A Career Assessment Test is one way of going about your job search. But how do these career assessment tests really work and do they work as advertised?
Psychometric tests attempt to objectively measure aspects of your mental ability or your personality. Psychometric tests are
a standard and scientific method used to measure individuals' mental capabilities and behavioral style. Psychometric tests
are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or
cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to
perform the role. Organizations use the information collected from the psychometric test to identify the hidden aspects of
candidates that are difficult to extract from a face-to-face interview. They are statistically examined, and are constructed to be
objective and unbiased. This is done by using standard methods of assessment so that everyone is presented with the same
questions and instructions for completing them.
Psychometric tests attempt to objectively measure aspects of your mental ability or your personality. Psychometric tests are
a standard and scientific method used to measure individuals' mental capabilities and behavioral style. Psychometric tests
are designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or
cognitive abilities). They identify the extent to which candidates' personality and cognitive abilities match those required to
perform the role. Organizations use the information collected from the psychometric test to identify the hidden aspects of
candidates that are difficult to extract from a face-to-face interview. They are statistically examined, and are constructed to be
objective and unbiased. This is done by using standard methods of assessment so that everyone is presented with the same
questions and instructions for completing them.
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
When it comes to sourcing and recruiting, it's gotten easier to find people but it's gotten more difficult to get people to respond to emails, InMails, social messages and voicemails. The poor quality and lack of sophistication of most recruiter messaging, along with rampant spamming, certainly hasn't helped. Unfortunately and yet somewhat thankfully, the bar of what people expect to receive from recruiters has been set fairly low, so the opportunity for improvement is massive. The good news is that becoming more effective at getting people to respond to recruiting outreach efforts is relatively easy because marketing & advertising has already blazed the trail - sourcers and recruiters would do well to leverage what effective sales & marketing teams has been doing for decades.
In 2014 and 2015, I spoke at Talent 42, SOSUEU, and LinkedIn Talent Connect conferences on the challenges of getting people - especially "passive," highly recruited talent - to respond to recruiter outreach efforts. The decks I used for the presentations were mostly images, so I decided to add text to the slides so that the core concepts could be understood by anyone whether they attended those conference sessions or not simply by viewing the presentation (I wish more presenters would do this!).
Unit IV Web AssignmentThis assignment allows you to demonstrate .docxouldparis
Unit IV Web Assignment
This assignment allows you to demonstrate the following outcomes:
4. Identify the basic principles of marketing.
4.1 Identify both the potential target market and the potential market segment that a business intends to reach.
4.2 Identify the connection between a commercial’s message and the specific market segment.
4.3 Identify how marketing research contributes to reaching a specific audience.
Instructions: The purpose of this assignment is for you to identify the basic principles of marketing. First, locate two commercials by Coca-Cola that are available on your favorite video-hosting website (i.e., YouTube). Insert the links to each video in the table below. Then, view each commercial while considering the questions in the table, and complete the table by answering the questions as they pertain to each commercial. Finally, save all of your work to this template and submit it in Blackboard for grading.
Items to Identify
Commercial One
Commercial Two
1. Provide a link to each commercial.
2. What product/service is offered in the commercial?
3. What message does the commercial send to the audience?
4. How would you describe the general target market for the company? Be sure to include the following as you describe the target market:
· Age range
· Likes/dislikes
· Interests
· Life goals
5. How would you describe the specific market segment that the commercial is designed to reach? Be sure to include the following as you describe the market segment:
· Age range
· Likes/dislikes
· Interests
· Life goals
6. What is the connection between the commercial’s message and the specific market segment?
7. Prior to producing the commercial, how would utilizing a marketing research method(s) contribute to reaching the intended audience?
Page 1 of 2
Measuring Intelligence
INTRODUCTION
There is a good chance that you have had at least some experience being interviewed—perhaps a job interview or a college admittance interview. What do interviewers want to find out about you? You might have heard questions similar to these:
“What experience do you have waiting tables?”
“Why does studying literature interest you?”
“How would you react if you saw a kid struggling in the pool while you are the lifeguard?”
“So you’re Bill Hanson’s kid? What’s that old rascal up to these days?”
Except for the last question (and let’s face it; sometimes it’s more about who you know than whatyou know), these are questions meant to assess your skills as well as your intelligence—which is related to skill. But what is intelligence? Is it just one thing or a combination of things? Intelligence is defined as your ability to use knowledge to do many things:
• reason
• make decisions
• make sense of events
• solve problems
• understand complex ideas
• learn quickly
• adapt to environmental challenges
Interviews are used to gauge intelligence, but increasingly st ...
