Tests at Gazprom. How to dress for an interview at Gazprom

Gazprombank today is one of the largest banks in Russia and the third in the ranking of the largest banks in Europe (based on the results of the RIA rating 2018, which covered 200 major credit institutions in 13 European countries - Belarus, Bulgaria, Hungary, Latvia, Lithuania, Moldova, Poland, Russia, Romania , Slovakia, Ukraine, Czech Republic and Estonia).

It must be said that Gazprombank has been in the top three among Russian banks for all main indicators almost since its founding in 1990. This bank serves key sectors of the domestic economy - gas, oil, nuclear, chemical and petrochemical, ferrous and non-ferrous metallurgy, electric power, mechanical engineering and metalworking, transport, construction, communications, agriculture, trade. With the participation of Gazprombank, such large interstate projects have been implemented as Yamal-Europe - the construction of a gas pipeline from Siberia to Europe; "Blue Stream" - for transporting gas along the bottom of the Black Sea to Turkey; laying gas pipelines across the territory of Central, Eastern and Southern Europe, promising Gazprom projects in the regions of Siberia and the Far East for the supply of Russian gas to Japan, China, and South Korea are being discussed.

Gazprombank also offers private clients a full range of services: credit programs, deposits, settlement transactions, bank cards, etc. The state participates in the capital of Gazprombank.

For the last three years, Gazprombank has consistently confirmed the title of “the most attractive employer in the financial services sector”, receiving the international Randstad Award (in 2018, this award was presented on April 5 in Moscow on the stage of the Maly Theater).

Work at Gazprombank

It is clear that with such achievements, Gazprombank has already gained fame as a reliable and promising employer. Applicants for vacant positions at Gazprombank are promised registration in accordance with the Labor Code of the Russian Federation, competitive wages, an extended social package, voluntary health insurance, a friendly team and experienced mentors. In turn, candidates for employment at Gazprombank must have at least a higher professional education (usually economics), work experience in domestic, foreign banks or other financial institutions (preferably at least 3 years), an analytical mind, systems thinking, developed skills to negotiate reasonedly and diplomatically. Future employees must also have such personal qualities as resistance to stress, teamwork and an active life position.

The Bank is interested in highly qualified specialists in the areas of attracting and servicing clients; banking risk management; financial analysis; investments; project financing; management accounting and international reporting; information technologies and other banking specialties.

More than 6,000 people in Russia have already joined the Gazprombank team, almost 70% of them work in the bank’s regional branches.

Employment stages and tests Gazprombank

All applicants for vacant positions at Gazprombank, of course, undergo a competitive selection process consisting of several stages.

The very first - and easiest stage - is to send your resume by email or through a form on the official website, where current Gazprombank vacancies are presented. Information about available positions at Gazprombank is also posted on major Internet recruitment services (hh.ru, jobfilter.ru, etc.). Do not forget to emphasize in your resume that you have all the necessary personal and professional qualities that will be in demand at Gazprombank.

If your resume is satisfactory to the HR staff, you will be contacted using the contact details provided to invite you for testing and an interview.

Gazprombank testing to assess intellectual abilities is designed to test whether you have an analytical mind, systematic thinking, and stress resistance. You will be asked to temporarily take numerical and verbal tests, possibly also logic tests (depending on the position for which you are applying). Testing can take place either remotely (at your home online) or at the company’s office. According to statistics, only about 20-30% of candidates successfully overcome this stage. It is important to pass tests of intellectual abilities not with “some passing score”, here you need to show the result better than other applicants, since the scores of all test participants are compared and only those who have more correct answers pass further. Of course, Gazprombank’s intellectual tests are the most difficult selection stage for applicants. But the good thing is that you can prepare for them in advance.

