• International + National Certification (International Skill Assessment Institute - Italy) and Seven Rings Education Pvt. Ltd (India)

• CESA is World's first is World's first online Test based on all the 14 Employability Skills hence it is essential for all job seekers & also those who are seeking to further improve their Employability Skills. Ideally CESA should be undertaken at least one year prior to completion of academic/vocational studies.
• CESA is absolutely essential for all students/job seekers prior to applying for any job.
• CESA is a great decision making tool for all students who have finished their high school.

• C2C is conducted online by International Skill Assessment Institute in association with Seven Rings International (Italy) and Seven Rings Education Pvt. Ltd (India).
• CESA can be undertaken ONLINE and without proctoring for self assessment purpose.
• CESA with Certification can be undertaken only under proctored environment by Certified Assessors at the assessment centers authorized and strictly as per the norms laid by International Skill Assessment Institute.
• Seven Rings may also conduct CESA at the premises of any Education/Training Institute.

• Preferably Graduate
• Graduates who have appeared or are going to appear for the Graduation within one year.
• Undergraduates who wish to start working full time or part time in near future.

• Personal Interview and Aptitude Test
• Successful applicants undergo a quick counseling session and are expected to submit the CESA application form along with the CESA fee immediately.
• CESA with certification will be conducted from the next immediate available session at the location/centre allocated.

Comprehensive Employability Skill Assessment (CESA) online Test is World's first Test based on all the 14 Employability Skills*:

• Conducted by International Skill Assessment Institute.
• CESA certification by International Skill Assessment Institute.
• CESA Certified can flaunt their Employability Skills and attain the crucial winning edge over others.
• Brought to you by Seven Rings Education Pvt. Ltd in association with Seven Rings International (Italy).
• Scientifically designed Assessment Tests which is continuously evolving and adapting to the changing needs.
• The single most comprehensive assessment test on all the 14 Employability Skills.
• A great 'decision making tool' for applicants as well as Institutes/Employers.
• Helps in taking a TIMELY and RIGHT decision in an increasingly competitive world.
• CESA Assesses the "level of skill attainment" through
• CESA White Belt
• CESA Yellow Belt
• CESA Green Belt
• CESA Black Belt
• A uniform standard which assesses applicants equally well for all academic choices, profession choices and industries, because it is based on all the 14 Employability Skills.
• Employers/Academic Institutes just can't do without CESA since this helps them scientifically, objectively, fairly, correctively, quickly and that too at a low cost distinguish between vast pool of 'qualified' candidates and 'qualified and Employable/Admissionable' candidates.
• CESA a great Self assessment and Training Need Analysis (TNA) tool.

*14 Employability Skills:
Literacy & Numeracy, Communication, Problem Solving, Initiatives & Enterprises, Planning & organising, Self Management, Learning, Technology, Teamwork, Punctuality, Customer Care, Enthusiasm/Passion & Commitment, Positive Attitude, Ethics

Students can undergo CESA for the purpose of self assessment and also CESA with Certification from International Skill Assessment Institute. Placed below are two separate tables providing the above information? Table 1 below provides the necessary information for CESA undertaken for self assessment purpose whereas Table 2 provides information for undertaking CESA with Certification from International Skill Assessment Institute.

Table 1 (CESA undertaken for self assessment)

Duration	Three and a half hours
Timings	Since this is a self assessment online test students can choose to undertake this test as per the timings of their own choice.
Mode of Conducting	Online. Un-proctored.
Location of Program	Since this is a self assessment online test students can choose to undertake this test as per the timings of their own choice.

Table 2 (CESA undertaken for Certification from International Skill Assessment Institute)

Duration	Three and a half hours
Timings	Convenient timings to choose from
Mode of Conducting	Online. Proctored by Assessors Certified by International Skill Assessment Institute Students are requested to produce original verification documents with photograph for identification
Location of Program	Centers allocated by International Skill Assessment Institute /Seven Rings or at Seven Rings Career Academy/Seven Rings Centers/At the premises of Academic/Training Institutes subject to compliances and proctoring by Assessors Certified by International Skill Assessment Institute

Table 1 (CESA undertaken for self assessment)

Course Fee	INR 2240 / USD 56
To be paid to	Seven Rings Education Pvt. Ltd.
Mode of Payment	Demand Draft/Pay Order
Address	Seven Rings Education Private Limited (Subsidiary of Seven Rings International Limited) Office No. 2/13, Om Heera Panna Arcade, Oshiwara, Andheri (West), Mumbai 400 053. INDIA.

