-prone, but who showed a desire to grow, gain new skills, knowledge, broaden their horizons, and strive to establish themselves.

Many people leave in order to advance their career. And this, I think, is logical after three years of working in one position. If a person has a job title of “deputy department head” with 5 years of experience and applies for a manager position, this is completely normal. If a specialist applies for a vacancy as a head of a department from the position of a leading economist, i.e. Having passed a couple of steps, then, as a rule, enterprises do not meet him halfway.

Quite recently, a girl who could not get the position of head of a bureau in her previous job came to replace us as a leading economist from exactly the same position. She even agreed to an equivalent salary, but with the prospect of getting the desired position in six months. If she passes the probationary period, we will be able to set her the salary accepted at the enterprise, and three months later, having seen her zeal for work and having no complaints about her, I will work for her promotion.

Dry residue
Even if in front of me there was a constructive, intelligent, psychologically stable person with the necessary knowledge, whom I was almost ready to hire, I would still make a final decision only after I had communicated with all the invited candidates.

I will definitely notify all unsuitable applicants about the decision. And I’ll do it over the phone, because it’s easier to refuse that way. I’ll wait a week and report that we have already selected a person for this vacancy, even if this is not the case, even if the applicant’s inadequacy was clear from the beginning. A week is enough for the latter to calm down and not take everything I say to heart. This way I don’t humiliate him or hurt his feelings and I don’t feel awkward myself.

• Recruitment and selection, Labor market

With the increase in the number of economic universities and specialists who graduate from these educational institutions, the chance of getting hired by an employee with low qualifications or, even worse, a purchased diploma, increases.
In addition, not all students clearly understand who they are studying for, since their desires often boil down to sitting in an office and simply sorting papers.
Therefore, before hiring a new person for an open vacancy as an economist, it is important to pay attention to some of the knowledge and skills that a candidate coming for an interview should have.
In this article you will learn what an economist should know during an interview.

Education and experience for working as an economist

Before hiring an economist, you need to clearly understand whether you need such a specialist in principle. If your company is not very large and is classified as a medium or small business, then you will only need the services of a good accountant. However, if you are involved in a large business, then the issue of choosing a suitable candidate for the responsible position of economic analyst should be approached with the utmost seriousness.
First of all, it is necessary that the education be received in a respected and self-respecting educational institution. And not at a recently opened faculty of a university that initially had nothing to do with economics.
Very often, such faculties are opened by institutes or local universities to receive money. And, more often than not, such universities produce low-quality accountants, and not economists, who were initially assigned to this specialty by their parents.
If you doubt the authenticity of the applicant's diploma, then this will not cause you big problems. Since 2014, there has been a Federal Register of Diplomas of Higher Education, in which, through an electronic request to the Ministry of Education of the Russian Federation, you can obtain the necessary information about the document provided.
As for experience, it is better for you to hire a specialist who has previously worked at an enterprise of the same level as yours. If you are not ready to hire young specialists for training. But the latter must be done either independently or with the help of the existing analytical department.

Examining a resume: qualities and skills of an economist

When viewing a candidate's resume, you will need to pay attention to the exact name of the specialty. This is necessary because there are a lot of areas of economic education. If you need an economist for an enterprise that requires working with equipment and complex calculations, it is better to look for an economist-engineer.
If there is a need for a specialist with knowledge of jurisprudence or another field, this is also worth paying attention to. It will be good if you come across an applicant whose resume contains notes about completed additional courses or advanced training. This means that you will get a person on your team who does not stand still and is committed to developing his skills.

Questions and sample answers to them

Now let’s take a closer look at the next part: interview for an economist, questions.
There is a list of questions that can be used to determine the candidate’s level of knowledge. What do they ask when interviewing an economist? Typically, all questions can be divided into three categories:

• base- one without which you cannot hire a person;
• average— the applicant will be able to work for you, but subject to additional training;
• high- you found the one you were looking for.

