Job Fit Assessments
THE PERSONALITY ASSESSMENT MEASURES PERSONALITY TRAITS AND BEHAVIOURAL CHARACTERISTICS.
Your personality has a huge influence on who you are personally and professionally. In fact, personality plays an essential role in explaining some of the variations in work performance between different people; some are well organised, some are care free. Some people are shy, some are more outgoing. Some people are warm and friendly; some are more skeptical and direct. Some people are creative and open to new ideas, some people prefer structure and rules.
The good news is that because there a great variety of jobs and careers, there is a place for everyone. The bad news is that personality mismatches, or recruiting people with poor job fit, can lead to unnecessary employee turnover and underperformance in your work teams. This employee turnover and underperformance costs your dealership time and money, whereas recruiting people with a good job and company fit pays dividends.
High quality personality assessments are built upon a set of five stable and measurable elements, called traits, that are referred to as the "Big Five". Talent Finder includes these along with a Teamwork scale and a Validity scale.
THE COGNITIVE ABILITY TEST MEASURES AN INDIVIDUAL’S SPEED OF PROBLEM SOLVING AND LEARNING STYLES.
We talk about identifying and hiring "Talent", but what makes a candidate talented? Personality (their preferred behavioural approach to work) is one key element. The second key element is ability.
Research confirms that the best predictor of job performance is Cognitive Ability and it is one of the two most frequently cited factors that impact job performance. The other is Conscientiousness, measured by our Personality Assessment.
The Cognitive Ability tests assess how quickly the candidate will:
Adapt to new changes
Grasp new concepts
See new opportunities
It is a measure of how well people can solve problems, process information and learn new things.
The Right Level Of Ability To Do The Job?
You want all of your employees to have the right level of ability for their job. Depending on the role, you´ll want to know if a candidate is a strong problem solver, a mathematical genius, or capable of intense focus and intellectual challenge. Knowing about each of these elements helps you find the right candidate for the job.
What are the benefits of assessing for Cognitive Ability?
Gain insight as to how well the candidate will be able to solve problems and process information.
Shorten coaching and development time by understanding how quickly someone learns and which methods are likely to work best for them as an individual.
Cognitive Ability Test
Measures an individual's speed of problem solving and learning styles
How will it help?
Predicts the ability to quickly and accurately solve problems. High scorers will learn new skills quickly and have the ability to solve more complex problems. Whereas low scorers will take longer to acquire new skills, but once trained, may be more successful than others in handling routine tasks.
How is the test structured?
The 30 item test is broken down into 10 items that measure verbal reasoning, 15 items that measure numerical reasoning and 5 items that measure special reasoning
How long does it take?
7 minutes (timed)
Personality Assessment
Measures personality traits and behavioural characteristics
How will it help?
Predicts future workplace behaviours
How is the test structured?
45 questions
How long does it take?
Approx. 6 minutes (untimed)
