Identity Personality Questionnaire
Personality Questionnaire Careers Report – we continue with our series covering the five different reports available from Identity the BPS Accredited Personality Tool.
Recruitment | Selection | Development
THE CAREERS REPORT
The Benefits of Identity
Just to remind you of the benefits of using the Identity Personality Questionnaire:
- Well researched and validated tool
- No training needed as reports are interpreted
- Efficient and quick delivery of reports
- One questionnaire completion for comprehensive outputs
- Suitable for all levels within an organisation
- A range of user – friendly reports to meet all your needs
- Cost-effective solution
Supporting Career Development
IDENTITY CAREERS REPORT
The ‘Identity’ Personality Questionnaire Careers Report is there for that time when you need to support someone who needs help to determine what skills they have and what they enjoy doing, and matching these to roles or jobs that they maybe best suited to.
What’s included in the Careers Report and how to use it?
A Sample Personality Questionnaire Careers Report is available for download below. We will now take you through the sections within the report.
Understanding the Profile
First, the Profile is presented. So, it is useful that users understand how to use the Identity Profile. There are 4 sections:
- Red section is the Interpersonal i.e. their preferences in interacting with people.
- Blue section is Thinking i.e. their preferences with handling information and handling tasks.
- Green section is Internal i.e. their preferences for getting things done (Drivers) and their preferences around dealing with emotions.
- Yellow section is Style Scales. Here we have 4 style scales that help us understand potential error that might creep in, in terms of accuracy of the profile:
- High Self Protecting may mean that they tend to be very defensive and therefore will not admit to mistakes or personal weaknesses.
- High Social Desirability means that they like and will present the better side of themselves.
- Low Self Reviewing means that they tend not see the need to review their behaviours and apply useful learning.
- Low Reflective tends to mean that they value first impressions and to see things as black or white.
Understanding the Scale
There are 36 personality scales. The scale used is a 10 point scale where 1 means extremely low preference and 10 means extremely high preference. A description is provided at the two ends i.e. on the left and right of the profile. Please note that the scale is normally distributed. That means more people score in the middle between 4 and 7; and very few people will score at 1 or 10. In fact only about 2% of people will score on each of these.
Personal Characteristics
The next section is Personal Characteristics. This provides information on the individuals personal characteristics or preferred behaviours. Here is an example:
First, at the top, it provides a narrative for the area providing details of their scale preferences that load onto this area.
Then it provides useful bullet points of potential strengths, followed by potential drawbacks of their style. Providing both sides is extremely useful as it provides indications of things they will enjoy and things they will not enjoy doing within their work.
This is provided for all 6 sections:
Red Section: Interpersonal
- Forwarding Self
- Focus on Others
Blue Section: Thinking
- Information
- Tasks
Green Section: Internal
- Drivers
- Emotions
Then the Style Scales are mentioned (the yellow section). These scales provide some indication of how accurate the profile is likely to be. The scales are also useful additional personality scales.
Learning Orientation Section
The next section provides Learning Orientation. This provides useful insight on how we are all different in terms of the way we prefer to learn, develop, and do things. It also provides some information on whether we may be more right or left brain dominant. Below is an example of the profile and the brain diagram. More information is provided in this section describing the person’s preferences.
Career Focus Section | The next section provides a profile of the six key career focus areas. It will then provide a description of your strongest preferences. Here is an example:
Vocational Suggestions
Based on the strongest Career Focuses that emerge, the next section provides vocational suggestions. There will be a page on each of the strong Career Focuses that are identified. Here is an example of the vocational suggestions that are offered when Analytical comes out strong:
The list is quite comprehensive. That is deliberate as it is wrong to just tell you that the obvious career choice for you is to be an Aerospace Engineer! Rather, the list provides lots of suggestions for you to explore. Therefore, there are likely to be possibilities that you had never even considered. This should be valuable, as there might be a career out that that is very suitable to you that you were not aware of!
Obviously, you will need to do more research finding out more about some of these careers, but that is part of the fun of exploring what might be out there for you. Many careers will require specific qualifications and/or training. Therefore, it is likely to require smart career planning. Depending on your current qualifications, bear in mind some careers require serious investment in further studying either part-time or full-time, or taking on an apprenticeship or trainee role first, before you qualify. So you will need to do your research and to work out what your commitment is. If you find your new passion then you may find that it is worthwhile – as finding a career that really excites you will be wonderful.
Recruitment Tips
The final part of the report is a What To Do Next Section. This provides guidance on how to use this report to help make things happen and to achieve effective career planning.
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