An interpersonal assessment instrument which consists of 50 positive and 50 negative adjectives from Gough's Adjective Check List. The subject is to select 30 which are most descriptive of the taregt group or person in question.
This instrument was specifically designed to tap affective reactions and may be used in either assessing attitudes toward others or as a self-concept scale. These eight personality styles are: introversive, inhibited, cooperative, sociable, confident, forceful, respectful, and sensitive. This instrument is designed for use with nonpsychiatric patients and normal adults who read minimally at the eighth grade level.
Test reports are computer-generated and are intended for use by qualified professionals only. Interpretive statements are based on empirical data and theoretical inference. They are considered probabilistic in nature and cannot be considered definitive. It is most effective when used as part of a training program.
Many psychologists believe there are five basic dimensions of personality: extraversion, agreeableness, openness, conscientiousness, and neuroticism. Big Five is universally agreed upon; however, it is common for assessment providers to measure a different number of traits and to identify their own set of personality dimensions. Berke data shows there are seven personality traits that impact job performance.
In hiring, personality assessments are used to determine whether a candidate is a good fit for the job, in terms of their preferred working environment, disposition, work ethic, and overall nature. Pre-employment personality tests are designed for use with normal adult populations unlike some medical personality tests that are used to diagnose psychiatric conditions. To reliably predict job performance, it is necessary to measure multiple dimensions of personality.
Depending on the job responsibilities, some traits are more relevant than others when predicting job performance. Berke conducts job studies and creates hiring profiles that outline which traits are most predictive of job performance and satisfaction. Organizations use Berke to improve their business by reducing the time spent on resume screening, standardizing the interview process, increasing employee retention rates and identifying high-performing candidates.
Hiring a new employee is a big decision. The more information you have about the person, the better your hiring decision will be. These qualities matter when you are looking to bring on new team members. They impact culture fit and job suitability. Pre-employment testing: read more about the benefits. While these tests are good for self-discovery and even team building, they are not designed to predict job performance.
An understanding of the job is required to predict performance. Another drawback of common personality tests is how difficult the results are to interpret. Studies show that assessments are more accurate and more predictive when both personality and cognitive qualities are measured. Berke measures seven personality traits in addition to four cognitive traits , painting a complete picture of the candidate. More importantly, giving you the information you need to make the right hiring decisions.
Personality testing is helpful throughout the employee lifecycle, before and after a hire. Personality assessments help with team building, employee development , and future workforce planning. When employees and their managers understand their personality type, they gain insight into why certain tasks come easily to them, while others are more challenging.
This knowledge helps shape development plans. The best advice for taking a personality test is to not overthink it and be yourself. Although the employer may not be obligated to show you, if you do get your hands on them, you will gain a little self-awareness. I would like to receive updates from The Predictive Index. View our Privacy Policy. The Predictive Index uses the information you provide to contact you about relevant content, products, and services.
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