Table 2 (CESA undertaken for Certification from International Skill Assessment Institute)

Course Fee	INR 2960 / USD 74
To be paid to	Seven Rings Education Pvt. Ltd.
Mode of Payment	Demand Draft/Pay Order
Address	Seven Rings Education Private Limited (Subsidiary of Seven Rings International Limited) Office No. 2/13, Om Heera Panna Arcade, Oshiwara, Andheri (West), Mumbai 400 053. INDIA.

International Skill Assessment Institute's CESA was necessitated as solution to address the challenges faced due to Problem of Plenty being faced by Academic Institutes and Employers….

• Numbers of qualifiers are huge as compared to the available seats and jobs.
• On paper everyone 'makes the mark'
• Yet only very few "quality" applicants can be offered admission/job.
• There is a need to do a next level of "Qualitative Selection Analysis"
• Conventional methods of manually judging skills are subjective and not uniform.
• Since the skills required and available to 'scientifically judge skills' are scarce the problem STILL persists…
• Time, effort, infrastructure and money required to achieve the objectives manually are mammoth and not guaranteed to be fair and correct.

CESA is also a solution to address the challenges faced by Academic Institutes and Employers when there isn't a Problem of Plenty because….

• Since conventional methods of manually judging skills are subjective and not uniform the problem continues to persist….
• Since the skills required and available to 'scientifically judge skills' are scarce the problem STILL persists…
• Even though time, effort, infrastructure and money required to achieve the objectives are NOT mammoth yet these methods not guaranteed to be fair and correct.

CESA is also a solution to address other challenges faced by Academic Institutes and Employers because….

• Even if subjective methods are used to 'short-list' the applicant through the 'available resources' RANKING based on level of skill attainment is TOTALLY subjective and not uniform across multiple institutions and employers.
• In absence of the above there is no parity and uniform standard across institutions and employers.
• Skill assessment standards of one institution/employer are not acceptable to other institutions/employers.
• Level Definition: Excellent, Good, Average, Poor, Unsuitable are different for everyone…

CESA is also a solution to address other challenges faced by applicants because….

• They are totally confused and frustrated since one institutions "excellent ranking" becomes "bad ranking" for others.
• There is no communication about this at the time of applying hence the applicants are invited thus raising 'hopes' of selection.
• Subsequent when the assessments are conducted huge majority is rejected thus crashing the hopes to ground.
• Due to a faulty system each applicant tries his/her 'luck' at multiple places whereas he/she wants only ONE seat/job.
• Huge time, effort and resources are wasted leading colossal individual and national waste.

CESA is also a solution to address Common Training Need Analysis (TNA) Challenges Faced by by Academic Institutes, Employers as well as students/job seekers …. It is an acceptable fact that

• Training is THE ONLY WAY to create leaders of tomorrow.
• Training is extremely time consuming and costly.
• Training Need Analysis is critical to decide, not only what to train on, but also on the direction and extent of training.
• Scientifically designed Comprehensive Training Need Analysis tools are needed to address these challenges.

After years of research and study International Skill Assessment Institute has launched CESA - A Solutions to all the Challenges faced by Academic Institutes, Employers as well as Applicants….

Comprehensive Employability Skill Assessment (CESA) is

• Scientifically designed and is continuously evolving and adapting to address the changing needs of the world.
• Comprehensive since it is based on all the 14 Employability Skills.
• A great 'decision making tool' rather then just an assessment tool.
• Assess the "level of skill attainment" through
• CESA White Belt
• CESA Yellow Belt
• CESA Green Belt
• CESA Black Belt
• Helps in taking a TIMELY and RIGHT decision in an increasingly competitive world.

*14 Employability Skills:
Literacy & Numeracy, Communication, Problem Solving, Initiatives & Enterprises, Planning & organising, Self Management, Learning, Technology, Teamwork, Punctuality, Customer Care, Enthusiasm/Passion &Commitment, Positive Attitude, Ethics

S. No	Employability Skill	Test Name
1	Numeracy	Quantitative Ability
2	Problem Solving	Analytical Ability
3	Literacy & Communication	Verbal Ability
		Written English Test 3.0
		English Communication Test 3.0 (ECT)
		Listening Comprehension Test (British Accent)
	Customer Care	Customer Service Orientation Questionnaire
6	Initiative and enterprise	General Personality Questionnaire
7	Self-management
8	Teamwork
9	Learning
10	Planning and organizing
11	Punctuality
12	Enthusiasm/passion and commitment
13	Positive attitude
14	Ethics

1. Numeracy

1.1 Quantitative Ability Test

Numeracy is a proficiency which is developed mainly in mathematics, but also in other subjects. It is more than an ability to do basic arithmetic. It involves developing confidence and competence with numbers and measures. It requires understanding of the number system, a repertoire of mathematical techniques, and an inclination and ability to solve quantitative or spatial problems in a range of contexts. Numeracy also demands understanding of the ways in which data are gathered by counting and measuring, and presented in graphs, diagrams, charts and tables.

