berke personality trait
Assertiveness is the natural tendency to take action or control in most situations.
Understanding whether a candidate leans more reserved or more aggressive is critical to understanding how quickly they are likely to take action and how well they interact with others.
Personality assessments helps employers by measuring assertiveness of prospective candidates so they understand where on the spectrum a candidate falls, and what impact this is likely to have on their ability to succeed in the role.
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Reserved: Candidates lower in assertiveness are less confident in their actions and tend to make decisions slowly. When faced with obstacles, they tend to stop and assess their options. They typically desire input or direction from others.
Aggressive: Candidates higher in assertiveness are more likely to move forward, take action, and deal with problems. They tend to be decisive and direct when dealing with others. At extremes, they may seem confrontational or stubborn.
Roles requiring high assertiveness:
Berke candidate reports make it clear if candidates possess the innate talents needed to succeed.
Selecting the right assessment solution from the hundreds available can be daunting. To make that process a little easier, we created a Buyer’s Guide.
It’s an objective, downloadable report created by our team of Industrial & Organizational (I/O) psychologists that outlines what to consider when evaluating assessment vendors.
download nowYou can gauge a candidate’s assertiveness by asking them to describe how they handled past situations.
Berke includes interview guides tailored to each candidate. Each guide offers questions based candidate’s personality and skills, making it easy to ask thought-provoking questions.
Berke directly measures Assertiveness, among six other core personality traits, as part of its core personality assessment.
Our team of workplace psychologists partners with you to develop job profiles that outline what levels of each trait influence success in a given role.
Once a candidate takes the assessment, their results are compared to the hiring profile to produce a job fit score.
Job fit scores make it clear if a person is a high, medium or low fit for the job based on the predefined profile.
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