• • what is the difference between profit and profitability;

Profit is an absolute value, and profitability is calculated as a percentage.

• • What is break-even analysis?;

Analytical study of the relationships between costs and income at different levels of production.

• • what ratios belong to the group of financial stability ratios;

Autonomy coefficient, debt-to-equity ratio, mobile and immobilized funds ratio, maneuverability coefficient, equity ratio.

• • costing based on actual costs;

It is a costing method in which the actual direct costs of materials and labor and manufacturing overhead are included in the cost of production.

• • estimation method for determining cost;

An accounting method in which the credit for work in progress and the debit for finished goods inventories include not actual, but estimated costs.
Thus, based on the above, it becomes clear to the candidate what an economist needs to know during an interview. And the recruiter now has an idea of ​​what questions to ask an economist at an interview.
Here are some examples of multiple choice test items.

1. 1. The concept of profitability is defined as:

• ratio of profit to cost;
• the difference between revenue and production costs;
• difference between price and cost;
• the ratio of revenue to production costs.

1. 1. Determination of the market value of all final goods produced during the year in the country:

• national income;
• national wealth;
• net national product;
• gross domestic product.

1. 1. What does the Laffer curve show:

2. dependence of demand on price;
3. quantitative measurement of inequality in income distribution;
4. tax revenues to the budget;
5. dependence of tax revenues on the tax rate.

If we talk about tasks, the easiest way to test a candidate’s knowledge is to give him the task of writing several formulas and constructing several graphs in Excel.
Without the applicant having such skills, you can safely refuse his candidacy. You can also try to test a person’s general intelligence by asking him several quick-witted and creative thinking problems.
Examples of thinking tasks:

Example 1

Take 4 liters of water if you only have two jars: one for 3 liters and the other for 5 liters.

Answer:

The first option is to take a full five-liter jar and pour some into a three-liter jar - 2 liters will remain. Then pour all the water out of the three-liter jar and pour the remaining 2 liters of water in the large jar into it. Then fill the five-liter jar again and pour some into the three-liter jar. Since the small jar is already partly full, only one liter will fit in it, while the large jar will have 4 liters left. Problem solved.4
The second option is to take a full three-liter jar and pour it all into a five-liter jar. Then pour out all the water from the large jar and pour in a liter of water remaining in the small jar. Then fill the three-liter jar again and pour the water into the five-liter jar. You will get 4 liters. The problem is solved.

Example 2

Several children stayed at school for extended periods. One of them drew very well and quickly, and as a result the teacher gave him a task: to draw all those students who cannot draw themselves. The boy became thoughtful and couldn’t understand whether he should draw himself:
If he can draw himself, he shouldn't;
But if he does not do this, then he must draw himself.
What should a boy do?

Answer:

Ask a clarifying question to the teacher.
This problem creates a situation in which there is no solution, because there are no additional conditions through which a meaningful answer could be found. And with its help, you can see whether an economist can determine how much data will be enough for him to solve a given problem.
Don't forget also about the general questions that are asked at most interviews and give an idea, for example, about the marital status and personal qualities and preferences of the candidate.
It should be taken into account that the work of an economist involves a lot of time and confidentiality of most information about the company. Therefore, the candidate being hired must speak well and competently, but not be prone to talkativeness.

Evaluation of the candidate after the interview

After you have talked with an applicant for the position of economist, it is worth once again weighing the pros and cons, based on the overall impression of the applicant during the interview.
Factors such as:

• appearance - it is best if there are clothes close to the classic office style;
• behavior - calm and restrained, with competent speech without unnecessary talkativeness;
• level of knowledge - it’s good if the person answered most of the questions related to his specialty, and also does not belong to those who can quickly leave your company under the influence of circumstances.