This is not about searching for insider information - what specific tasks you will come across during testing, so that you can solve them all in advance. No. It is simply impossible to obtain such data, since an incredible variety of options for numerical, verbal and logical tests have been developed. We recommend that you familiarize yourself in advance with the specifics of these tests and with practical recommendations for passing them, since all tests of intellectual ability use the same solution principles. We provide this useful information in our articles: , . You can see examples of numerical, verbal and logical tests, as well as try to pass them for free here: , , .

If you feel that you are completely unprepared for such testing, or are not yet confident in your abilities, or you have psychological fear of the upcoming Gazprombank testing, we offer you a simple ready-made solution for training the skill of passing numerical, verbal and logical tests - this is a special a simulator that contains a large database of numerical, verbal and logical tests of real difficulty level. All correct answers in the simulator are explained so that you can understand the logic behind solving problems. Your test result is compared with the results of other participants so that you can also evaluate your level of preparation against the background of other applicants. And one more very important point - the simulator prepares you to pass tests in a fixed time - as we wrote earlier, a time limit is always present during real testing in the company. To prepare for testing Gazprombank, it is better to try both modes, and here's why. Gazprombank is a client of one of the largest testing companies in the world - SHL, and therefore can use Gazprombank's SHL tests. But he is also a major client of another well-known consulting company, which grew out of SHL-Talent Q in 2006, and may well offer you Gazprombank’s TalentQ tests. These tests differ fundamentally only in the testing mode - you can try both options using ours.

Another type of testing by Gazprombank - psychological - is organized in person at the company's office - usually before the interview. In addition to filling out a questionnaire and communicating with a Gazprombank psychologist, you may be asked to take the Luscher color test, Szondi portrait test, Torrance creativity test and other types of psychological tests. Psychological testing does not require any preparation, since it is not your professional knowledge and skills that are being tested, but only psychological qualities that cannot be trained in any way. During psychological testing, it is important to simply stop worrying and worrying about what impression you will make on the HR manager of Gazprombank.

The last stage of selecting applicants - the interview - takes place at Gazprombank in the traditional form - as a conversation with a representative of the bank’s personnel service and/or the immediate future manager. After a successful interview, you can already expect a decision on your candidacy.

Good luck to you at all stages of your employment! We are rooting for you!

Getting a job at Gazprom Neft is considered a true achievement for any specialist. However, in order to pass an interview with Gazprom at the company’s Head Office, you need to find out what vacancies are relevant and what is required of candidates.

As the management of the organization says, a worthy candidate who has a chance of successfully passing an interview at Gazprom will be either a citizen who has an excellent professional level, or a young specialist with a great desire to work. For this reason, unless you have superior experience, you must prove that you have potential, talent and determination.

The potential of an employee of Gazprombank and Gazpromneft implies a willingness to develop rapidly and dynamically in the field of activity. Therefore, at an interview with Gazprom at the Head Office, it is very important and necessary to show what experience and knowledge you have for further advancement in the presented field of work. And besides this, you don’t think that you have already achieved the highest limit, and you are an excellent specialist.

In order to successfully get a job in this company, you should consider some nuances and prepare:

1. The candidate must be very mobile (you need to prove that you are able to move with the company to another city and be a member of its team);
2. For vacancies at the Gazprom company they hire people with a genuine interest in industry (you have to be practically a fan of your business in order to arouse interest in the manager of the organization);
3. The candidate must be committed to developing their career and moving forward;
4. You must show that you can work in a team;
5. You need to demonstrate to the Head Office that you can cope with complex tasks (you need to show this both in the interview and in practice). To do this, questions and riddles will be asked.

Special riddles

Sometimes during an interview, in order to test their ingenuity, candidates may be asked a riddle such as:

“At a company job, you are offered a salary of $100,000. There are two options for increases: $15 thousand once a year or $5 thousand every six months. Which option will you choose?

Naturally, at first glance it seems that the first answer to the riddle is more profitable, however, in order to accurately understand, you should carry out calculations.

