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ANALYSIS REPORT on the personality test
Final reflection on personality tests
ANALYSIS REPORT on the personality test
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2. Personality Test Reviewed
JobTestPrep – The Sixteen Personality Factor (16PF) Questionnaire
Price:
£39.99 - £49.99
Overview
In addition to IQ Tests, JobTestPrep also develops a comprehensive online personality test preparation portal namely, the Sixteen Personality Factor (16PF) Questionnaire to identify and evaluate the aspect of a person’s personality, behaviour, interests, and opinions for future employers.
Features
In general, the 16PF Questionnaire summarises the 16 primary personality factors to categorise the overall personality of an individual known as soft skills which employers use it for pre-employment selection stage.
The 16PF Questionnaire consists hundreds of multiple-choice questions, at the end of which, the algorithm
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In addition, the 16PF testing tool is capable of profiling the 7 general career areas based on test taker’s personality to generate a Personal Career Profile report apart from identifying test taker’s soft skills or personality traits.
Pros
● Historically, the 16PF Personality Test is a popular and well-known psychometric personality testing tool at the workplace setting in the area of employment, promotion, coaching, and career progression.
● The package offers a Personalised Feedback Report of test taker’s personality-based strength and weaknesses customise to the job level which is a good point of reference to support CV credibility.
● The Personalised Feedback Report is suitable for matching job seeker’s personality traits to employer’s job description and soft skills requirements to identify person-job fit purposes.
● A requirement for the test taker to extend the membership renewal once the subscription expires.
Cons
● There is no solution to improve upon certain personality factors as personality is a permanent character of an
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Interview Questions & Answers (Q&A) Reviewed
LiveCareer’s Resume Builder, Cover Letter Builder and Resume Writing
Price:
Available upon membership registration.
Overview
Aside from LiveCareer being the premier online source for job hunting tools and resources, it is a one-stop resource for job seekers’ experience to a whole new level for engaging with job seekers; in particular, the Millennials and Generation Z.
Features
An informative web portal, LiveCareer’s features are significant with various cutting edge tools; Resume Builder, Cover Letter Builder alongside the real-time salary calculator, for job seekers quick orientation to its services and products worldwide as well as to jumpstart job search opportunities.
Most importantly, LiveCareer web portal offers its job seekers a comprehensive list of online resources with ready-made behavioural interview Q&A compacts with sampling solutions for tackling all aspects of job interviews sessions and employment preparation.
Results
Hundreds of job seekers benefit from LiveCareer’s extensive resources that cover all domains of employment preparation, right from behavioural interview Q&A tackling strategies, cover letter writing to customised CV writing
News newspaper and internet expose me to a large amount of information and current affairs that is regularly available related to my work ensuring that I meet the standards as a home carer.
The four personality preference ISTF – Introvert, Sensing, Thinking and Judging, joined together to form the person that I am. After the completion of the Meyers-Briggs Personality test, I understand how I am and how I can better relate to other personalities. Being willing to change and adapt to my strengths will help me grow as a leader.
I personally liked the Character Traits/Feedback assessment because I was able to determine my results without being told my character traits. It was challenging for me to select negative traits because I wanted to display myself in a positive light but I realized both positive and negative traits make me who I am....
Eva Kittay’s “Love’s Labor” truly opened my eyes to the profession of dependency work. I realized that there are many underlying ethical concerns of the job and that it is not to be taken lightly. I believe that society should provide more opportunities for caregivers and that more people should take the time to learn in more depth about what the profession requires.
The Personality Test was taken from (Grivas, et al., 1996). As it contained appropriate questions to test the Personality Types A and
The Myers and Briggs Analysis is a series of questions that when answered are examined and grouped together in order to determine the personalities of those taking this test. This particular test can result in sixteen different outcomes or types of personalities, which is determined by four different categories that judge if you are introverted or extroverted, use your senses or your intuition, your choice to think or use your feelings, and finally if you are judgmental or perceptive. These series of questions are designed to judge our personalities and help us to determine which career pathways we will be most suited for based on our personality traits and abilities to work well with others, which is important for our future decisions.