It is nothing but being comfortable in one's work environ and making others around similarly comfortable. Fitting in means sharing a common set of beliefs and philosophies about the world. Employers want to hire people who will embrace, on philosophical and moral levels, their approach towards business and the world.
Chapter 6 Ask Questions That Lead to Good Thinking From what we ha.docxrobertad6
Chapter 6 Ask Questions That Lead to Good Thinking From what we have emphasized thus far, it should be clear that to emulate the thinking of the best thinkers you must become interested in thinking. you must become a critic of your own thinking. you must be willing to establish new habits of thought. you must develop a passion for thinking well. you must study the interplay of thoughts, feelings, and desires. you must become interested in the role of thinking in your life. you must routinely analyze thinking into its elements. you must routinely assess thinking for its strengths and weaknesses. you must routinely assess your study (and learning) habits. you must learn how to think within diverse systems of thought. In this chapter, we shall explore the role of questions in thinking to make explicit the questions the best thinkers ask. The Importance of Questions in Thinking It is not possible to become a good thinker and be a poor questioner. Thinking is not driven by answers but, rather, by questions. If those who laid the foundation for a field—for example, physics or biology—asked no questions, the field would not have been developed in the first place. Every intellectual field is born out of a cluster of questions to which answers are either needed or highly desirable. Furthermore, every field stays alive only to the extent that fresh questions are generated and taken seriously as the driving force in thinking. To learn a subject is to learn to ask the questions the best thinkers in the field routinely ask. When a field of study is no longer pursuing answers to questions, it becomes extinct. To think through or rethink anything, one must ask questions that stimulate thought. On the one hand, questions define tasks, express problems, and delineate issues. Answers, on the other hand, often signal a full stop in thought. Only when an answer generates further questions does thought continue its life as such. This is why you are really thinking and learning only when you have questions. Moreover, the quality of the questions you ask determines the quality of your thinking. When you have no questions, you are not concerned with pursuing any answers. For example, biologists and biochemists make progress when they ask questions such as: “What are we made of? How do our bodies work? What is life?” They make even more progress when they take their questioning to the subcellular and molecular level. They ask questions about isolated molecules and events on the molecular level: “What are proteins? What are enzymes? What are enzyme reactions? How do molecular events underlie macroscopic phenomena?” (Jevons, 1964). By focusing on these subcellular questions, they can move to important questions such as: “How do vitamins interact with chemistry in the body to produce healthier functioning? How do cancer cells differ from normal cells? What kinds of foods interact with the body’s chemistry to lessen the likelihood of the development of cancerous cells?” .
Interviewer & interviewee skills the Solution Focus wayThe Glasgow Group
John Briggs & Gale Miller of the Solutions Behavioural Health Group Milwaukee did some research on the interview process. The goal of this document is to reframe the traditional interview ‘contest’. It suggests ways that avoid the surprises that can arise later and instead help both parties get what they want.
Four ‘Magic’ Questions that Help Resolve Most Problems - Introduction to The ...Fiona Campbell
Most problems in business are from Values, Beliefs (inside world problems) Strategy, Environment (outside world problems) This presentation give you an introduction and examples of how to use NLP Meta Model questions to quickly identify where a problem lives.
When you know this communication is clearer and problems get solved quicker.
How to Get People to Respond to Your Recruiting Emails & MessagesGlen Cathey
When it comes to sourcing and recruiting, it's gotten easier to find people but it's gotten more difficult to get people to respond to emails, InMails, social messages and voicemails. The poor quality and lack of sophistication of most recruiter messaging, along with rampant spamming, certainly hasn't helped. Unfortunately and yet somewhat thankfully, the bar of what people expect to receive from recruiters has been set fairly low, so the opportunity for improvement is massive. The good news is that becoming more effective at getting people to respond to recruiting outreach efforts is relatively easy because marketing & advertising has already blazed the trail - sourcers and recruiters would do well to leverage what effective sales & marketing teams has been doing for decades.
In 2014 and 2015, I spoke at Talent 42, SOSUEU, and LinkedIn Talent Connect conferences on the challenges of getting people - especially "passive," highly recruited talent - to respond to recruiter outreach efforts. The decks I used for the presentations were mostly images, so I decided to add text to the slides so that the core concepts could be understood by anyone whether they attended those conference sessions or not simply by viewing the presentation (I wish more presenters would do this!).
Unit IV Web AssignmentThis assignment allows you to demonstrate .docxouldparis
Unit IV Web Assignment
This assignment allows you to demonstrate the following outcomes:
4. Identify the basic principles of marketing.
4.1 Identify both the potential target market and the potential market segment that a business intends to reach.
4.2 Identify the connection between a commercial’s message and the specific market segment.
4.3 Identify how marketing research contributes to reaching a specific audience.
Instructions: The purpose of this assignment is for you to identify the basic principles of marketing. First, locate two commercials by Coca-Cola that are available on your favorite video-hosting website (i.e., YouTube). Insert the links to each video in the table below. Then, view each commercial while considering the questions in the table, and complete the table by answering the questions as they pertain to each commercial. Finally, save all of your work to this template and submit it in Blackboard for grading.
