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All personality assessments (particularly for behavioural preferences and communication styles) owe much to Carl Jung’s description of personality archetypes, and these relate directly to the four “humours” or “temperaments” described by Hippocrates some 400 years B.C.E. Even older is the evidence for testing individuals for job suitability. This has been dated to the time of China’s “Imperial Examination”, which was designed to select able candidates for specific government positions. Established by Sui Dynasty in 605 B.C.E., it was in use until 1905 – some 1,300 years later.
Among today’s wide variety of assessment instruments, some look to create a profile of a subject’s particular traits, while others focus on measuring a specific skill or aptitude. The former type are referred to as “ipsative”; three of this type we use in our work are:
Who should you hire?
Other assessments are designed to enable an organization to compare candidates for a position, and to coach and develop them to successful performance once on the job.
Based on a different model and set of assumptions, such instruments are referred to “normative”. We implement a suite of assessments from Profiles International® that consistently provide this sort of reliable, valid, and objective information. For instance, some of the key points reported on include
The most important factor when considering these and other assessments is to determine which one is best for the situation and the individual(s) involved.
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Ipsative vs Normative
Strength Deployment Inventory
Why is this important
Thomas-Kilmann Conflict Mode Instrument
What to use for recruitment
"The Big Five"
Choose the best fit
Valid and Reliable Assessments