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Strength Assessments

Autor:   •  October 20, 2011  •  Essay  •  381 Words (2 Pages)  •  1,131 Views

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In additional to considering factors detailed in Figure 5-2 for selecting a suitable expatriate, using reliable personality and strength/talent tests will also be great tools to supplement the selection process. Companies using personality tests to select candidates are on the rise because they want to ensure a good fit between the applicant and the position. Research has shown that cognitive ability pre-employment tests have strong evidence of predicting future job performance is because these tests assist in predicting if a candidate can fit the position---ultimately indicating if they will be happy and successful in the placement long-term.

According to an article from the Society for Human Resource Management (SHRM), the question is, “Can a questionnaire asking people how they react to various situations truly gauge human nature and tell us what jobs they might do best?” And the answer is, “According to a substantial number of researchers around the world, the answer is a resounding yes.”

There are countless types of personality/cognitive tests out there but the two tests that we have some knowledge of are the personality test called the “Big Five” factor/OCEAN and the talent test called the StrengthsQuest/StrengthsFinder.

The Big-Five/OCEAN: Many psychologists believe that there are five fundamental dimensions of personality, hence this test measures these dimensions. The five personality dimensions are: Extraversion-Introversion, Confidence-Sensitive, Detail-Conscious-Unstructured, Tough-Minded-Agreeable, Conforming-Creative. The Big-Five is equivalent to the commonly termed OCEAN: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism

Recommended Big Five Factor terms Common 'OCEAN' equivalents



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