Quantitative Ability Test measures the use of and reasoning with numbers or mathematical concepts.

It measures the various ranges of magnitudes, which can be solved by using natural or acquired knowledge. It includes calculation, quantification, consideration of the propositions and hypotheses and carrying out of mathematical operations

The various areas in which the test taker is assessed are:-

• Percentages, Profit, Loss & Discount
• Ratio & Proportion
• Puzzles

2.Problem Solving

2.1 Analytical Ability Test
Analytical Ability involves reasoning that helps in analyzing and synthesizing information, applying broad analysis to arrive at conclusions, understanding complex relationships, using systems perspectives while handling a problem or a situation.

Analytical Ability refers to:

• Understanding
• Thinking logically on the basis of a set of rules
• Analysing situations using common sense
• Synthesizing
• Relating complex information and abstract variables
• Drawing logical conclusions and/or providing reasonable and creative responses

3.Literacy & Communication

3.1 Verbal Ability Test
Verbal Ability Test seeks to assess the degree of English language proficiency of the test takers.

Verbal ability refers to the ability of putting ideas into words, orally as well as while writing. This verbal ability is inherent in every human being, but varies in degree from person to person. It involves possessing not only a strong working vocabulary but also the ability to choose the right words to convey nuances of meaning to a chosen audience and also encompasses the ability to organize words in coherent ways.

Verbal ability is important, as it is at once a proxy for general academic ability as well as the basis for effective communication, which is an essential part of any job. Verbal Ability Test has been devised as the ultimate solution to all kinds of 'pre-recruitment language assessment' challenges.

Features:

• Evaluates English language skills


• Uses Grammar, Vocabulary and Comprehension as parameters


• Focuses mainly on use and usage of the English language


• Is a selection type/Multiple Choice Question (MCQ) test.

3.2 Writing (Written English Test)
Written English Test (WET) is designed as a quick diagnostic assessment tool to evaluate written English skills of a test taker. It is a scientific, objective, quantitatively defined assessment tool that provides valuable inputs about a candidate's written English skills.

WET consists of a single writing exercise, either an e-mail response to a given scenario or a brief descriptive writing section. WET evaluates a candidate's ability to respond to different situations (e-mail writing) or his general written English skills (descriptive writing).

WET 4.0 is the latest version of Written English Test. WET evaluates a candidate's written English abilities on four parameters, on a scale of 1 to 6 on all four, where 1 is the lowest score and 6 is the highest. The parameters are –

Parameters of Measurement
Grammar	Ability to write without grammatical errors
Content	Ability to write relevantly and logically
Vocabulary	Ability to write using appropriate words
Spelling & Punctuation	Ability to write using correct spelling and punctuation

Each parameter is evaluated independent of the other parameters. The parameters are evaluated on a quantified rating scale to ensure minimal subjectivity in scoring. A low score on one of the parameters does not necessarily mean an equally low score on other parameters.

The duration of WET is 5 to 7 minutes.

3.3 English Communication Test (ECT)

English Communication Test (ECT) is designed as a quick diagnostic assessment tool to evaluate English communication skills of Indians, in situations where both the speaker and the listener are Indian. It is a scientific, objective, quantitatively defined assessment tool that provides valuable inputs about a candidate's English communication skills.

ECT consists of a single verbal exercise, where the candidate introduces himself and then speaks on a given topic for two-three minutes. ECT evaluates a candidate's ability to articulate his thoughts regarding the topic and speak intelligently about it.

ECT 4.0 is the latest version of English Communication Test. ECT evaluates a candidate's English communication skills on <>three parameters, on a scale of 1 to 6 on all three, where 1 is the lowest score and 6 is the highest. The parameters are –

Parameters of Measurement
Articulation	Measures a candidate's ability to translate thoughts into words
Relevance	Measures a candidate's ability to confine his speech to the important details
Grammar	Measures a candidate's ability to speak using correct grammatical structures

Each parameter is evaluated independent of the other parameters. The parameters are evaluated on a quantified rating scale to ensure minimal subjectivity in scoring. A low score on one of the parameters does not necessarily mean an equally low score on other parameters.

