Psychological resilience is a person’s ability to adapt to changing conditions, cope with stress and overcome difficulties.
In a dynamic and unstable world, having stable employees is becoming important for a company’s operations. But how do you properly assess this stability when hiring employees?
In this article, we will examine in detail the methods for assessing the psychological sms gateway japan stability of candidates, and also give recommendations for finding and selecting the most resilient specialists.
Understanding Psychological Resilience
Psychological resilience includes a set of qualities such as:
stress resistance;
adaptability;
emotional intelligence;
the ability to recover from failures.
It plays a key role in teamwork, especially in high-pressure and stressful environments. People with high resilience are able not only to cope with pressure, but also to turn difficulties into opportunities for growth.
Stress at work: how to avoid and cope
Key Components of Psychological Resilience
1. Stress resistance. Employee Resilience The ability to cope with negative emotions and maintain clarity of mind in crisis situations.
2. Adaptability. The ability to quickly change behavior and approaches plugin is a software codein running depending on new conditions or information.
What is adaptability and how to develop it
3. Social support: The ability to interact with others and build positive sab directory relationships that can be a source of support during difficult times.
4. Optimism. The desire to see the bright side of things and believe in a favorable outcome.
5. Self-efficacy. Belief in your abilities and capabilities to cope with tasks and challenges.
What is self-management or why is self-management needed
Methods for assessing psychological stability
1. Questionnaires and tests.
K. D. Walsh’s Psychological Stability Test. The assessment includes questions about how the candidate reacts to various stressful situations.
Stress Tolerance Scale: This tool assesses how often a candidate experiences stress, how they cope with it, and how much support they receive from others.
These tests can be used at the initial screening stage, and their results will form the basis for more in-depth analysis.
2. Behavioural interview, where candidates talk about their experiences in stressful situations. Examples of questions.