Month: May 2020

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.

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.

In the first dimension of personality, extraversion, my score was high (80). The highest-scoring traits in this category were Gregariousness and Activity Level. The lowest was Cheerfulness. The next dimension of personality is Agreeableness. I scored very very low in this category (1). I scored 1/100 in all categories except for one, trust, where I scored 16. The next dimension of personality is conscientiousness. In this category I scored low (26). I scored an 80 in self-efficacy, but also scored an 8 in Dutifulness. The next dimension of personality is neuroticism, where I scored (41). The highest trait in this category was Anger (yikes). The website states “Your score on Neuroticism is average, indicating that your level of emotional reactivity is typical of the general population. Stressful and frustrating situations are somewhat upsetting to you, but you are generally able to get over these feelings and cope with these situations.” The final dimension of personality is openness to experience. I scored very low in this category (6). I scored well in liberalism, adventurousness, and intellect. The rest of my scores were 1’s.

As an employer, looking into traits can be an important component of selecting the right candidate for the job. finding someone with the right traits and personality can benefit both the employee and the organization. If an employer were to look at my test results here is what I think they would think. In the first dimension, I scored an 80, this presents me as an extrovert, who would be able to make friends with my coworkers and would easily form relationships with others. This could be a beneficial trait, especially if I will be meting with customers or clients on a regular basis. the next dimension of personality is agreeableness. I scored very very low in this category. I think this would give a negative perception of myself to a potential employer. It would make me seem hard to get along with or that I may cause some conflict down the road. While this would likely be a negative thing, there is some potential for this to be a positive in certain roles. The next dimension of personality is Conscientiousness, where I scored low. This low score would likely also be seen as a negative for many employers, making me seem like I don’t care about others feelings or problems. Again this could also be seen as a positive for some roles where emotion should not be an important decision maker. In the next dimension, neuroticism, I scored average. This puts me in the middle of the pack for this trait, not telling the employer much about myself in this area. The final dimension is openness to experience, which I scored low as well. This is another trait that could be seen as both a negative or a positive thing, depending on the role. Some jobs require you to be innovative and creative, while others are more clearly outlined with quantifiable expectations and goals.

You are a business owner interested in hiring a new employee to fill an essential opening in your company. After an extensive search, you narrow your choice of candidates down to two people. 

The first person, Avery, has a high-performance ceiling. By this, I mean that when they are at their best, few people are better than Avery at what they do. However, in most situations, Avery can be considered somewhat of a slacker. Day in and day out, the level of performance they give you could be described at best, a little below average.

The second person, Jaime, is known for consistency. Jamie is the type of person that will give you pretty good results every time they show up for work. However, in clutch situations, Jaime struggles to provide you with any more than what they already give you daily. That is, when pushed to their limit, we find that Jaime’s upper potential is nowhere near what Avery is capable of producing.

If I were in this situation, I would hire Jaimie, however it depends on the industry and needs of the company. Overall, I would pick Jaimie. the reason I would pick Jaimie over Avery, is because I can count on her to deliver consistent results. This makes it easy to plan out workload and easily project where we will be in the future. This could for example make it easier for a company to make commitments for clients and give reasonable and accurate estimates for work.

A type of job where it would be better to hire someone with high potential with low consistency would be in a job with workload/ volume that has large fluctuations. Having someone like Avery in this type of job would allow the employee to ramp up production/ performance when needed. This would be useful because in very important situations, Avery can be counted on the make it happen, where someone like Jaimie would not be able to perform at a high level when we need it.

A type of job where it would be best to have someone like Jaimie would be a job that has a very consistent workload/ volume. Having a consistent workload for someone like Jaimie would be very good because the results, costs, and amount of time that it takes to take care of their tasks is always the same. If the inputs are consistent, then the results will be consistent. As I mentioned earlier, this would be advantageous for planning and estimating purposes.