For example, you should be more careful if in front of you is a very young man who has not served in the army and has not received a white ticket, or a young girl who has recently gotten married and is planning to have children.
The information presented in this article is only a basic and minimal guide to action when hiring an economist. It is best to entrust this work to competent HR specialists who have enough experience and knowledge. Well, candidates now have an idea of ​​what interview questions for an economist might ask.
Thanks to their skills, personnel officers will help weed out the majority of applicants who are not suitable for such a responsible position. It is also advisable to conduct an additional independent check, since the HR department will conduct an initial interview with an economist. And the level of knowledge and skills can only be determined by someone who is well versed in the required specialty.

Almost every person has encountered the interview procedure. In preparation for the meeting, applicants draw up summary, which reflects past places of work, positions held there, indicate professional skills and personal qualities. Those who prepare more thoroughly can take additionally some developments from previous places- these are articles, methodological documents, etc.
After this, many, having put on a business suit and having learned the standard answers to the employer’s questions, fully confident in your readiness for an interview. After a failed conversation with an employer, many realize that the point was not really taken into account, that now the employer wants not only to ask questions, but also to hear them.
So that the initiative applicant shows interest in the company, even if only for show. Exactly interest is key in the opinion of the person at the interview, and in his interests to make an appropriate impression of himself. This means that when thinking through the answers, you should prepare and a list of questions to the employer.

Asking applicant questions

During an interview, the employer always plays the leading role. What to ask during an interview with an employer?
All communication is based on questions, and the first half of the communication is from the recruiter.
His task is find out as much information as possible about a person, his achievements and professional skills by analyzing the person’s answers and behavior during a conversation.
Sometimes it is not the essence of the question that is important, but the candidate’s reaction to it, his ability to quickly get out of a difficult situation, the level of logical thinking, and a sense of humor. So, the main task of the employer’s questions is testing knowledge, skills and abilities applicant for the position.
An applicant for this position does not have to ask anything. But since the interview is built from answers to questions asked, this is an opportunity for the applicant to prolong the conversation and show the employer as much as possible its positive sides.
The task of the applicant’s questions is creating a positive impression of yourself through showing interest in the future profession, competent speech and clearly formulated thoughts.

Classification

All possible questions during an interview between a candidate and an employer can be divided into several blocks. It is not necessary to ask absolutely all questions; it will be enough to select the most important ones from each, and ask 4-5 questions. The categories are as follows:

1. Questions regarding job responsibilities. Sincere interest in work should be manifested in the form of questions about future tasks and work functions, such as clarifying the boundaries of influence, details, and unclear points. For example: “Who is my future immediate boss?”, “How many people will work with me in the same office? ", "Is there financial responsibility for the position?", "Will it be possible to wear a hairstyle with long hair?"
2. Questions, concerning the company. This may be clarifying information: “What is the number of employees,” “What is the number of clients of the company,” “How long has the company been on the market.” Although it is better if the candidate collects information in advance and voices it at the right time.
3. Questions prospects for personal development. This type of question will indicate the foresight of the applicant, his desire to work and develop together with the organization. For example: “Are there plans to expand the staff?”, “What is the average age of managers?”, “Are promotions common?”, “What are the conditions for obtaining promotion?
4. Questions regarding main problems that will have to be solved future employee. Or the purposes for which this vacancy is being filled. The questions asked should strengthen the recruiter’s confidence in the deep interest in the high-quality performance of tasks. For example, “What are the criteria for assessing the performance of work in this position?”, “What indicators will be considered good?”, “What are the main responsibilities and what are secondary?”, “What need to be done during the working day?
5. Questions regarding motivation systems. The topic is especially important if the amount of remuneration has not been announced, and must be raised during the interview. Not only the amount is important, but also the factors influencing it, as well as the motivation system in the organization. For example: “What is the starting salary for the position?”, “Will there be mandatory extracurricular work?”, “Will there be an opportunity to take a summer vacation? ", "How long is the lunch break?"

What questions should an employer answer?

