What does self-knowledge really mean? How objectively can we answer the question "who am I?" Do personality tests help in improving self-knowledge ? If you have ever asked yourself these questions, you have already started the path to self-knowledge. In this article, we try to provide some answers to these fairly simple, but essentially deep questions.
Most companies today focus on hiring the right talent for a given job. While companies invest a lot in background checks and getting the structure of the interview right to find the right talent, many tend to miss out on using a data-driven approach for their hiring process.
The recent emphasis given on soft skills is surely for a good reason as these skills can make “the” difference during a job interview, but we must remember that it is for the hard skills that the candidate gets selected in the first place.
Here you will find a practical breakdown of how to adapt your coaching style to fit the eight main personality types.
Personality type-based assessments aim to bring the individual’s true self to light rather than seeking to compare them with others. Through the discovery of our personality type, we become more aware of how we operate, allowing us to make full use of our strengths.
Contrary to popular belief, extroversion is not always the key to success in the workplace. Introverts can be a huge asset to your workplace. Read how to embrace the power of your introverted workforce!
Lack of clarity about the position, interviews done 'on intuition', no clear objectives, shortage of talents... Still today, nearly half of all recruitments are a failure.
Ideally, organisations would want all their employees to work at their full potential and contribute equally. But research shows that the long-term success of an organisation is driven and sustained by a select few high-potential employees or HiPos. High-potential employees deliver two to six times the return of average players.*
Conventional employees are often seen as traditional, ones who like to follow the routine, and avoid work that does not have clear directions. But a Conventional employee is more than that. In the workplace, the Conventional personality types keep the things running smoothly and take the organization to the next level. You will find that some of your most efficient and dependable finance personnel, administrators and technical writers are Conventional.
An enterprising person is defined by the dictionary as resourceful, bold and initiative — But an Enterprising personality defined by RIASEC model is much more than that. Holland’s RIASEC model puts forward that personality is key to understand work interests and it divides people into six personality-based groups, one of them being Enterprising. He also states that individuals belonging to these personality groups have a preference for certain types of tasks and interactional styles, knowledge of which shall allow you to quickly determine any individual’s career fit.
What do you think of when you hear the words “a Social employee”? Someone who’s always suggesting after-work drinks or chatting with friends and colleagues? Who cheers you up on a Monday morning, but stresses you out when you need everyone focused on their work?
In the world of personality testing, there are no right or wrong answers. To make an accurate interpretation of a person's responses, evaluators should consider six essential points.