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Personality

Personality Assessment

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 variation in work performance; some people are well organised, some are care free. Some people are shy, some are more outgoing. Some people are warm and friendly; some are more sceptical and direct. Some people are creative and open to new ideas, some people prefer structure and rules.

The good news is that there is a place for everyone in the variety of jobs available. The bad news is that personality mismatches, or recruiting people with poor job fit, in the hiring process can lead to unnecessary employee turnover and underperformance in your work teams. This employee turnover and and underperformance costs your business time and money, whereas recruiting people with a good job and company fit will make you money.

Based on “Big 5”

High quality personality assessments are built upon a set of 5 “stable” and “measurable” traits that are referred to as the Big 5. With over 1 Million people in our database, we have a strong foundation for our norms by which we measure individuals and create “Fit” benchmarks for our clients around the world.

The Big 5 identifies five personality dimensions called OCEAN: Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism.

While these five factors have been given various names, we have chosen to label them as CLUES, an easily-remembered acronym that precisely captures their intended usage. These five independent factors, each of which is found to be normally distributed across large groups of adults, are explained below in the scales measured:

Scales Measured:

Conscientious vs Carefree

Describes the degree to which the individual is persistent, motivated, and organised, ranging from being highly disciplined and dependable to being carefree.

Likeable vs Tough-Minded

Describes the degree to which the person is pleasant and agreeable, ranging from being warm, tolerant, and tactful, to being tough-minded, sceptical and direct.

Un-Conventional vs Rules Oriented

Describes the degree to which the individual is predictable, rules oriented and structured, to being open to new ideas, adventuresome and inconsistent.

Extroversion vs Introverted

Describes the style and focus of an individual’s emotional energy, ranging from being outgoing, dominant, ambitious, and sociable, to being introverted, shy, and quiet.

Stability vs Sensitivity

Involves the degree to which an individual is emotionally stable and resistant to stress, ranging from being well-adjusted, calm, self-confident, and poised, to being sensitive and anxious.

Additional Scales Measured:

Team

In addition, a Teamwork scale is included that measures the applicant’s attitudes towards teamwork versus individualised work environments.

Good Impression (Faking)

A validity scale that measures the degree to which the person has responded frankly to the test items or is responding in such a way as to make a good impression.

Tools that use the Personality assessment’s measurements:

  • Pre-Hire Job Fit (Job Candidate Selection)

    The Job Fit tool shows how a candidate’s personality characteristics and cognitive abilities fit the job by comparing their traits to those of successful performers in a specific job.
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  • Pre-Hire Onboarding

    The On-boarding tool helps the supervisor or manager better understand the personality characteristics and learning styles of the new employee in order to maximize performance as quickly as possible.
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  • Post-Hire Coaching

    The Coaching tool helps the supervisor or manager better understand the personality characteristics and learning styles of the employee in order to improve their performance and productivity.
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  • Post-Hire Leadership

    The Leadership tool helps to identify leadership qualities and areas where an employee can be developed as a leader.
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  • Post-Hire Job Fit (Promotions & Lateral Moves)

    The Job Fit tool shows how an employee’s personality characteristics and cognitive abilities fit the job by comparing their traits to those of successful performers in a specific job.
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