When preparing for an interview, applicants must not only successfully answer all the recruiter’s questions, but also formulate your questions correctly, some of which have every right to receive comprehensive answers.
There are several of them:

1. About salary. In addition to its amount for a specific position that you plan to occupy, you can clarify the terms of remuneration payment: whether official or “in an envelope”. And also a breakdown of the final figure, whether it includes interest and bonuses. It can be unprofitable to get a job at an enterprise with a “gray” salary. For example, if a certificate is needed for a loan, it will indicate only the official part of the income.
   A separate issue is remuneration during the probationary period. If the amount is too low, you need to take a closer look at the company and find out what kind of staff turnover, and whether they treat employees fairly. A very long probationary period is another reason be wary, since on average it is 2-3 months, and for top managers up to six months.
2. Availability of a social package and compliance of the Labor Code with legislation. The company must guarantee the right to take sick leave and be on vacation for the required time when the employee needs it.
3. Availability irregular working hours and business trips. If this mode of operation is practiced, you need to find out whether remuneration is provided for overtime. If there are business trips, it would be a good idea to find out their duration relative to the total working time.
4. ABOUT job responsibilities. In addition, find out about the workplace: where it is located and what it is equipped with.
5. ABOUT additional costs. It would be useful to know whether the company reimburses travel and mobile communications costs.
6. ABOUT requirements for employees. This includes standards of behavior such as whether smoking at work is encouraged or prohibited, whether it is possible to leave the workplace before the boss. Are there any excesses in the corporate culture, such as mandatory attendance at joint sporting events on weekends, etc. etc.

Which questions does the employer not have to answer?

In addition to the questions that the recruiter is required to answer, the applicant can ask any other. Among them there may be questions of a personal nature, incorrect, not related to the subject of conversation, of little significance, or that are a corporate secret. To such questions the employer has every right not to give an answer.

How to avoid mistakes

During the interview process, it is important not only the content of the questions and answers, but also the ability to present them correctly.
At the same time, the main mistakes of the applicant, which will negate any correct logical construction, and ruin the first impression, This:

It is clear that the issue of asking the right questions is equally important for both the job candidate and the employer.
And the main secret of a recruiter’s positive decision to hire an applicant lies in in preparing answers to possible questions and preliminary study of various information about the employer company.
There is no need to be afraid to ask interesting questions during an interview, but in communication be confident and open, and then all the effort spent will definitely lead to your dream job.


Lie detector tests during job interviews have come into use relatively recently. The trends are such that hardware testing before hiring Not only future intelligence officers or security guards are exposed, but also representatives of “peaceful” professions.

A polygraph, also known as a lie detector, determines a person’s psychological state based on physiological indicators. The complex methodology notes the following reactions to certain questions:

1. Pulse and heart rate.
2. Arterial pressure.
3. Temperature and conductivity of the skin.
4. Motor and speech activity.

Intent to lie causes changes in data indicators that are recorded by the device. The technique has found wide application in organizations where the success of the enterprise is directly related to the integrity of each employee. Testing when applying for a job - not the only task of the polygraph.
Some companies offer employees to undergo testing during the certification process, and they also use a lie detector in cases of emergency situations.

Purposes of use

When applying for a job in a company, polygraph used to identify biographical facts that a candidate for a position is deliberately trying to hide. These may include such very unseemly acts as theft, forgery of documents and other fraud at the previous place of work.
You can undergo a lie detector test if you have been an employee for more than a year if there has been a shortage or leak of classified information in the organization. This forced measure allows you to narrow the circle of suspects and identify the culprit as soon as possible.
There are isolated cases of abuse and excess of official authority by polygraph examiners: to please the customer or out of morbid curiosity, there is gross interference in the personal lives of employees, violating professional and ethical standards. The category of privacy includes issues related to political and religious views or sexual preferences.

