Personality Assessments

Personality influences who you are personally/professionally. It plays an essential role in explaining some of the variation in work performance (organised, care free, shy, outgoing, warm, friendly, skeptical, direct, creative, open to new ideas, structure and rules).

Personality/job fit mismatches can lead to high employee turnover and under performance in teams. This employee turnover/under performance costs your business time and money, whereas recruiting people with a bench-marked job & company fit will pay you dividends.

Establishing A Candidates Job Fit

Our simple high quality personality assessments tool is built on a set of five stable and measurable elements/traits, that are referred to as the “Big Five”.

Our Assessments – Big Five Scales Measured

Conscientious and Carefree; The degree to which the individual is persistent, motivated, and organized, ranging from being highly disciplined and dependable to being carefree.

Likable verses Tough Minded; Describes the degree to which the person is pleasant and agreeable, ranging from being warm, tolerant, and tactful, to being tough-minded, skeptical and direct.

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

Extroversion v Introversion; 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 verses Sensitivity; 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 Scale – Team; A teamwork scale is included that measures the applicant’s attitudes towards teamwork v individualised work environments.

Additional Scale – Good Impression (Faking); our validity scale measures the degree to which the person has responded frankly to the test items or responds in such a way as to make a good impression.

This type information is invaluable when hiring or building a positive business culture. For a FREE demo/trial of how our Big 5 people assessments/appraisal tests can benefit, call Graham now on 07870 222771.

Employee Engagement Survey

Research by Gallup shows that engaged employees are more productive employees. They are more profitable, more customer-focused, safer, and more likely to withstand temptations to leave the organisation.

The Big 5 Assessments Employee Engagement Survey can be used in the recruitment process to help Recruiters, Hiring Managers and HR Professionals to understand a candidates level of commitment and engagement with their current or most recent job and employer.

1. Company Commitment

If a candidate indicates that they have a low level of commitment with their current or most recent job, the risk of hiring them is higher because you have to determine if they can be motivated to work in your open position. Individuals who are highly engaged with their employer tend to be loyal to their employers and see their jobs as a source of pride and enjoyment.

2. Job Commitment

Individuals who are highly engaged with their job are typically inspired to go above and beyond their job description to help meet business goals.

What It Measures

The Engagement Survey shows the level of commitment between an individual and their current or most recent job and employer.

The old DISC profiling method is largely considered to be too narrow – and according to psychologists, the Myers Briggs test is unscientific (and 70 years old). What you need is a modern 21st Century psychometric tool that takes into account the Big 5 and produce additional information and reports on;

  • Personality traits
  • Reliability
  • Engagement
  • Attitude
  • Conscientiousness
  • Cognitive abilities
  • Job fit
  • Emotional intelligence
  • Potential risks
  • and much more

Accountancy firms are putting more emphasis on communication skills than ever before.

According to “economia” the member publication for ICAEW chartered accountants, more than three-quarters (76%) of accountancy jobs advertised today demand candidates who can demonstrate strong soft skills – according to research from accountancy recruiter Randstad Financial & Professional.

It found that almost half (48%) of all accountancy job listings on its website include references to excellent communication and listening skills, while the ability to build and maintain strong relationships were demanded by 44% of all employers. A third of those listed mention management and strategic leadership skill, while a quarter require the ability to work under pressure (24%) and sales acumen. This is where 21st Century personal development coaching can help because going forward, it will also become imperative to develop mental resilience and emotional intelligence.

The “soft skills” in the highest demand are, possibly, not the ones we might expect. While we might imagine managerial and leadership skills would be the most popular with big professional services firms, for instance, the ability to communicate effectively is actually their top priority.

Clearly, strategic leadership is important – a trait that the Big Four will look for in all of their A-players – it’s communication and listening that everyone needs to demonstrate at the moment,” said Tara Ricks, managing director of Randstad Financial & Professional.

Claim Your Free Success Coaching Session with Me!

According to Investors In People and a recent survey – a staggering 47%-60% of people are unhappy in their work/career and said that if they had the opportunity they would do something else.

Does that sound familiar?

Think about that for a moment, in reality this statistic means that on average – every other person you meet is unhappy in their work or career. Wow! The world has changed and the UK economy is likely to be uncertain over the foreseeable future – yet many people still hold onto old ways of thinking about “employment”, “income” and the way they view work.

When you really think about work, and how income works you also begin to realise that in the conventional workplace most people get paid “linear” or “active” income. In other words, when you have a job you go to work and get paid the equivalent of an hourly rate or perhaps in sales role you could earn a bonus. In reality, this is classed as “temporary income” because when you are not active anymore or you lose your job – you stop getting paid.

Alternatively, when you have the right business model, a self-employed leadership programme and ongoing support to help you become successful, it is possible to leverage your income to a whole new level.

Firstly you must change your mindset and begin to see things differently because for those people who now have the desire to be a little entrepreneurial and have the motivation to do something different, there are options available that could completely change their personal landscape.

Here are 5 important questions to ask yourself – and notice the answers:

  1. What is your Number One priority – right now?
  2. Why did you choose that one?
  3. Why is that important to you?
  4. What would be the consequence of not having the opportunity?
  5. Why would that worry you?

Change your Mind-set – Change your Life

Imagine if….you could provide and positive environment where your people could thrive with the right level of mental resilience, motivation, encouragement, recognition emotional intelligence and empowerment. what would this do for THEM – and YOUR BUSINESS?

Imagine having a cost effective holistic wellbeing strategy that created a happy place to work, loyalty, creativity and more productivity.

Most people know that Stress and Anxiety is a HUGE social and economic problem and to some degree it affects all of us. In the UK, stress-related illness and absenteeism costs businesses tens of billions of pounds every year.

Stress and Anxiety is a HUGE social and economic problem and to some degree it affects all of us. When we feel like this it’s just impossible to function properly in our work – or to enjoy life.

Unhappy people are unproductive people so it makes sense to have a wellbeing strategy in place no matter how you look at it.

In June 2015 The Stress Management Society sent out a survey with the aim to further their understanding of the key challenges that organisations are facing when it comes to workplace wellbeing and stress. This was called the National Workplace Wellbeing Survey Findings.

The survey highlighted the key outcomes the respondents hope to achieve by combating, reducing and overcoming workplace stress. These included:

  • Reduced costs and creating a better work environment for staff
  • Delivering business performance with engaged and energised employees, who are able to apply their strengths and passions whilst balancing all aspects of their lives
  • Greater engagement as team will be happier
  • Develop methods of reducing workloads and workplace pressures whilst still providing a competent/professional service to clients
  • Happier workforce
  • Better focus
  • Happy staff and less time off for sickness
  • A better place to work
  • A happier, healthier and more productive place to work in
  • Improved wellbeing and engagement
  • To have a better working environment
  • Increasing productivity and wellbeing
  • Openness and ability to treat stress symptoms in a non-accusatory way
  • Improve morale
  • Happiness and eagerness to be involved at work rather than watching your back and worrying about colleagues being favoured more highly
  • Improved teamwork
  • Attract and retain the best staff
  • Be an employer of choice
  • Reduce our risk exposure to issues such as suicide

How could your business or organisation benefit by creating a culture of wellbeing in your organisation?

When you reframe it and deal with it from an “empowerment” angle, imagine the benefits of having a cost effective, affordable solution that is flexible to incorporate confidential 1-2-1 and small group coaching that incorporates Personal Development – Mindfulness – Emotional Intelligence – Confidence Building – Guided Meditation – Team Building – and the learning of powerful techniques that can be passed on and applied both in the workplace – and in everyday life.