Items to Identify
Commercial One
Commercial Two
1. Provide a link to each commercial.
2. What product/service is offered in the commercial?
3. What message does the commercial send to the audience?
4. How would you describe the general target market for the company? Be sure to include the following as you describe the target market:
· Age range
· Likes/dislikes
· Interests
· Life goals
5. How would you describe the specific market segment that the commercial is designed to reach? Be sure to include the following as you describe the market segment:
· Age range
· Likes/dislikes
· Interests
· Life goals
6. What is the connection between the commercial’s message and the specific market segment?
7. Prior to producing the commercial, how would utilizing a marketing research method(s) contribute to reaching the intended audience?
Page 1 of 2
Measuring Intelligence
INTRODUCTION
There is a good chance that you have had at least some experience being interviewed—perhaps a job interview or a college admittance interview. What do interviewers want to find out about you? You might have heard questions similar to these:
“What experience do you have waiting tables?”
“Why does studying literature interest you?”
“How would you react if you saw a kid struggling in the pool while you are the lifeguard?”
“So you’re Bill Hanson’s kid? What’s that old rascal up to these days?”
Except for the last question (and let’s face it; sometimes it’s more about who you know than whatyou know), these are questions meant to assess your skills as well as your intelligence—which is related to skill. But what is intelligence? Is it just one thing or a combination of things? Intelligence is defined as your ability to use knowledge to do many things:
• reason
• make decisions
• make sense of events
• solve problems
• understand complex ideas
• learn quickly
• adapt to environmental challenges
Interviews are used to gauge intelligence, but increasingly st ...
It is nothing but being comfortable in one's work environ and making others around similarly comfortable. Fitting in means sharing a common set of beliefs and philosophies about the world. Employers want to hire people who will embrace, on philosophical and moral levels, their approach towards business and the world.
Chapter 6 Ask Questions That Lead to Good Thinking From what we ha.docxrobertad6
Chapter 6 Ask Questions That Lead to Good Thinking From what we have emphasized thus far, it should be clear that to emulate the thinking of the best thinkers you must become interested in thinking. you must become a critic of your own thinking. you must be willing to establish new habits of thought. you must develop a passion for thinking well. you must study the interplay of thoughts, feelings, and desires. you must become interested in the role of thinking in your life. you must routinely analyze thinking into its elements. you must routinely assess thinking for its strengths and weaknesses. you must routinely assess your study (and learning) habits. you must learn how to think within diverse systems of thought. In this chapter, we shall explore the role of questions in thinking to make explicit the questions the best thinkers ask. The Importance of Questions in Thinking It is not possible to become a good thinker and be a poor questioner. Thinking is not driven by answers but, rather, by questions. If those who laid the foundation for a field—for example, physics or biology—asked no questions, the field would not have been developed in the first place. Every intellectual field is born out of a cluster of questions to which answers are either needed or highly desirable. Furthermore, every field stays alive only to the extent that fresh questions are generated and taken seriously as the driving force in thinking. To learn a subject is to learn to ask the questions the best thinkers in the field routinely ask. When a field of study is no longer pursuing answers to questions, it becomes extinct. To think through or rethink anything, one must ask questions that stimulate thought. On the one hand, questions define tasks, express problems, and delineate issues. Answers, on the other hand, often signal a full stop in thought. Only when an answer generates further questions does thought continue its life as such. This is why you are really thinking and learning only when you have questions. Moreover, the quality of the questions you ask determines the quality of your thinking. When you have no questions, you are not concerned with pursuing any answers. For example, biologists and biochemists make progress when they ask questions such as: “What are we made of? How do our bodies work? What is life?” They make even more progress when they take their questioning to the subcellular and molecular level. They ask questions about isolated molecules and events on the molecular level: “What are proteins? What are enzymes? What are enzyme reactions? How do molecular events underlie macroscopic phenomena?” (Jevons, 1964). By focusing on these subcellular questions, they can move to important questions such as: “How do vitamins interact with chemistry in the body to produce healthier functioning? How do cancer cells differ from normal cells? What kinds of foods interact with the body’s chemistry to lessen the likelihood of the development of cancerous cells?” .
Interviewer & interviewee skills the Solution Focus wayThe Glasgow Group
John Briggs & Gale Miller of the Solutions Behavioural Health Group Milwaukee did some research on the interview process. The goal of this document is to reframe the traditional interview ‘contest’. It suggests ways that avoid the surprises that can arise later and instead help both parties get what they want.