When to use a lie detector

According to Article 70 of the new Labor Code of the Russian Federation, the very fact of using a polygraph to check compliance with the position for which the applicant is applying is a completely acceptable procedure. There is a practice of including this testing condition in an employment contract; in this case, the provision for a polygraph test is regarded from a legal point of view as a specific condition of hiring an employee.
The decisive factor is a documentary signature of voluntary consent to polygraph testing. True, refusal can be regarded as an indicator of unreliability a priori.
The following circumstances limit the use of the polygraph:

1. Age up to 14 years (except for investigations of serious crimes, in which case a polygraph interview is carried out with the consent of parents or guardians and in their presence).
2. Physical or mental exhaustion.
3. Cardiovascular and pulmonary diseases.
4. Third decade of pregnancy.
5. Alcohol intoxication or drug intoxication.
6. Myocardial infarction or stroke.

Refusal from polygraph testing for health reasons is confirmed by a certificate from a medical institution.

What questions are asked during a polygraph interview?

The “pioneer” in the official use of the polygraph during employment or transition to a new position was the structure of the Ministry of Internal Affairs in 2013, adopting the successful experience of foreign colleagues. The ability to determine the psychological portrait of an individual using a polygraph brings personnel policy to a higher level, which has a positive effect on the image of the structure.
The candidate may be asked the following questions:

1. Have you ever killed an animal?
2. Do you like weapons?
3. Would you like to participate in special operations or combat operations?
4. Did you have to keep military secrets?
5. Are you prone to making mistakes?
6. Do you love your parents?
7. Do you often get humiliated?

Do you like to humiliate others?

• Have you used drugs, psychotropic substances, or alcohol in large quantities?
• Are you driving while intoxicated?
• Do you like energy drinks?
• Do you often gamble?

Essentially the same questions can be asked several times in different interpretations, for example, “Do you condemn those who humiliate people?” or “have you used smoking mixtures this year?” If you fail to pass the strict selection process, you can have a second interview with a polygraph test no earlier than six months later.
Polygraph testing Everyone who wants to become a bank employee will have to undergo. In questions for candidates, the emphasis is on law-abidingness and the ability to prudently handle finances:

1. Did you commit forgery for money?
2. Have you ever stolen?
3. Do you condemn bribe takers?
4. Do you have any outstanding loans?
5. Have you or your relatives been convicted?
6. Have you worked for competitors, are your connections still in place?
7. Do you like working in your specialty?
8. Do you often drink alcohol?
9. Have you ever tried narcotic or psychotropic drugs?

Despite the fact that the applicant will have several interviews: with his immediate superiors, with the branch management and the management of this banking structure, the results of the polygraph test are the decisive factor. In case of successful testing The employee will have to repeatedly answer polygraph questions: Regular checks are widely practiced in the banking system.
Lie detector testing begins with determining the reactions of the test taker. For this purpose, corrective questions are asked, the answers to which are obvious: for example, “Is it summer now?” or “Is there a table in this room?” With further truthful answers, the indicators will be similar. The test gradually becomes more complicated, the questions become more slippery and tricky: about crimes, the presence of credit debts, drug use, family problems.
The polygraph continues to record parameters at this time. The operator provokes the interviewee, demanding that he answer all questions in the same way. It is quite natural that under such conditions false answers are inevitable. Some questions have been encountered before, so the truthful answers to them are already known to the polygraph operator, and he checks the test subject’s reaction to truth and lies.
The operator asks a question and lists answer options that require confirmation or denial; the questions are related to unseemly actions. If the person being tested feels guilty; as he gets closer to the correct answer, his anxiety increases. Polygraph indicators show such situational changes in emotions especially clearly.

How to respond when using a polygraph

According to ethics, before a job interview using a polygraph, the range of questions is discussed in advance. As a rule, these are general questions that require monosyllabic answers. Some of them may seem identical, and this is not a coincidence, but a method of eliminating random reactions.
When answering questions, follow the instructions of the operator: not only the answers of the person being tested are taken into account, but also his behavior. Violation of standard rules calls into question the accuracy of the results.
Usually it is required to remain motionless, refrain from physiological manifestations, gestures and nods of the head. Information obtained using a polygraph is, by default, indicative and recommendatory in nature.