The test is administered telephonically.

Rating	Rating Description
6	Excellent candidate: Perfect on the evaluated parameter
5	Good candidate: Makes a few errors, requires minimal training
4	Good candidate: Makes some errors, but is trainable
3	Average candidate: Makes several errors, but is trainable
2	Poor candidate: Makes several errors, may be trainable
1	Poor candidate: Makes many errors, may not be trainable

3.4 Listening Comprehension Test (LCT)
Listening Comprehension Test (LCT) is designed as a quick diagnostic assessment tool to evaluate listening comprehension skills of non native speakers of English. It is a scientific, objective, quantitatively defined assessment tool that provides valuable inputs about a candidate's functional receptive language skills by testing the extent to which he can comprehend information that is listened to. LCT aids companies to quickly and accurately arrive at high-potential applicants and increases the productivity of hiring teams significantly. LCT evaluates the listening comprehension skills of a non-native speaker of English.

Parameters of Measurement
Listening Comprehension	Effective listening, understanding and processing of information
Accent	Familiarity with Native/Non Native Accents in English
Idioms	Familiarity with Native/Non Native idioms in English

The duration of the LCT is 15 minutes. Each voice clip is followed by a question (for short conversations) or a set of questions (for long conversations and passages), which the candidate must answer based on the information available in the dialogue/passage. The total number of questions is 15.

LCT would be administered in Online mode: Web-based

4. Technology

4.1 Computer Awareness (PC Skills)
PC Skills test seeks to assess the degree of proficiency in basic computer usage. This is a scientific, objective, quantitatively defined test with a judicious mix of questions from 3 topics

• Computer basics
• Microsoft Word
• Microsoft Word
• Microsoft PowerPoint
• Microsoft Outlook

There are 25 questions with a time limit of 30 minutes in the MCQ format.

5. Customer Care

5.1 Customer Service Orientation Questionnaire

Purpose - The CSOQ is designed to appraise the "Customer Service Orientation" of employees who interact directly with customers. Customer Service Orientation implies a desire to provide satisfactory service to customers.

Test Parameters - The test assesses 3 Customer Service Orientations. A description of the 3 Customer Service Orientations is given below:
Customer service Orientation Description

Customer Service Orientation	Description
Personalized Service (Personalized Service is required to make a favorable impression, discover, understand the customer's needs and build rapport with the customer.)	The Personalized Service measures an individual's desire to communicate and develop a rapport in personal interactions with others. An individual who receives a high Personalized Service rating typically prefers: • Taking an interest in people • Listing Attentively • Remaining Patient • Socializing and seeking closeness to people
Persuasive Service (Persuasive Service would be required to convince the customer to commit to some desired course of action, in order to move the sales forward.)	The {Persuasive Service measures an individual's desire to convince others if a certain product or idea and effectively handle objection. An individual who receives a high score on Persuasive Service typically prefers: • Convincing others of a certain viewpoint in order ti gain co-operation and agreement for particular plans, ideas or products • Acknowledging objections but offsets these against specific benefits • Highlighting overriding ad vantages of product/service/solution • Negotiation in order to reach a compromise incase of a disagreement
Helpful Service (Helpful Service would be required to ensure that customers are fully satisfied, and build trust so as to retain customers.)	The Helpful Service orientation measures an individual's desire to respond to others needs by taking proactive steps to assist him. Such an individual would be naturally helpful towards customers, and has a desire to assist others. A candidate who receives a high score on Helpful Service typically prefers: • Going out of this way to satisfy others • Deriving satisfaction out of helping others • Offering extra help to customers

Number of Questions and Item Format - The CSOQ has 30 questions. The distribution of questions across the three Customer Service Orientations is shown in the following table:

Customer Service Orientation	Number of Items
Personalized Service	10
Persuasive Service	10
Helpful Service	10

Each item is followed by two response options A and B. The scoring is a 0, 1 format.

General considerations - Decisions using the information in the Test should not be made in isolation; instead it should be used in conjunction with other sources of data, such as interviews & biographical data results. The Test only assesses a test taker's inclination/desire towards providing satisfactory service to customers. It is not an actual measure of the test taker's behavior in a face-to-face interaction with a customer. The accuracy of results is therefore, dependent on the test taker's openness in answering the questions and his level of self-awareness. The results should be viewed as hypotheses to be validated during the interview.

