Perfect Personality Profiles (Perfect series)
Helen Baron
Language: English
Pages: 144
ISBN: 1905211821
Format: PDF / Kindle (mobi) / ePub
Penned by a leading expert in the field of psychometrics, this guidebook is vital for anyone who needs to know more about psychometric profiling. From advice on preparation to a thorough breakdown of the personality traits that questionnaires typically examine, it walks the reader through every aspect of the test-taking process. Information is also included on how employers typically use personality profiles, and how personality exams are best approached and completed. This is an ideal resource for those looking to stay a step ahead of their competitors and fellow job seekers.
errors from time to time or sometimes leave things in a bit of a mess, although they might have a burst of tidying up from time to time. People with this behavioural style will be well suited to jobs that require a moderate degree of structure and attention to detail. They will also be suitable for jobs that have elements of structured, careful, detailed work as well as elements that require more global thinking or flexible working. Others who are moderately conscientious may be high on some of
more natural performance more than Josh’s efforts. Thus the person whose behavioural style best suits the job performs better in the role and gets more satisfaction from doing it. This is a win – win situation for the employer and employee. The person who is less suited to the role in terms of personality enjoys it less and produces a reduced level of performance, and this is a less good outcome for both the employer and the employee. Personality style also affects the ease with which someone
who balances the needs of others with his own need for autonomy. He is as sympathetic as the next person and is likely to be willing to help when others have problems. He should be able to work well in a team and be amenable and willing to compromise to meet team goals. However, he is likely to speak up when he feels strongly on a topic, and in these cases will not always be swayed from his own ideas to follow the group consensus. His profile suggests that he is quite an anxious person. This may
what impression you are creating. Last, the employer may want to discuss your results with you and contradictions between your profile and what you say at interview will become evident and be potentially embarrassing. Some people do find it difficult to respond to questionnaires and agonize about what to say. They can think of times when the statement applies to them and times when it does not, or they agree with part of the statement and not with another part. If you are having difficulty
way that questionnaires are used. First, for any job only part of the profile will be relevant. Second, while employers may be looking for scores in a particular range on a scale, this range will be quite broad and encompass a degree of variation within it. Third, employers will often take on people who do not exactly match the criteria they set because they have other desirable qualities – skills and experience, immediate availability – or because they fit the profile better than other