1. So, according to the first option, the following picture will be observed: 1 year - 100 thousand, 2 year - 115 thousand, 3 year - 130 thousand, 4 year - 145 thousand.
2. According to the second option, the following picture emerges: 1 year – 105 thousand, 2 year – 125 thousand, 3 year – 145 thousand, 4 year – 165 thousand.

Thus, it becomes clear that the second answer to the riddle is better. These kinds of riddles may also occur to you. Usually such a check is a group one.

Testing

In addition to all this, an interview in the office involves passing various tests: an interview in a company with a specialist, SHL testing, an assessment, a conversation with the employer.

SHL tests are considered one of the best in the industry. They consist of numerical and verbal tasks, as well as tasks to test professional knowledge. These tests may vary in difficulty level depending on the position a person is applying for.

How to prepare for an interview at Gazprom

To pass the interview successfully, you need to arrive on time, without being late. You must dress in a business suit. You need to dress stylishly, not too provocatively. You will be asked a variety of questions, and you should give clear and meaningful answers to them.

The main criterion for selection for a job at Gazprom, which is assessed after skills and knowledge in the field (oil and gas production, raw materials processing, logistics, sales), is considered to be career orientation. For this reason, you need to come to an interview at Gazprom Neft with confidence that you can devote time and effort to the company. You must unspokenly pronounce this motto “between the lines” throughout the conversation.

1. Try to understand and understand all the specifics of the organization;
2. Visit the office, talk to the employees;
3. During the conversation, answer questions confidently and honestly;
4. Take a look at the existence of the Gazprom Neft company from the other side and explain whether you need this job.

Be sure to bring your educational documents and letters of recommendation with you.

Thus, it becomes clear that it is possible to get an interview at Gazprom, but you need to have a great desire to get this job and have special skills and knowledge. All you have to do is give clear answers to questions, dress modestly but with style, and show everything you have to offer the company.

All the secrets of successfully passing an interview from the HR department of Gazprom Kyrgyzstan

Editorial K-Newscontinues to publish a series of articles where heads of HR departments of leading Kyrgyz companies will share the secrets of successfully passing an interview.

In this issue, Elena Goryunova, Head of the HR, Labor Relations and Social Development Department of Gazprom Kyrgyzstan LLC, shared how to successfully pass an interview and gain a foothold in the company.

Preparing for an interview

Before the interview, the applicant must first of all understand what position he is applying for and familiarize himself with the scope of the company. For example, “Gazprom Kyrgyzstan” is often confused with the company “Gazprom Neft Asia” and during interviews candidates talk about gasoline, a network of gas stations, instead of selling gas.

An important point is how the applicant presents himself, what vocabulary he uses, and what he knows about his field. There are also cases when candidates send a beautiful resume, but during the conversation they cannot answer questions about the functionality they performed at their previous job.

It is worth paying special attention to the dress code and punctuality.

Being late is a systematic mistake of applicants.

During an interview, it is important to be confident, not to worry, and to try to open up. Sometimes we see that the candidate is very constrained, in which case we invite him to a second meeting, as a rule, the second time the applicant is already more relaxed and ready for dialogue.

And the most important and unwritten rule during an interview is not to speak badly about your previous employer.

What is valued most in an employee?

Responsibility and a high-quality approach to performing work are the general and basic requirements for Gazprom Kyrgyzstan employees.

Of course, the requirements for applicants as candidates for certain positions are always taken into account - education, work experience and professional skills.

Young people

Of course, we give priority to young guys - this is conditionally “plasticine” from which you can “sculpt”. Today, Gazprom Kyrgyzstan employs 15 young specialists who came immediately after graduating from university. These are very ambitious, creative guys, many of their ideas are embodied in the work of the company and function successfully.

At the same time, of course, there are certain risks. Immediately after graduating from university, hiring a person is a big risk. Therefore, before being hired, specialists must undergo practical training and internship.

At the end of the internship, distinguished candidates are necessarily considered first for vacant positions.

