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Self-assessment on 48 different personality statements. For each question, they rate the statement from 1 (very accurate) to 5 (very wrong) in reference to their personality. Some examples of personality statements include the following: I put pressure on people. I joke a lot. I hesitate to criticize the ideas of others. I am an emotionally reserved person. What you will learn: Knowing the main characteristics of candidates helps you understand and predict their behavior. It can also help you adapt your communication style to better suit them, predict how they might collaborate or stimulate your team, or give you information to ask them how they can motivate themselves in their work. Using TestGorilla's DISC test results, we also give you tips for communicating with candidates and suggest interview questions. Here is a sample of the DISC personality test . 4. Big Five Test (OCEAN) The Big Five (OCEAN) test is based on the theory of the Five Factor Model (FFM), an empirically based psychological theory that postulates five general dimensions or domains of characteristics that underpin different personalities. It is more reliable in a post-hire learning and development context.
What it assesses: The Big Five test assesses openness, conscientiousness, extraversion, agreeableness, and emotional stability. Openness to experience ranges from creativity and curiosity to coherence and caution. Conscientiousness ranges from efficiency and organization to extravagance and carelessness. Extraversion ranges from sociability and energy to loneliness and reserve . Kindness ranges from sympathy and compassion to defiance and rationality. Nious statements on. By the nature of its structure, the test is more suitable for evaluating the composition and dynamics of existing teams, for the DM Databases purposes of learning, development and growth, than for candidates applying to be part of a team. What you will learn: The results of this test will give you information about the position of the person taking it on each factor, and describe the personality traits that characterize their behavior. In addition, you will be able to learn about their strengths and opportunities for improvement, as well as the way they relate to others.
Here is a sample of the OCEAN personality test . How to use personality tests with your selection strategy Here we show you an easy action plan to add personality tests to your selection process. 1. Choose the test that best suits the position. Think about which personality test is closest to the questions you would like to ask candidates. For example, if you want to assess integrity and temperament, you would use the DISC test, but if you are more interested in learning about interpersonal style, you could use the Enneagram test. 2. Create an evaluation for the position. Prepare a specific pre-selection evaluation for the position, which includes: A personality test A test of adaptation to the work culture A cognitive ability test A language test (if necessary) A situational judgment test A skills test With a good mix of tests, you are more likely to hire high-performing candidates. You can learn more about the 7 types of pre-screening assessments here . 3. Evaluate candidates as part of the application. By evaluating them early in the process, you'll be able to get a more comprehensive picture when you review applications. 4. Prepare for interviews.
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發表於 2024-3-14 13:54:48