Month: May 2020

Step 3: Share the results of your test in a short paragraph (100-300 words) summarizing what the test results say about you on each of the five dimensions of personality.

The results of my test were that I am similar to a woman who is 60 years of age. In the extraversion category, I score the highest in excitement seeking. This was not surprising for me because I am always one who seeks new exciting opportunities. I disagree with most of my scores for agreeableness when it comes to cooperation and sympathy. I got low scores there and I do not believe that I lack in these categories as much as this test made it seem. As for the other categories, nothing was that surprising for me.

Step 4: Summarize (200-300 words) what a potential employer looking at these results might say are your strengths and weakness as a potential employee.

I think a potential employer would see both the positives and some negatives from my results based on this test. Before expanding my thoughts, I think it is important to remember that these tests do not determine who I am as a person and they are not always extremely accurate. Some of my weaknesses may include that I am can be quick to anger or anxiety if things are not going my way. I believe that these traits come out when I am placed into situations that are unfamiliar or difficult for me. These traits may also come out due to experiences that I dealt with during my childhood (I do not wish to expand on these at this time). As for my positive traits, I am always someone who is willing to try new things as long as they are thoughtfully brought about. Also, I am adventurous which may be good in the workplace when it comes to trying new ideas or taking risks that other coworkers may not want to try. Overall, I believe that this test was interesting for me to do because I had the opportunity to see what the results were and compare them to how I believe I am as a person.

1. If you were in the shoes of the business owner and had to choose which person would you hire (Avery or Jaime) and why?

There are a few more factors that I would need to know in order to make the most effective decision on this matter. Do I work for a large corporation or a small startup looking to take off? With this comes the size of my staff that would be along with the individual, how many resources do I have at my disposal, what are the types of projects, etc. Because I don’t know any of these factors, I am going to go with the safe pick and hire Jaime. Jamie is known for her consistency, and that is something that every business needs. However, if there was more content, this decision could be changed very easily.

1. Describe a type of job where it would be better to hire someone like Avery (i.e., high potential, poor consistency) than Jaime? What is it about that job that makes someone like Avery more valuable than Jaime?

Someone like Avery would be a great hire for an R&D department, or a department within the company that needs help or just that initial spark to get it going. The ceiling here is what you focus on if your in this situation rather than the consistency. If the team is already performing poorly, you need to take the risk on someone like Avery in order to stay alive. Given it is an essential position, it makes sense for the company to hire someone like this if they are in need of that spark or are in trouble.

1. Describe a type of job where it would be better to hire someone like Jaime (i.e., low potential, high consistency) than Avery? What is it about that job that makes someone like Jaime more valuable?

Someone like Jamie would be better hire than Avery for more essential, repetitional parts of the business like accounting, management, and things of that nature. You are going to get a consistent person when you hire Jamie, and that is exactly what companies are looking for when they are hiring for these positions when things are good. If a company is looking to grow, or is in trouble, consistency is something that you don’t really look for as much as ceiling and potential.