Is it possible to fool a machine, how to bypass a polygraph at an interview

Knowing the principle of operation of the polygraph, you can find a way to resist him, since there are reasons for it. Dulled reactions can confuse the technique. There are many ways to achieve sensitivity reduction. One of them is taking medications, a method that is quite effective and, at the same time, risky.
Taken for the first time in my life, a drug that blocks the production of adrenaline, may cause an unpredictable reaction. However, in this case there is a chance to refer to illness. Alcohol has a similar effect, but alcohol intoxication is much easier to identify than the effects of drugs.
“Non-drug” tricks, such as imperceptibly tensing muscle groups while answering a certain group of questions, also enjoy a certain degree of popularity. Experts recommend with forcefully press your toes into the floor.
Experts do not advise resorting to tricks: the likelihood of exposure and being marked “not recommended” is too high. The fact that in exceptional cases deception is successful indicates the lack of qualifications of an individual operator, but does not cast doubt on the accuracy of the methods as a whole.

How to analyze the received readings

The information obtained using a polygraph is analyzed by a computer program. Polygraph examiners disagree on how reliable the result is based on data processing. It is noteworthy that in countries where lie detectors have been used for a long time, they tend to be trusted only 50%, while companies providing polygraph testing services guarantee 97% accuracy.
And finally, some statistics. Men are more loyal to hardware testing than women. Among the age groups, those under 23 and over 50 years of age are most willing to undergo a polygraph test. The younger group is driven by curiosity, while the older group is confident that they have nothing to hide.

An accountant is one of the key positions in any company, so you need to approach the selection of a person for this position responsibly. But it is necessary to select not a good candidate, but a candidate who best suits the company. At the same time, the company must meet the requirements of the specialist.

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In order to assess the personal, professional, business and other qualities of a future candidate for a responsible position, an employer can conduct a so-called interview - a “live conversation” procedure between the company’s HR manager and a potential employee.

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How it goes

The interview takes place in a format determined at the discretion of the employer.

In the vast majority of cases, the interview is carried out in a dialogue mode between the candidate and the company's HR manager. Other persons may also be present - the direct head of the company, the head of the structural unit to which it is planned to hire the employee, and other persons.

The interview structure may consist of several parts (stages), for example:

1. Theoretical part.

At this stage, the HR manager and other persons involved in the process ask the applicant for a vacant position various questions, usually directly related to future work.

The theoretical stage can also be carried out in the form of a written test - within a certain time, the candidate will be asked to answer 10-20 questions, choosing 1 correct option from several proposed ones.

1. Practical part.

In this part of the interview, testers can ask the subject to solve any practical problem - from the banal “sell a pen” to impromptu negotiations with potential contractors.

1. Psychological part.

After the candidate has successfully completed theory and practice, that is, demonstrated his professional qualities, the most crucial stage will begin.

The form of conducting this stage can be different - for example, banal questions (“What are your strengths and weaknesses”, “How much of a conflict person are you”, etc.). Or they can put the candidate in some non-standard situation and see how he finds a way out of it.

FAQ

As a rule, in most cases, employers “do not reinvent the wheel” and ask the same questions over and over again.

	A comment
Open and closed	Open ones imply giving a detailed answer (for example, “Tell me briefly about yourself”), and closed ones imply only “Yes” or “No”
Suggestive	An example of such a question is when an employer talks about the company’s extensive activities in other cities, and at the same time asks how the subject feels about long business trips.
Behavioral	With their help, it becomes clear how the employee acted in a particular situation.
Projective	Giving an answer to them involves using the experience of other people through the prism of your own opinion (example - “Describe a good employee”)
Biographical	Questions that reveal some facts about the personal life, family, habits, and passions of the future candidate
For logic or intelligence	The answer to such questions is not always obvious - with the help of such questions, the ability to think outside the box and quickly find a solution is tested.

Basic

3 main questions and answers to them:

Question No. 1. “Can you tell us about yourself?”