How to successfully complete an internship

It is important to show initiative and responsibility. We have successful examples where students, having come to practice, remained in the company as specialists. They were constantly interested in the company’s activities, asked for additional tasks, traveled to all branches, and attended tests. That is, they have proven themselves in such a way that when vacancies arise in the company, their candidacies are certainly considered first, and both heads of structural divisions and branch directors apply for them.

It is necessary to constantly show initiative, ask questions, and not be afraid to take on tasks.

As an example of successful employment, we can talk about a student who came to us for an internship and was engaged in geological exploration, making very good drawings. When he was entrusted with an important project, he handled it well. Of course, he was immediately offered a position in the company.

What qualities are missing in applicants?

Each candidate is assessed on the parameters and qualities that he can contribute to the company.

Graduates come to the company with a theoretical basis; we are ready to provide the practical part ourselves. The most important thing is initiative and desire to get this practice. Supervision and logistics of young specialists is carried out by a specialized company specialist, helping them improve their skills.

Gazprom Kyrgyzstan always welcomes young specialists who can bring new ideas and successful projects to the company.

Interviewed by Alevtina Lozhkina

- Olga Leontyevna, what is checked using tests?

At the moment, we use several versions of tests that assess employees’ abilities to understand and process verbal (text) and numerical information. Options differ for specialists in different fields and levels of responsibility.

For example, to assess the ability to understand and analyze numerical information for PES and accounting workers, different tests are used. For a specialist and the head of one department, they will differ in level of complexity.

Also in the arsenal of the electronic assessment system there are tests for assessing management skills, tests for information technology specialists, mechanics, secretaries, professional and motivational questionnaires. The latter, however, we use “to order”.

- Why? And what are these surveys? How are they different from tests?

Tests evaluate abilities objectively, they have correct and incorrect answer options, and they are conducted for a time; upon completion, the computer gives a score in percentiles (percentages in the scoring system). Questionnaires are the employee’s subjective opinion about his abilities in the field of management or motivation. There are no time limits, no right or wrong answers - there are those most suitable to his usual style of work. And their interpretation - that is, decoding for ordinary users - can only be done by a specially trained specialist; this is a labor-intensive and expensive process. This is why we use questionnaires mainly for managers.

- And how can they help?

I think it is useful for any manager to know how his subordinate evaluates his capabilities and abilities. And it is especially useful to compare his self-esteem with the results of real work. This is also important for understanding the peculiarities of his work style - some people happily accept innovations, for others it’s a lot of worry and worry. Some people easily build new acquaintances, but for others it takes a lot of time. Understanding such subtleties about his subordinate, the manager finds it easier to find a common language with him.

You mentioned special teaching. It turns out that you can’t just use tests and questionnaires? Do you still need to learn?

Assessing abilities in any case affects a person’s inner world, his self-esteem, his pride. And here, unskillful actions can cause much more harm than good. The test results look dry, and if the result is below average, it is perceived painfully. But only a professional can add useful information to dry numbers.

For example, the test results are 29 percentile. This is below average, that is, frankly speaking, unimportant. At the same time, the employee managed to answer all the questions, but made many mistakes. A professional will definitely note this and advise you not to rush in your work, be more careful, and double-check the results of your work. And next time, perhaps, the employee will show a higher result on the tests.

- A very pressing question: is it possible to “retake” the tests?

- “Retaking” the same test is possible only after six months, this is part of the assessment methodology. But it happens that a co-worker got overexcited or simply took the tests without getting ready, absent-mindedly. Then we select a similar test, and he passes it within 1-2 weeks.

- As far as I understand, tests and questionnaires are not the entire assessment system?

Yes, definitely. Tests are just one element in a large corporate personnel assessment system.

- What is this system?

We use the professional testing methodology of the British company SHL, which has been involved in this area for more than half a century. Moreover, the company has been working on the Russian market for 15 years, and its methodology is adapted to Russian characteristics: education, work experience, industry differences. So the new system is not a mindless copy.

