Month: May 2025

• What am I good at?

I am effective at working with others and establishing solid team relationships. My patience enables me to listen well, hear people out, and facilitate groups in reaching agreed-upon goals. According to Chamorro-Premuzic, Recent research shows that about 76% of organizations with more than 100 employees rely on assessment tools such as aptitude and personality tests for external hiring (01). I also possess a strong sense of order and accountability, enabling me to handle tasks professionally and assist others in project management.

• What do I value?

I am a firm believer in teamwork and collaboration. We all bring our special abilities and can make a difference if we all work together in a supportive setting. I also believe in learning and personal development, particularly learning that improves my communication and leadership skills.

• How did I get here?

I got interested in project management when I understood how much I like coordinating tasks and assisting individuals in collaboration. After learning that Oregon State had a project management discipline and an MECOP internship program, I felt like it was the perfect fit. That decision allowed me to dig more into this area and gain experience.

• Where am I going?

Continuing my path, I envision myself developing further in project management following graduation. I want to enhance my skills in leadership further, gain practical experience, and seek out positions that allow me to support teams and deliver practical projects. I aim to establish a purposeful and sustainable professional path in which I am challenged and enriched.

Works Cited

Chamorro-Premuzic, Tomas. “Ace the Assessment.” Harvard Business Review, July 2015, hbr.org/2015/07/ace-the-assessment.

After completing the IPIP personality test, my answers provided a detailed summary of my stance on the five broad dimensions of personality. I scored high for Openness to Experience, an indicator that I am imaginative, interested, and open to new thinking and perspectives. I enjoy being innovative and open to change, and it best suits me for adaptive work conditions requiring innovation or adaptability. I scored exceptionally high for Conscientiousness, which shows that I am organized, dependable, and goal-focused. I am responsible for my duties and will likely meet deadlines, fulfil commitments, and work diligently under little supervision. I scored mid-range for Extraversion, which reflects that I enjoy being social and working together, but also enjoy alone moments and being effective independently. This makes me flexible enough to work in a team or on solo assignments. I scored high for Agreeableness, which reflects that I am cooperative, empathetic, and considerate. I prefer agreement, so I go beyond what one would expect to support colleagues or peers. I scored mid-range for Neuroticism, which reflects that I may be tense or concerned under pressure, but still manage overall emotional stability. Although the trait suggests that I may be sensitive and reactive to feedback at times, the same indicates I am aware of emotions and can learn to adapt. The tests helped reinforce my interpersonal abilities and document areas I can still develop based on a helpful insight into how I can work within different work environments.

An employer reviewing my personality test scores would likely notice many strengths and only a few areas for improvement. One major strength is my high score for Conscientiousness, which shows I am reliable, organized, and industrious. This is something employers would find beneficial, as it demonstrates strong attention to detail, the wise use of one’s own time, and steady pursuit of desired outcomes, skills required for work that involves independence and self-reliance.

Another strength is my high Openness to Experience, which confirms that I am creative, adaptable, and receptive to novel solutions. This serves me exceptionally well for work environments that are changing or innovative, as it indicates I can exercise my thinking and provide fresh solutions. A high Agreeableness would also be an attractive quality for employers, suggesting that I am cooperative, compassionate, and a team player. These social skills are essential for working on teams and team-building, conflict resolution, and boosting team morale.

Being at my middle level of Extraversion means I effectively work within teams and alone when working individually. I can work together with clients or colleagues when called for and still successfully work on activities requiring alone or intense focus. Having this flexibility is an asset for hybrid or flexible jobs.

However, my high Neuroticism can be seen as a weakness. Employers can see that I am too likely to be stressed or doubt myself under pressure. While it makes me sensitive to my feelings, it could be seen as an indicator of needing more support or training for coping with pressure and resilience. Alternatively, it may be something I can work on and be proactive when under pressure. The results indicate that I am a dependable, creative, and teamwork-oriented worker with high potential, mainly when supported to be exceptional under high-stress conditions.

The gap between average and peak performance is significant in employee hiring decisions. I would hire Jaime if I owned the company in the scenario described. In isolated circumstances, there is the possibility that Avery will outperform Jaime, but predictable performance is a much more stable and desirable result in most work environments. Having Jaime perform proficiently daily offers enhanced planning, less disruption, and a more stable team environment.

Of course, there are certainly some jobs where it is more beneficial to hire someone like Avery. For example, breakthroughs matter over and above day-to-day performance in jobs requiring creativity and innovation, such as product designer, advertising creative director, and startup strategy. Jobs requiring creativity may require the human resource team to look beyond academic qualifications. In those roles, breakthrough thinking and high-impact outcomes can be the ticket to their rewards that don’t always come with great regularity. In those cultures, Avery’s occasional greatness can result in huge wins that far outstrip the cost of unimpressive day-to-day performance.

Jaime is best suited to routine and accuracy-based jobs, such as data entry clerks, assembly-line technicians, and payroll administrators. Such tasks require a steady hand and absolute accuracy. They also need accuracy and consistency coupled with good academic qualifications. Mistakes cost money, and having a good producer ensures smooth operations. In those jobs, Jaime’s consistency is not just preferred; it’s paramount.

Maximal vs. typical performance lets you put the right individual to the right job. While Jaime has promising talent, Avery’s consistency is the more favorable fit for most business uses. It’s not a matter of bringing in talent; it’s a matter of predictable performance in context. This makes the selection between the two candidates based on different factors across the board.