You should begin a consistent narrative (briefly) about your life - starting from your school years and ending with the present time. Of course, you shouldn’t get too carried away and tell private moments from childhood or youth.

Question No. 2. “Why do you want to work for us?”

The employer is most likely tired of hearing the phrase “Your company is the best, the salary is the highest, and the staff is the friendliest” again.

Therefore, it is necessary to specifically express the goals of employment specifically for this position, identify possible changes that await the company with the arrival of a new employee, and practical ideas that, after concluding an employment contract, can immediately be implemented.

Question No. 3. “Have you had any conflicts at previous places of work?”

Most employers need a stress-resistant employee with adequate self-esteem, capable of competently finding a way out of any conflict situation. Therefore, it cannot be said that at the previous job there were serious conflicts, the bosses “didn’t give way,” and colleagues every now and then “cast disapproving glances.”

It is better to limit yourself to a general answer - “Conflicts happen in any team, and I have always tried to find a compromise solution, taking into account both my own and others’ opinions.”

Examples of non-standard questions

Non-standard questions in a job interview are questions of a tricky nature, to which it is practically impossible to give an unambiguous answer. This should also include various questions on logic and associations.

IN.: What would you do if there was a sharp drop in demand for your product if you were the head of a company?

ABOUT.: I would explore new markets for this product, analyze the factors that led to the drop in demand, and give the task of changing the nature of production in connection with changed conditions.

IN.: Your previous position was higher than the one you are currently applying for. Maybe you should go for a more qualified and paid job?

ABOUT.: Sometimes you need to take a step back in order to achieve success. The previous position is radically different from the current one, so I will only be glad to start all over again, showing myself at my best.

IN.: Imagine that you have been working for us for a long time, but have not received a promotion. What is your reaction to this?

ABOUT.: The main thing is to constantly learn new things and grow as a specialist in your position. After all, all companies have their own policies for promoting their employees, and I am sure that yours will suit me completely.

What not to ask an applicant

Some issues are taboo for employers.

In particular, on the basis of Art. 64 of the Labor Code of the Russian Federation, it is impossible to refuse employment depending on religious affiliation, pregnancy status, racial, ideological or national affiliation, as well as on the basis of financial, family or social status.

Accordingly, in order not to make an unfavorable impression on the future employee, the employer should refuse questions related to religion, nationality, sexual preferences and orientation.

Also, you should not ask questions that could put the candidate in a deliberately “uncomfortable” position.

Nuances

Depending on the position, the employer may ask specific questions specific only to this profession.

Accountant

In addition to standard questions, the potential accountant will be asked those that are directly related to professional activities, for example:

• who can conduct simplified accounting;
• deadlines for submitting electronic reports;
• what programs are designed for accounting and how to use them;
• laws governing accounting;
• basics of tax legislation, etc.

Sales Manager

A sales manager is a person who manages a group of salespeople and also deals with direct sales.

Accordingly, it is important for him to have both the ability to sell, find contact with people, and organizational skills.

Therefore, the range of questions will be quite wide:

• about previous work experience, including in management positions;
• non-standard, for logic, intelligence;
• psychological, etc.

Lawyer

When hiring a lawyer, they may be tested on the law or asked to resolve some case from judicial practice.

Economist

A citizen who knows what GDP and purchasing power parity is is still far from an economist. Therefore, the questions will be private (examples):

IN.: What is the difference between profitability and profit?

ABOUT.: Profit is an absolute value, and profitability is expressed as a percentage.

IN.: What ratios belong to the group of financial stability ratios?

ABOUT.: Autonomy, ratio of borrowed and own funds, maneuverability, provision of own funds, ratio of mobile and immobilized funds.

Seller

A salesperson is an employee for whom the most important are certain psychological personality traits, for example:

• stress resistance;
• the ability to easily find common language with people;
• lack of aggressive personality traits, etc.

Accordingly, the questions will be more on psychology, on identifying the candidate’s ability to work in a team to achieve the “common good,” that is, fulfilling the sales plan.

