berke personality trait
A natural tendency to gain satisfaction from interacting with other people.
Understanding whether a candidate leans more task-oriented or more people-oriented is critical to understanding their attitude towards work, their colleagues and new projects.
Personality assessments helps employers by measuring sociability 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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Task-Oriented: People lower in sociability are less likely to seek new relationships and are more comfortable with smaller groups of people. They can be friendly and interact with others but may find long periods of social interaction tiring.
People-Oriented: People higher in sociability are driven to interact with others. They prefer not to work alone and may actively seek new relationships. They tend to have a wide circle of contacts and are socially confident.
Employees whose talents fit the job are more productive, happier and stay longer.
Roles requiring responsiveness:
Berke candidate reports make it clear if candidates possess the innate talents needed to succeed.
Hear from Michael Luckie-Ewing, former VP of People and Culture at Wayne Homes, a custom home builder serving 5 states for over 40 years.
Michael and his team used HighMatch to better filter applicants for the qualities and skills that contribute to success across every role in their organization.
During the interview, you can gauge a candidate’s sociability 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 Sociability, among six other core personality traits, as part of its core assessment.
Our workplace psychologists can conduct a benchmark study to understand what qualities are most critical, analyze the qualities that top performers share, and then develop a customized Job Profile that includes personality traits, abilities, and skills.
That Job Profile is used to develop the scoring and weighting mechanism for the assessment, helping to identify whether the person is a high, medium, or low fit for the job.
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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.
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Whether you are new to recruiting or an experienced hiring manager, our guides have something for you.