The system includes several directions. These are the same ability tests and questionnaires. This is the basic level, the first stage of assessment. The assessment system may also include business games, presentations, and interviews based on competencies.

- Why did the need arise to adopt a new personnel assessment system?

I’ll answer the question with a question: when you choose something for yourself, do you always rely only on external attractiveness? Or are you still trying to get more information so as not to make a mistake when choosing?

- Of course, I want to choose the best!

That is why the evaluation system arose - the company also wants to choose the best. And the higher the employee’s position, the higher his responsibility, the higher the risks of an error, the more expensive it will cost. On the other hand, the assessment system allows you to find hidden talents. The last example that made a strong impression on me: a worker was applying for a specialist position; based on the test results, he received results that were higher than those of many employees of this department. Very high results! And we were glad that he found a new place to apply his knowledge and skills.

By the way, this is a response to those colleagues who are unfriendly towards the new evaluation system. I have personally heard very strange statements that the tests are specially selected to “fail” the employee, that nothing is explained to the employees, they are almost intimidated before testing, that the results are made by us and do not correspond to reality. By the way, the employee from whom I heard this passed the tests just fine (smiles). One of the heads of the department, whose employees passed the tests with very average results, reproached me for the fact that no one explained anything before the tests, people were not prepared. They say that’s why the result is like this. I had to confront him to prove that this was not true. The manager called me later to apologize: he really was wrong. By the way, at the moment we are recording on a dictaphone - preparation before tests, explanations, questions and answers.

But still, I want to note the general positive attitude in this direction. If earlier our managers very militantly proved to me that they know their subordinates better and do not need tests, now they themselves actively send our employees for testing, especially before promotion or transfer to another job.

- So they agreed that this system is more objective?

Of course, but in order not to seem unfounded, I will give a few figures from world practice. So, a usual assessment during a meeting and conversation gives only 5-15 percent of accuracy when assessing professional abilities (depending on the experience of the evaluator), motivational and professional questionnaires - 20-30 percent of accuracy. The assessment gives the highest compliance rate - 60 percent, and ability tests are quite close to this level. It turns out that today this is the most objective assessment system.

- What are the main goals of introducing a personnel assessment system in the company?

The personnel assessment system was introduced at OJSC Gazprom neftekhim Salavat with the main goal: to determine the strengths and weaknesses of employees for their further targeted and individual development in the company. The assessment is carried out when accepting third-party candidates for work in the company, moving company employees from position to position, and when selecting for the personnel reserve.

In the company's recently adopted standard for assessing professional abilities, such concepts as competence and competency model are often found. What is it?

Competence is the manifestation in practice of knowledge, skills and abilities that allow an employee to be successful in a given field. That is, it is not enough to know and be able to, it is necessary to successfully apply it in practice.

Of course, each position has its own specific requirements and knowledge, but there are competencies that are needed in all positions. These are, as a rule, managerial competencies: the ability to manage people, organize processes, making what is happening as efficient as possible for the company.

Competencies can be determined by the company's management: it creates a strategy and plans for the future, understanding what requirements a successful employee must meet.

Based on the results of meetings with the company's top managers, competency models were developed for managers, specialists and workers. For the first two categories, the models consist of 7 identical competencies with different depths of responsibility, these are: achieving results, analyzing and solving problems, organizing activities, managing people, working in a team, following standards, influencing. For workers, the model consists of one competency - following standards. With the adoption of the competency model, personnel selection, the formation of a personnel reserve, any personnel movements, training and certification are carried out strictly on the basis of accepted personnel requirements.

- For how long have these competency models been accepted?

A competency model is not a fashionable dress that needs to be changed according to the season. This is a standard, an example of a successful company employee. However, as the company's strategic priorities change, the model may be changed - new skills and abilities may be required.

- How is the level of competency checked? Using tests?

