In short, we tend to do better when our work supports how we’re naturally inclined to think and act, and assessments that predict this alignment can be very helpful in candidate selection. On the other hand, this flexibility score may be beneficial for accounting, which involves a high degree of structure and discipline and less ambiguity in decision-making. One who scores lower on the ‘flexibility’ scale may be less comfortable performing the sales position duties. Imagine two candidates with equal cognitive ability, education and experience, and how they might differ along the scales identified by the California Psychological Inventory personality model (Disclosure: My company publishes the CPI assessment). Because personality is a major factor in preferences and behavior, it influences job performance by determining whether an individual has a natural affinity for required job duties. And employees are most effective when their personalities and interests align with job requirements. Why do salespersons and accountants tend to differ? Think about their duties, which require specific behaviors.
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