Four ‘Magic’ Questions that Help Resolve Most Problems - Introduction to The ...Fiona Campbell
Most problems in business are from Values, Beliefs (inside world problems) Strategy, Environment (outside world problems) This presentation give you an introduction and examples of how to use NLP Meta Model questions to quickly identify where a problem lives.
When you know this communication is clearer and problems get solved quicker.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
2. You’re after your dream job but
can’t quite put your finger on what
job that is??
Hey, computers seem intelligent these days.
Maybe they can find it for me?
7. First some background..........
Most of the more popular career
assessment tests are based on
the theory of John Holland who
created 6 personality types
9. People JobsPersonality
Types
The basic theory is....
‘If you have a personality type similar to
people of a particular job type then that
job type will probably be a good match for
you’
10. Let’s dive deeper into the most
popular career assessment test
The Strong Interest Inventory (SII)
11. 291 Questions
For each question you must choose
one of five responses
Strongly Dislike
Dislike
Indifferent
Like
Strongly like
12. 260 Occupations
Well, effectively only 130 as they split male and female jobs
People in each occupation
have also taken the 291
questionnaire to build up
a profile of responses for
each particular
occupation
13. In order to participate, people from each
occupation must meet 3 criteria
•They could not indicate any degree of
dissatisfaction with their work.
•They must have had at least three years of
experience on the job.
•They must have been at least 18 years of
age.
14. So...
If your answers to the 291
questions are somewhat similar to
those answers from people in a
specific occupation then given that
these people are not dissatisfied
with their occupation and have been
in that occupation for over 3 years
then there is a good chance that
you will also find a decent level of
satisfaction in the same occupation.
16. Errr.....Excuse me please. Just a few questions ?
1. How happy are these people that took the
questionnaire with their occupations?
2. Who are these people that took the questionnaire
for specific occupations?
3. Of all the people that took the questionnaire for
a given occupation, surely they couldn’t have
answered the 291 questions in the same manner?
4. If they didn’t answer the questions in the same
manner then how is ‘an occupation’ defined in
terms of responses to the 291 questions?
17. 1. How happy are these people that took the
questionnaire with their occupations?
No idea. All we know is
that they have been in
their occupation for over
three years and have not
expressed dissatisfaction
with that occupation.
18. 2. Who are these people that took the
questionnaire for specific occupations?
The Strong Interest Inventory Manual
Supplement provides details on the
number of people (who took the
questionnaire) for each occupation, the
year the data was collected, the
average age of those taking the survey
and the average number of years that
people had been in that particular
occupation
20. 3. Of all the people that took the questionnaire
for a given occupation, surely they couldn’t
have answered the 291 questions in the same
manner?
They didn’t. However, what is
interesting is that there are
some definitive patterns of
answers for people in the same
occupation. This brings us to
the 4th question.
21. 4. If they didn’t answer the questions in the
same manner then how is ‘an occupation’
defined in terms of responses to the 291
questions?
Essentially the responses of people in a
specific occupation are compared with
responses from those of a general sample
(called the General Representative Sample
– currently consists of 2250 individuals).
The way in which the responses differ for
those in the specific occupation is deemed
to be characteristic of that occupation
23. How do you evaluate the
effectiveness of such a career
assessment test ?
24. Let’s find a bunch of people who took
the test and then chose an occupation
based on that test and find out whether
they are still in that occupation and how
satisfied they are with it?
26. The effectiveness is usually measured by
testing the ability to predict occupations
that people will eventually enter.
Simply put.....
Get people in certain occupations to take
the test and see if their occupation (or one
similar to it) gets the highest score.
27. Shawn Michael Miller (Dr of Philosophy,Washington State
University), looked at the history of this testing
A ‘Good Hit’ is when an individual’s current occupation
matched one of their three highest occupation scores (scoring
greater than 45 for that occupation)
A ‘Direct Match’ means that occupation scored on the
survey was ‘exactly’ the same as the person’s actual occupation.
An ‘Indirect Match’ required some inference by the
researcher (i.e. we can take that to mean that the occupation
scored on the survey was somewhat similar in definition to the
person’s actual occupation).
Some definitions to help.......
28. The results.....
So about 50% of the time the Strong Interest
Inventory (SII) did identify a person’s occupation (or
one similar to it) as one of the highest scoring
occupations for that person.
29. Summary.....
The top Career Assessment Tests have had a
significant amount of time, money and effort poured
into them over the years to make them as useful as
possible.
A career assessment test continues to be a valuable
asset in providing career guidance to individuals, but
it is important to understand exactly what you are
getting.