Application

1. Employee Selection: The results of the CSOQ should be interpreted by referring to the report provided, which summarizes the candidate's scores on the 3 customer service orientations and provides descriptive feedback about the candidate's likely responses to provide satisfactory service. It is important to consider and remind the client that the results are based on the candidate's description of his/her own personality and behavior. Therefore, results should be viewed as hypotheses to be validated during the interview. In an employee selection context, the CSOQ results can be applied in the following ways to make the selection process more effective.

a) To structure the Interview Process - When used as part of a structured selection process, the results on the 3 customer service orientations can be used to segregate candidates into groups to be interviewed in order of preference. Feedback provided in the report can be used to highlight areas to explore further during interview, eliciting a more comprehensive picture of each candidate's strengths and development needs. E.g.: Candidates with high scores on all 3 customer service orientations can be categorized as "first preference" candidates to be interviewed; those with a mix of average and high scores can be categorized as the "second preference" candidates to be interviewed, while those with low scores can be categorized as "third preference" candidates to be interviewed.

b) The feedback provided in the report can be used as guidelines to collect additional information about the candidate's customer service orientation. The interviewer can probe the candidate to describe situations or critical incidents when he/she has demonstrated or not demonstrated that behavior on their job (for candidates with work experience) or not related to job (for candidates without work experience). While interpreting average scores on the three parameters, the interviewer must remember that the interaction between personality characteristics and specific situational opportunities and constraint are likely to have a greater effect on the candidate and should try to probe into situational factors that influence his/her behavior.

c) To benchmark scores against an Ideal candidate profile. An Ideal Candidate profile can be arrived at by considering the mean scores of the .Top Performers Group.. The ideal candidate profile can be used to compare each candidate's scores against this benchmark. Thereafter, candidates equal to or above the benchmark group can be categorized as "first preference" candidates to be interviewed; while those below the benchmark group can be categorized as the "second preference" candidates to be interviewed.

2. Employee development - CSOQ results can be used to provide candidates with an essential understanding of their own behavior and how their style impacts on customers/others. Developmental feedback can be provided to the candidate.

6. Behavioural Traits – Employability Skills 6 to 14, Initiative and enterprise, Self-management, Teamwork, Learning, Planning and organizing, Punctuality, Enthusiasm/passion and commitment, Positive attitude, Ethics

6.1 General Personality Questionnaire

Rationale of the Generic Personality Questionnaire:

The Generic Personality Questionnaire is designed to assess a test taker on 5 personality traits of a human being. Applied in corporate, business and personal situations the Generic Personality Questionnaire can lead to professional and personal insights. The generic Personality Questionnaire directly and indirectly assesses Employability Skills: Initiative and enterprise, Self-management, Teamwork, Learning, Planning and organizing, Punctuality, Enthusiasm/passion and commitment, Positive attitude, Ethics

Core Traits	Descriptive characteristics of 'High' scorers
Conscientiousness	Dependable, hardworking, organized, self disciplined, persistent, responsible
Emotional Stability	Calm, secure, happy, unworried
Agreeableness	Cooperative, warm, caring, good natured, courteous, trusting
Extraversion	Sociable, outgoing, talkative, assertive, gregarious
Openness to experience	Curious, intellectual, creative, cultured, artistically sensitive, flexible, imaginative.

The Big Five Model is designed to measure 5 major dimensions of normal personality namely:

1. (Neuroticism - Emotionally Stability): - Neuroticism identifies individuals who are prone to psychological distress. On the opposite end of the spectrum, individuals who score low on Neuroticism are more Emotionally stable and less reactive to stress. They tend to be calm, even tempered, and less likely to feel tense or rattled.

• Relevance of Emotional Stability in an Organizational Context -Research Study:

A study was conducted to investigate the relationship between work team effectiveness and two distinct aspects of the personality composition of teams: (a) the average level of a given trait within a team, referred to as team personality elevation (TPE); and (b) the variability or differences in personality traits found within a team, or team personality diversity (TPD). Retail assistants (N = 328) working in 82 teams were assessed on a broad range of traits organized around the framework of the Big Five personality factors. Across the set of Big five traits, TPE and TPD predicted unique variance in ratings of team job performance. For each specific trait of the Big Five, either TPE or TPD predicted team performance. For the traits of Conscientiousness, Agreeableness, and Openness to experience, TPE was positively related to team performance; TPD of Extraversion and Emotional stability was positively related to team performance.

