i am always seeking new ways to make the experience for our users as quick and easy as possible. as an administrator, the ease to run reports and such is really great. at the beginning of our journey with talent science, the main thing we were worried about was the time it took candidates to take the assessment and the drop off rate. the software portal is extremely easy to use and is very navigator friendly. what i really appreciate is that the account managers dig deep to learn your business and are able to customize the tool to the organization’s needs.
we are currently working through validation and i would have liked to see talent science map this process out better. i like that a candidate only has to take the assessment one time and then talent science does that work to score that against various profiles, instead of candidate having to take an assessment for each job they apply to. thanks to the outstanding support of our customer success manager and our dedicated behavioral scientist we have not complaints and have formed an outstanding partnership. the support, communication, expertise of our sr customer success manager and our behavioral scientist are best in class. product is easy and simple to use. there is a lot of information available from the tool to recruiters, hr, hm’s as mentioned above and can be difficult to leverage and use, simply because we do not have the people resources to administer them.
foot locker, audi, gold’s gym, panera, the cheesecake factory, yahoo, dunkin’ donuts, neiman marcus, walgreens, lowes, and hertz all employ these questionnaires. behavioral theories were used to build the peopleanswers technique by scientists and industrial psychologists. infor, a business software provider with 70,000 corporate clients worldwide, purchased peopleanswers in january 2014. they are used during the job application process to assess how suitable a candidate is for a role. your employer may ask you to take one or both. they can include questions such as: the personality test consists of 230 questions about how you perform in a work environment. it may touch on: the best way to pass the peopleanswers test is to prepare well. for this, we highly recommend using the services of a test preparation company like job test prep. knowing what information an employer is looking for and how to approach a personality test can help you when you’re asked to take one. it’s understandable that you’d want to provide the correct answers to a personality test.
a person may feel intimidated by the prospect of revealing hidden aspects of their personality. nevertheless, if you have concerns about the test, remind yourself that there’s a good chance you already possess many of the competencies required for the job, and you should find yourself passing. after all, you are who you are— changing your personality before the test isn’t possible. if you work in finance, for example, you need analytical skills. in this case, you and the employer need to know up front that you aren’t suited for the role. there is a limit to how much a company can have in terms of strengths. a personality test is not a good place to exaggerate your behavior. answer the question as you would like it to appear. your chances of doing well are good if you’re right for the job and the employer is right for you.
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