Employee and job candidate personality evaluation.

The process of job candidate personality evaluation for selecting the right employee is crucial for any organization. Mistakes in selection can lead to high turnover, low productivity and other negative factors.

Developed by experienced professionals and thoroughly validated candidate evaluation test will help to improve hiring process by comparing potential candidate personality traits with job-related requirements. The higher compatibility index will give the better job fit.

Based on Jung and Myers Briggs theory candidate evaluation test will help HR specialists to select right kind of candidate for the available position in the company.

Personality evaluation reports include textual and graphical information about working behaviour, most favorable activities, ways of making decisions, solving problems, communication with colleagues. Personality evaluation results will help to unlock elusive personal qualities, raise job satisfaction and understanding motivations.

Each position existed in company has the set of precise requirements candidate has to meet. Personal qualities can mismatch the position, and personality evaluation results will provide valuable data for making employment decision assessments. Here are some key factors have to be taken into account:

1. Job candidate sociability evaluation.
If position has an open character, the number of outside contacts will be so great that it will take the lion's share of working hours. The person of closed type hardly will manage with it.

Job Candidate Sociability Evaluation. Extravertion-Introvertion Preferences

2. Job candidate flexibility evaluation.
Define, whether the position requires ordered behaviour according to certain set of rules, or it assumes flexible behaviour, accepting new approaches, and styles, and ability to adjust themselves to working conditions, and easily accept the necessary changes in working structure. The candidate who likes to follow established rules, and is against changes, is not good for the position that requires flexible nature.

Job candidate flexibility evaluation. Judging-Perceiving Preferences

3. Job candidate creativity evaluation.
Assess how much innovative character vacancy has. Whether it is necessary to think out any methods, to develop new approaches, or it is good to use already available. Creative candidates badly approach for routine tasks. The majority of posts, especially in the bottom parts of the company do not demand creative abilities. It is better to fill them with people of sensing-empirical intellect.

Job candidate creativity evaluation. Sensing-Intuition Preferences

4. Job candidate empathy evaluation.
Emphatic candidates penetrate into emotionally painted attitudes between colleagues. People with rational type opposite to them easily work without taking into account the emotional factor. It is good to have the instruction on that in duty regulations, how much the position demands depth of contact to the person. Perhaps, your vacancy assumes working with technical equipment only, or with documents. Customer service, for example, silently assumes, that the worker, by the nature focused on subjects, with their shades of feelings.

Job candidate empathy evaluation. Thinking-Feeling Preferences

Get Started

free trial version

After creating account, you will be able to get access to online Personality evaluation portal. This portal provides you possibility to manage candidate information online. Invite candidates to pass an online Personality evaluation, browse results, perform self testing, manage existed and create new groups. At first you get free trial version, check system functionality, perform assessments, examine available reports. Then you can change your account status at any time. Our candidate evaluation support center will be at your disposal.

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