So, when applying for a job, an interview is possible. Questions can be standard, logic, tricky, about personal life, about previous work. It is important for the candidate to prepare answers in advance to increase the likelihood of success.

In Russia, Kazakhstan, Ukraine there are branches and representative offices of all transnational corporations, these are the following companies: McKinsey&Company, PricewaterhouseCoopers, Deloitte, KPMG, Ernst&Young, Citigroup, JP Morgan, Raiffeisen, Deutsche Bank, Microsoft, Apple, Google, Cisco, as well as the largest Russian , Ukrainian companies: Gazprom, Lukoil, Privatbank, Sberbank, VTB, etc.

All these companies, many other companies of a lower rank, use a test for an economist to determine his professional level, to identify mathematical and logical skills. Even the most successful students and graduates of economic faculties should know about the selection stages and tests used in order to prepare at the proper level.

Stages of selection of economists

Tests for working as an economist are not the only difficult stage, there are others, it’s just that testing causes the greatest anxiety among applicants, although there are also interviews with top managers and group business cases.

Briefly, the stages can be grouped as follows:

• submitting a questionnaire;
• testing;
• series of interviews;
• assessment center;
• final interview.

It’s easy to submit an application and attach a resume, but you also need to be careful here. After submission, an employee of the HR department contacts the candidate, conducts a short survey, and invites him to testing, although recently tests for economists when applying for a job are conducted online, and applicants receive links to tests and the final deadline.

Testing also happens in offices, and it can be combined with an interview, and then the test for an economist interview begins before or after the interview itself. Several interviews are conducted, these are interviews with representatives of the HR department, employees and heads of departments in which vacancies are open.

Not all companies, but many evaluate candidates using group business cases, when applicants are divided into two teams, and each must present a solution to a specific problem, while the participant must also demonstrate individual qualities.

If the position is high enough, the decision on employment is made by the top manager, for which he conducts a final interview, and only after that the applicant can receive the coveted “offer”.

It is clear that there are many stages, and employment tests are only the first of them, so it is quite a shame not to pass the test, although at this stage the main group of applicants is eliminated.

Testing economists when hiring

To prepare, you need to know what professional tests for economists are used; it is also important to find out in advance whose aptitude tests a given company uses. Testing of professional abilities is usually carried out after the first test, at the interview stage, and first applicants take numerical, verbal or logical tests.

The standard pair of tests are numerical and verbal, sometimes logical (abstract-logical) ones can be used instead of the latter. The tests are prepared by Talent Q, SHL or Kenexa, but they are not fundamentally different from each other.

Numerical test for economist online consists of mathematical problems where you need to find percentages, ratios, that is, perform fairly simple algebraic operations. The complexity of the test lies in the short time to complete (a minute per task), as well as in the design of the task, where information is most often presented using diagrams and graphs.

With answers for an economist on certification - small texts on complex topics, to which certain statements are attached. These statements should be marked as “true”, “false”, “uninformative”, and the difficulty is that it is difficult to quickly distinguish “false” or “truth” from “uninformative”. Another problem for test takers is the varied but rarely encountered topics of the texts (psychology, science, medicine).

Logical tests for economists with answers - a series of graphic objects that change according to certain rules, and below are the actual answer options. These figures, especially at a high level of difficulty, change according to rather confusing rules, especially when several objects are presented, combined with each other, and the answer options are similar to each other.

Tests for economists who are to be certified in a top company can become an obstacle or a springboard to a high-paying position, so it is simply stupid not to prepare with maximum diligence. Another thing is that you need practical materials, but specialized forums or websites offering collections of problems with answers and explanations will help here.

The good thing about forums is that you can find out a lot of insider information that employer representatives won’t tell you about, since the data is often shared by former employees or applicants who were not selected. Economist tests with answers, which can be downloaded for free on some websites, are often simple tasks. They are good for familiarization, but are not suitable for full preparation, because in real testing the tasks are much more difficult.