Aptitude tests are just an element; a comprehensive assessment is, of course, an assessment. It’s not for nothing that I showed you the accuracy of assessment using different methods - you shouldn’t rely only on tests. It's like making a diagnosis based on one test. When conducting an assessment, the same competence is assessed in different situations, in different manifestations and by different people in order to maximize the objectivity of the assessment. The level of competency proficiency is assessed on a 5-point scale. But this is not a school grade. In our case, 3 points is just the level sufficient for a successful employee.

- What if an employee gets 4 points?

I’ll explain with an example: 3 points - you can sing, this is enough for a choir. 4 points - you can sing and do it noticeably better than anyone else, you have every chance of becoming a soloist. And 5 points - you not only know how to sing, you are able to teach it to others.

- Is the scale on the tests the same?

No, there is a different gradation here. Levels on aptitude tests are determined on a scale from 0 to 100 percentiles. A result from 1 to 10 percentiles is considered very low. The result is below average - from 10 to 30. From 30 to 70 is an average result, above average - 70-90 and high - 90-100. Practice shows that a person with a higher education and an average level of intellectual development demonstrates a result of at least 30 percentile. In fact, this is the starting point from which it is recommended to hire.

Naturally, everyone strives for a high level of compliance, but what to do if the results turn out to be low?

Results on aptitude tests are not a sentence, not a diagnosis. The purpose of testing can be compared to playing chess. You think your figures live up to their names. But in fact, your bishop is weaker than the pawn, and the pawn can play like a queen. And now, with the help of testing, we are trying not to label employees, but to draw the attention of managers to the placement of official figures, to their strengths and weaknesses and, possibly, to a lack of knowledge.

- It turns out that after testing, studying should begin?

Certainly. One of the goals of the personnel assessment system is to create a comprehensive training system. Don’t blindly teach a person something, but create an individual program based on the gaps in knowledge and skills that were revealed through the assessment.

The training program, which starts in July, is designed to develop those competencies in which our managers have identified the most significant gaps. In the future, it will be transformed into a program available to all the company’s specialists, designed to teach how to manage oneself and people, manage time, and one’s efficiency. Our task is to make our employees experts in their field, and the company more professional, profitable and successful.

- How should you prepare for the testing procedure so that the result is optimal?

The greatest importance when conducting testing is a person’s positive attitude towards a good result. Just like in life (smiles). Moreover, if before testing you feel unwell or are worried, then you have the right to refuse testing and reschedule it for another time.

You should listen carefully to the specialists conducting the testing. They will tell you in what order and how to complete the tasks, and together with them you can take practice tests. Then you should concentrate as much as possible on the ability tests. Get rid of all unnecessary thoughts from your head, concentrate only on questions and answers. And I'm sure everything will work out. Good luck!

Almost half a million employees provide a turnover of six trillion, with a net profit of about a trillion rubles. The concern owns dozens of companies in all CIS countries, as well as in Greece, Germany, Venezuela, Bolivia, etc. Gazprom has a particularly large presence in post-Soviet countries, which is logical - a significant part of the gas pipelines remain there. Becoming part of the team is not easy, you have to go through a selection process and pass tests at Gazprom, but the result is worth all the effort.

Selection to Gazprom company

Almost two thirds of the employees are workers of various specializations, the rest are office workers, managers, etc. The division is conditional, but it gives an understanding of the approximate structure of the company. To get hired for blue-collar positions, you won’t have to take the Gazprom job test; there are other requirements, but lawyers, accountants, and financiers will have to go through a step-by-step selection process.

The selection begins with the submission of an application, followed by testing, then a series of interviews. Requirements for candidates are standard for large corporations: education, work experience for some vacancies, all this must be presented in the application form. After the selected candidates pass the Gazprom admission tests, they are the same for applicants applying for the same vacancies, the complexity may increase for managers, managers, etc.

Successful applicants who pass the tests well begin the interview stage, where they will communicate with future colleagues and managers. If a person is competing for a high position, then a final interview with a top manager is possible, after which the final answer will be given whether an offer is offered or not.