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How Personality Assessment Can Find You The Perfect Job !
Career Personality Tests Are Used Everyday
Personality is what creates individuality and individual contribution is what creates a dynamic workplace. Employers use personality tests to identify personality traits they value for success in a particular job. They set career qualifications using career personality tests and rate candidates based on how well their traits match those they seek. Employers of all sizes use personality assessment as part of the hiring process to increase employee retention, happiness and productivity by selecting candidates with the greatest fit for career qualifications, environment, or company culture  Until eBullpen arrived, job seekers could rely only on their resumes to attract a hiring manager - personality assessment was reserved for only the last few competing candidates, if any.
Because resumes don't reflect individual career qualifications and individuality the way that personality tests do, resume suitability alone can often exclude job seekers who should be interviewed for the job. They could do the job, and would actually be a great fit with the company, but this canot be seen in the resume, and they are not selected.
Now, with eBullpen, personality assessment becomes a part of every career seeker's profile, and seekers get matched to jobs based on the type of personality an employer is looking for, along with position qualifications.
Don't Be Afraid of Personality Assessment
Employers use your personality in their decision making process, whether in the form of formalized personality tests or an impression at an interview. As an employment seeker, SO SHOULD YOU! It is important to know and understand yourself, and leverage the career qualifications that shine in your personality.
eBullpen allows YOU to easily incorporate your personality into a unique profile by taking a short survey that measures five personality dimensions:
Sociability
Big 5 factor 'Extraversion' describes how much someone seeks out and enjoys interaction with others. We all share this personality dimension to a greater or lesser extent. Extraverts typically desire lots of interaction with others and as a result are quite outgoing and social. Introverts tend to prefer spending time alone or engaged in one-on-one in-depth discussions and are usually more socially reticent and reserved. Extraverts can be valued as having individual career qualifications in fields where communication skills are important such as sales, management, or customer service. Introverts might be more valued as having career qualifications in fields where there is interaction with information or machines.
Adaptability
Big 5 factor 'Conscientiousness' factor describes individuals’ approach to organizing their life and accomplishing their goals. Structured individuals are most comfortable when things are planned out in advance. They usually finish tasks before they are due and are quite organized. Adaptable individuals prefer not to make plans if they can help it and easily adapt to unexpected changes. They enjoy being involved in many projects and goals at the same time. Personality assessment showing a person with high adaptability scores suggest a good fit in positions where change, flexibility, self direction and multi-tasking are important. Personality assessments showing high structure scores could fit well into work involving following a strict process, planning, concentration, organization and completion.
Curiosity
Big 5 'Openness to Experience' factor describes the extent to which someone gravitates toward new and unusual experiences or stays with what is familiar. Novel individuals have an appetite for new ideas and approaches, prefer change to the continuation of what is, and are usually quite creative. Traditional individuals find comfort in the tried and true, focus more on the here-and-now rather than the future, and are usually quite practical. People scoring highly novel on personality tests might do well in positions that value problem solving in unusual ways, exploration and research, discovery and enterprise. People scoring highly traditional on personality tests might do well implementing existing plans, formulas and procedures, and enjoy routine.
Interpersonal Style
Big 5 'Agreeableness' factor describes an overall attitude toward people, how you naturally relate to and interact with others. As with Sociability, we all exhibit this personality dimension, just to varying degrees. Accommodating individuals generally relate to others by being very interested and invested in their feelings and viewpoints and are likely sympathic and cooperative. They have a knack for comforting others. Direct individuals interact in a more straight-forward manner. They have a firm grasp of their own needs and are usually interpersonally confident, competitive, and forceful. A highly accommodating style could show career qualifications involving helping and caring for others, such as healthcare, teaching, coaching or training. A highly direct style show career qualifications for positions where leadership, self-direction, competitiveness, and confidence are important.
Temperament
Big 5 'Emotional Stability' factor describes how someone confronts and handles events or stressors that are unwelcome or cause pressure. Intense individuals are prone to feel their emotions with passion. They tend to respond to stress in an alert, attentive, or excitable way. Steady individuals seem impervious to negative stimulation. They likely respond in a calm seemingly emotion-less manner. Personality assessment revealing highly steady scores in individuals shows that person may be suited for jobs requiring consistent performance in different situations and in dealing with different types of people. Personality assessment revealing highly intense scores in individuals shows that person may be suited for jobs where inspiring others, or passionate dedication to, or belief in, a purpose or goal is valued.
These personality dimensions are adapted from the Big 5 Personality Model, which has become widely accepted and used model of personality assessment. For a fuller account of the background and development of the Big Five : http://www.centacs.com/quickstart.htm
Get to know more about the "Big 5" five factor personality model and how it is used in career qualifications at work:
http://www.centacs.com/quickstart.htm#Individuals
The Big Five Quickstart: An Introduction to the Five-Factor Model of Personality For Human Resource Professionals:
Background/Theory of the Five-Factor Model, Using the Big Five with Individuals, Using the Big Five with Teams
Pierce J. Howard, Ph.D., and Jane M. Howard, M.B.A. Center for Applied Cognitive Studies (CentACS) Charlotte, North Carolina
© Copyright 1995, 2004 Center for Applied Cognitive Studies (CentACS)
An Excellent resource for applying the Big 5 Personality assessment to the workplace!
Big Five Personality Tests
This test measures what many psychologists consider to be the fundamental dimensions of personality
OutOfService.com, created by Jeff Potter, has run personality and self-awareness personality tests since 1997. The tests are derived from scientific psychological research and the feedback provided to participants is based on statistical analyses of large amounts of data, unlike many other "tests" on the web. Many of the tests on OutOfService have been developed in collaboration with several respected researchers and professors as parts of ongoing research. Most notably, Dr. Samuel Gosling of the University of Texas has provided thoughtful guidance and opportunities. .
Peoplemaps.co.uk - Personality Assessment
A useful site that is devoted exclusively to helping Job seekers understand career personality tests, using their personality assessment to their own advantage in their career search and in the hiring process
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