Work assessment style tool

One is not better than the other. Rather, they reveal more about yourself and how you respond, interact, and perceive the world.

However, the MBTI has less of that judgement tied to it. Cynthia enjoys using the assessment with individuals who are open to new career paths. Organizations benefit as well. Mariam feels this leadership assessment can be used for many goals and life stages, beyond career and workplace. Next up — the Strong Interest Inventory assessment.

This work style assessment focuses on career and leisure interests in six categories:. After completing a series of questions relevant to those six quadrants, the Strong Interest Inventory breaks responses into 30 specific areas of interest that relate to study, careers, and leisure activities. The assessment can increase self-awareness along two potentially beneficial tracks. Kevin points out that in a down economy with few jobs available, knowing about other career options that are a good fit for an individual is especially important.

Formerly known as StrengthFinders, this work style assessment analyzes your normal personality style from the perspective of Positive Psychology. CliftonStrengths presents items to you that consist of a pair of potential self-descriptors. Toggle navigation. Work Style Assessment for Auditors.

Important: If you are already Exemplar Global certified, or are a new applicant, you will complete the Work Style Assessment via your customer portal. All Exemplar Global certified professionals will complete a Work Style Assessment during the application process and every three years. Please contact Erin at eunwin exemplarglobal. Personality tests also allow you to fit a person into your company based on their personality; this can improve the companies culture.

Similarly, hiring the right employees for the company to begin with decreases the chance of a high turnover rate and studies have shown that employees that fit in with the company, team and their supervisors, they are more satisfied, successful and more likely to stay in the company.

However, personality test can also be biased when used incorrectly; sometimes they can reference sensitive issues such as mental illness questions which can lead to the unfair discrimination of people. Essentially, the most effective hiring will result from the use of a range of tools; so be greedy, use cognitive skills testing, personality testing, attitude testing and skills testing! Based on the Big-5, the framework in which personality is often defined in, there could potentially be perfect positions for people based on their personality.

A conscientious person is likely to excel in many positions due to their accuracy and commitment but they may excel particularly well as an entrepreneur, as a manager, directors or in public sector jobs, such as the military or the police.

An extravert may excel in jobs that involve interactions with others, such as managers, sales personnel, lawyers or sociable non-profit roles due to their desire to work with others. The opposite of an extrovert, an introvert, is less likely to excel in sociable roles; they tent to make good scientists, authors or graphic designers because the jobs are often in small teams or solo.

A person who is open to experience tend to drift toward and excel in, artistic, investigative and creative jobs to fulfill their vivid imagination, they also make great entrepreneurs because of their ability to make risky decisions and use their initiative and imagination. Individuals who are emotionally stable tend to work incredibly well in non-profit jobs in areas of unrest or destruction, they also work well in jobs in the public sector because of their calmness and ability to adapt.

Finally, agreeable individuals are most likely good at social, non-profit work because of their regard for others and desire to cooperate, or in roles that allow them to work as part of a big team. To read more on what personality test is best for what position or career, check out this article I wrote a few months ago.

Yes, it is perfectly legal to use personality tests as a pre-hiring tool and with current employees. Essentially, you have the right to ensure a future employee is right for the job, and you can use many kinds of tests to ensure that they are; one of these tests being personality tests.

I would recommend gathering all your employees who have the right skill set for the task you need completing, and then using the personality factors to select what employees will fit best, and in what position they will fit best, into these teams.

To learn more about hiring based on personality, read this article. Again, many mixed opinions on where personality tests should be used. Of course, some people say nowhere! However, most HR personnel would agree that personality tests should be used later on in the selection stage. Perhaps, even in the very final stage where you are picking between two or three candidates; you could use personality testing to identify which one of the candidates would fit best into your company's culture.

Alternatively, some larger companies use personality tests at the very first stage of selection; they may often administer them as part of the application form and only investigate further the participants who display the correct traits. But, in my opinion, this is too discriminative; personality testing forces people into certain categories which might not completely reflect their personality as a whole.

Heather Harper is a psychology student from the University of Lincoln. Build unique personality profiles for your team to help them work more effectively together. This article provides a guide to running team building games for remote and virtual teams. In this article we explore the best 10 and most popular personality tests and tools for teams that want to be more effective and happier. This article will explore the 20 best team building activities that can be used for any team new, old, small or large.

This site uses cookies. Read our cookie disclaimer. More articles. Traditional psychometric tests Myers-Briggs Possibly the most well-known and most popular personality assessment of them all, the Myers-Briggs type indicator is a test that can be used both in the workplace and for individual use.

Occupational Interest Inventory This scale is designed solely for organisational use. Participants will learn their style and the strengths and weaknesses that come along with each type. Every supervisor should consider using the Problem Solving Style Inventory. A short assessment will be given to you and your team. You can use this data to bridge the gap between the problem solving techniques you currently use and the methods that work best for those you manage. Those in leadership roles need to learn how to coach and encourage their teams to produce best results.

This assessment and workshop helps participants develop an awareness of their behavioral patterns, learn skills to adapt their behavior to others, and identify key techniques to build rapport. The course offers great insight to both new and experienced leaders.