Prometriks HR team
19 years old
Job Fit Quest is a scientifically-developed questionnaire and measures the personality traits that predict motivation and behavior at work. It can be used for:
Job Fit Quest can be used in combination with other tests or questionnaires, interview and/or assessment and development center.
The report contains 3 main sections with results:
Test results are presented in sten scores. The ten-point scale allows comparison between the individual personality profile and the reference norm group.
Job Fit Quest is standardized through nationally representative sample which includes people from different job sectors and the norms are differentiated by gender, age and education. The results are classified in three main groups:
Keep in mind: The results must be interpreted only by specialists who are qualified to use the questionnaire. The report contains personal data and must be stored according to the country’s Law for Protection of Personal Data.
The results in the report are based on the given responses and describe the respondent’s personality at work as well as their attitude toward the assessment process.
Job Fit Quest is a self-rating questionnaire, so please pay attention to the information in the “Validity” section before interpreting the results.
Keep in mind: Please consider the person’s response style when making personal decisions based on the information provided in the report.
The results of Test’s assessment provide information on 11 professionally significant personality characteristics, classified in three dimensions:
Next: Detailed interpretation of the results.
Interpretation is provided for every dimension and the given information describes the work performance Test aspires to demonstrate, the impact he/she is likely to have on the organization, and the approach that can be used to motivate him/her.
Her colleagues may blame her for not taking enough of the overall work and avoiding difficult and important assignments.
She is more efficient when given only routine or well-structured tasks. Frequently needs detailed instructions and supervision. Works better with supervisors with directive approach than with managers that give employees greater autonomy.
Her slow working rate and indecisiveness may be irritating to others. If she is experienced and her role is to analyze and provide expert opinion, the lack of order may not be an issue as it should be compensated by her organizational skills and logical approach.
Becomes distressed and her mind blocks when being assigned multiple tasks (even if they are simple). Would not be efficient when she needs to work quickly, on short deadlines or is required to make decisions in time- and information-deficient situations.
Often has negative reactions to the proposed changes and would be difficult to convince her in their necessity. If her opposition provokes discussions within the team, such debates might be useful as they would encourage the change agents to further develop their ideas and to make them more concrete.
Rarely has a critical insight into work processes or tries to have a comprehensive view of things. Suitable when the team needs to find a pragmatic solution or there is routine work. Should not be expected to give innovative ideas or propose changes.
The team appreciates her for her pragmatism and tendency to plan things in a way that allows her to easily give up on the initial plans upon finding that they are not appropriate and others don't approve them.
Needs some stability and predictability at work but can manage when circumstances demand change in priorities and initial plans.
May be capable of transforming other people's ideas into specific goals and plans, especially if her Work Efficiency score is high. Capable of balancing between the perfectionists and those who consider quantity more important than quality.
Prefers planning and cannot always react in the spur of the moment when opportunities occur. Capable of handling assignments that require great precision and focus on the detail as long as it is on incidental basis.
Feels uncomfortable within a group. Prefers listening and watching. Even when she knows others, she rarely takes the initiative. In group discussions it's better to invite her personally to express her opinion.
Not efficient in professional roles that require insight of people or ability to understand others, such as customer care, sales, negotiations, or people management. If she is about to be promoted to a managerial role, this is a developmental area that should be taken in consideration.
Definitely more efficient when she works alone. Finds it difficult to work in a team because she needs to see things from beginning to end first before contributing. During group discussions, she may look involved and carefully observing but speaks quite rarely and does not make sufficient contribution to finding a common solution.
Working with people or in a team is not among her strengths. Very reticent, she prefers contemplating things carefully before expressing her opinion and cannot react spontaneously to the questions raised. Suitable for analytical works or assignments, which require continuous work alone.
Prefers to discuss joint decisions and is open to hear other points of view. Does not insist on her own opinion excessively but is capable of being persistent when she is convinced she is right. Other people appreciate her for the constructive role she tries to play in the decision-making process.
Often has her own opinion of things but does not by all means insist on doing what she considers right. Reacts constructively to criticism directed toward her decisions or actions rather than to her personality. Suitable to work with clients and partners who would appreciate her desire to find mutually acceptable compromises.
She is not very supportive and helpful of others and does not get easily attached. In the team she is the one standing by principles and justice. Rarely sympathizes on underperformers and is not inclined to ask for help even when she experiences difficulties.
Almost always puts her goals and work first and pays minor attention to other people's feelings. When working in a team, she may be among the members who rather disintegrate than unite the group.
Although she sometimes takes the leading role in the team, she does not always feel comfortable with it. Sometimes she prefers to pass on the responsibility for making difficult decisions to someone else. If she is the formal leader or feels that she has the support of the group, her confidence to lead others increases.
Being assigned managerial functions would increase her motivation, although she does not strive for a leading role as an end in itself and is not inclined to compete for it with others. May feel hesitation and need support when she has to make difficult decisions, especially if she does not have experience in a managerial position.
Solves her personal problems quite easily and rarely needs the group's support. May be indecisive and hesitant in difficult situations or when certain risks need to be taken. If she is a team leader, this should be considered a developmental area.
Even though she prefers to work at her own speed, she usually does not have problems to pick up the pace for quite a long period. Stress and pressure for results don't motivate her but don't have really negative consequences either.
Professional Match evaluates the extent to which the personality profile of Test matches the 5 global competencies important for success in various professional roles.
The extent of matching is presented in a percentage and can be interpreted as follows:
The index shows the individual’s suitability for sales positions.
The index shows the individual’s suitability for professional roles such as sales agent, online consultant, customer service agent (call center, front office, help desk).
The index shows the individual’s suitability for professional roles such as marketing manager, product manager, engineer, and software developer.
The index shows suitability for professional roles such as personal assistant, technical assistant, accountant, bank cashier, and auditor.
The index shows the individual’s suitability for managerial roles.
The main purpose of Job Fit Quest is to help HR specialists and managers at different hierarchical levels of the organizations in their effort to ensure qualitative, objective and ethical decision-making processes in relation to people management. Job Fit Quest can be successfully applied in selection and development processes.
The questionnaire can be used as a part of the selection process and applied to candidates for various positions. It can be combined with ability tests, integrity, and/or value questionnaires. The results of Job Fit Quest need to be verified in an interview with the candidate through their professional experience, education, accomplishments, and references of previous employers.
We recommend using the STAR interview technique for verifying the test results. STAR method contains the following components:
*Below you will find examples of situations which you can use in an interview in order to verify the test results for a particular scale:
Job Fit Quest can provide employees with feedback which can be used as a starting point for career counseling, personal development, and increase of their motivation and engagement with training and development programs.
It is recommended that the feedback session starts with a discussion of the employee’s strengths. The employee may be encouraged to identify them on their own through leading questions. The information received is then compared to the test results and the matches and/or discrepancies can be discussed.
In a similar way, a discussion of the employee’s developmental areas follows. The focus has to be put on those characteristics and behaviors that are significant to the particular position.
The final stages of the feedback session can be used to negotiate the areas of development that the employee is willing to work on. The main goal here is to reach a mutual agreement and high engagement.
If you need some assistance in applying Job Fit Quest, please contact:
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