In life, individuals are presented with obstacles where they will choose if they will take a villain or a hero approach to conquer the obstacle. They turn their strengths into powers and hide their weakness from others during their time, and will become widely acknowledged by the world or certain individuals. Specifically, an individual can impact someone life in a powering way that alters the person for the better, transforming the individual as that person hero. An indirect hero is a person who did not go out of their way to help a certain person or did anything on their part to help out the individual. They simply lived their life and interacted with that person similar to how they act around others, Shelby Posey is my indirect hero.
During the period of World War II, he designed the Sixteen Personality Factor Questionnaire (16PF). The 16PF was one of the first standardized tests (following a specific format and procedures previously outlined) to measure personality, (Milite, 2001). Cattell’s main objective was to investigate the universal aspects of personality. Cattell along with colleagues from different nationalities, were given the task of studying the personality traits across cultures. Cattell believed that personality could be assessed entirely by human characteristics: creativity, authoritarianism, selflessness, and leadership. The 16PF came out on 1949. Since its inception, the 16PF has gone through four revisions; the latest version was on 1993, the 16PF5, (Cattell & Mead, 2008). The 16PF is still widely used and is generally used to evaluate normally well-adjusted people, (Milite,
In the vast and detailed world of psychology, there are a variety of different tests you can participate in. For example, you can participate in aptitude, verbal or numerical reasoning, and psychometric tests. These tests assess a variety of different situations such as: behaviors, abilities and intelligence. Personality tests, a common and favored test, measure things such as: behavioral style, opinions, motivators, personal values and career interests. Most often, people complain or disagree with the score of some areas on their personality test; however, there are no right or wrong answers.
It may have its limitations because people do not have the same personality in every situation. For example, a teen or adolescent will talk and interact with their parents way differently than with their friends. With this in mind, a person will exhibit many different personalities throughout the day. Which one is the correct personality or corresponds with who the person truly is. Also, the test only provides answers to how the individual’s personality is at one particular time. Through the first eighteen years of life, a person will change drastically because interests, aspirations, and social situations change. Maybe future improvements of the test can incorporate predictions as to how traits and personalities will change overtime. Nevertheless, the Big Five personality test is the best test developed and is a great way of understanding what makes us
The tests help to speed up the process of hiring new staff in businesses. My thoughts prior attempting psychometric tests have changed; I now think they are key when hiring new employees, as having the best employees will lead to a successful business. Having attempted the tests, I now know what I need to improve on to ensure I have the best chances of employability. There are a number of resource available which I can use to improve my test performance and by practising I will know exactly what to expect when applying for placements and graduate jobs in the near
The test overall did a fairly accurate job in measuring the various factors of my personality. I only disagreed with two of the ten factors, which I merely saw as an overt measurement. The test appeared to be valid for the most part pertaining to my case, and since validity correlates with reliability, its reliability appears to be relatively strong. However this is merely an opinion based on my interpretation of my own personality. It could be equally likely that other people may get many scores in which they totally disagree on. Since this test was written 20 years ago the question of re-standardization also comes into play. As for cross-cultural differences discussed in the introduction, to me it is unclear whether or not the questions are common to all cultures and backgrounds, yet among English speakers the questions seemed well structured. While no test is perfect, the 16 PF does seem to have relatively high reliability and validity, making it ideal in measuring personality traits.
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
After completing the assessment exercise I have been able to carefully my personality. The exercise consisted of an evaluation of four areas: Locus of Control, Personality Type, Stress Reactions, and Learning Styles.
An individual’s personality is the basis of who they are and generates how they react to and behave in different situations. Personality testing is used in workplaces to identify whom to hire, promote and even put into teams. Personality testing is efficient in being able to determine which employees will perform best in certain roles, and this can remove some stress from employers. Personal testing has been shown to help improve the quality of employees who are in the workplace. The method of assessing personalities that will be examined in this essay is the Big Five taxonomy method. The two main questionnaires, which are used to determine these traits, are the Sixteen Personality Factor (16PF) Questionnaire and the NEO personality test. A participant’s results from a personality survey will be analysed to determine what their results mean for current and future workplace behaviour. Finally, this essay will review a case study and it will be explained why personality testing should be used in the workplace and what other work contexts these tests can take place in.