2. (Extraversion – Introversion): Extraversion refers to the quantity and intensity of energy directed outwards into the social world. Extraverts are gregarious, assertive, and generally seek out excitement. Introverts, in contrast, are more reserved, less outgoing, and less sociable. Extraverts take pleasure in activities that involve large social gatherings, such as parties, community activities, public demonstrations, and business or political groups. They tend to "fade" when alone and can easily become bored without other people around.

• Relevance of Extraversion in an Organizational Context - Research Study:

Using the five factor model with an emphasis on Extraversion, a study was conducted to investigate how personality is related to Composition, process, and performance in self-managed groups. Graduate students (N = 289) assigned to 4 - and 5 -person teams in 61 groups engaged in a series of creative problem-solving tasks over a period of several weeks. Extraversion was associated with group processes and outcomes at both individual and group levels of analysis. At the individual level, extraverts were perceived by others as having greater effect than introverts on group outcomes.

3. (Openness to Experience – Closed to Experience): Openness to Experience refers to the active seeking and appreciation of experiences. This term assesses an individual's willingness to explore, consider, and tolerate new and unfamiliar experiences, ideas, and feelings. High scorers on this factor tend to be curious, imaginative, independent individuals, Low scorers are considered to be closed to experience. They tend to be conventional and traditional in their outlook and behavior. They prefer familiar routines to new experiences, and generally have a narrower range of interests. They could be considered practical and down to earth.

• Relevance of Openness to Experience in an Organizational Context - Research Study

High Extraversion tends to be associated with management and sales success, those with high Emotional stability tend to be more effective in stressful situations, those with high Agreeableness tend to handle customer relations and conflict more effectively, and those Open to experience tend to have job training proficiency and make better decisions in a training problem solving simulation. With groups rather than individuals becoming more important in the work place, the Big Five may also be predictive of team performance. Higher the average scores of team members on the traits of Conscientiousness, Agreeableness, Extraversion, Emotional stability, the better the teams performed work.

4. (Agreeableness – Tough Mindedness): Agreeableness refers to the kinds of interactions an individual prefers from compassion to tough mindedness Agreeableness is a tendency to be pleasant and accommodating in social situations. It reflects individual differences in concern for cooperation and social harmony. High scorers tend to be empathetic, considerate, friendly, generous, and helpful. Individuals scoring low on Agreeableness place self-interest above getting along with others. They are generally less concerned with others' well-being, report less empathy.

• Relevance of Agreeableness in an Organizational Context - Research Study

Role of Personality (Big five factors) on Team effectiveness was evaluated on basis of job analysis results at both individual & group level to predict the performance of 79, human resource work teams. At both the individual and group levels, the trait of Agreeableness predicted Interpersonal Skills.

5. Conscientiousness: refers to the degree of organization, persistence, control and motivation in goal-directed behavior A Conscientious individual will tend to be self-disciplined, careful, thorough, organized, deliberate (the tendency to think carefully before acting), and need for achievement. Low scorers on conscientiousness are not necessarily lazy or immoral, but they tend to be more laid back, less goal oriented, and less driven by success.

• Relevance of Conscientiousness in an Organizational Context - Research Study

The results of a meta-analysis that investigates the degree to which dimensions of the Five-Factor Model (FFM) of personality are related to performance in jobs involving interpersonal interactions are reported. The meta-analysis was based on 11 studies (total N = 1,586). Each of which assessed the FFM at the construct level using the Personal Characteristics Inventory. Results support the hypothesis that Conscientiousness, Agreeableness, and Emotional Stability are positively related to performance in jobs involving interpersonal interactions. Results also support the hypothesis that Emotional Stability and Agreeableness are more strongly related to performance in jobs that involve team work. Research has shown that the Big Five personality factors have a positive relationship with performance motivation, goal setting, expectancy and self-efficacy. Research has found that conscientious employees set higher goals for themselves, have higher performance expectations and respond well to job enrichment (take on more responsibility). Research indicates that those who are conscientious are less likely to be absent from work.

Applications:

1. Pre-Recruitment – Organizations can define an ideal candidate profile (as per the 5 behavioral traits) for a specific job, and then assess candidates against it. It is important to note that decisions using the information in the test should not be made in isolation, instead it should be made in conjunction with other sources of data such as interviews and biographical data results.

2. Employee Development – Feedback in terms of the 5 personality traits can be used to capitalize on candidate strengths and overcome weaknesses.

3. Team Building – Test Feedback can used during team building, as employees can get professional and personal insights about themselves, their colleagues, and on how to improve communication and teamwork with others, which includes internal & external customers.