Attending the National Career Development Association Global Conference in Denver? Make sure to stop by the PAR booth (#36-37) to see our newest products!
The Self-Directed Search (SDS) and the Working Styles Assessment (WSA) will be featured in a few presentations during the conference. Check your programs for room and time information. Don’t miss this opportunity to learn more about these two products!
#5-2 Holland Codes Change When Clients Have More Answer Options: The SDS With a 2– and 5–Point Likert Scale
Ever wondered if there was an advantage to the number of answer options on interest inventories? Why does the SDS have 2 answer options while the Strong has 5? Research will be presented on the implications of having 2 or 5 answer options on the Self–Directed Search (5th edition). Melanie Leuty and Erica Mathis, University of Southern Mississippi
#5-9 Once a Leader, Always a Leader? Examining the Trajectories of O*NET Work Styles across Career Stages
Workplace strengths and preferences are often developed and refined over the course of a lifetime. Work Styles, as measured by the Working Styles Assessment, are personal characteristics that affect job performance and satisfaction. Individual trajectories and differences in Work Style preferences during early, mid and late career stages are examined. Heather Ureksoy, PAR, Inc.
#5-4 Using a Career Course to Assist a Diverse Student Population in Exploring Careers and Imagining Future Possibilities
Understanding diverse student populations is necessary to becoming an effective practitioner. This presentation will share research on why students from varied ethnic groups choose to enroll in a career development course, how they differ in levels of negative thinking and shed light on Self–Directed Search constructs such as profile elevation and differentiation. Vanessa Freeman, Christine Edralin, and Emily Fiore, Florida State University
When it comes to finding the right candidates for a job, what qualities and skills are most important to today’s employers? The answers may surprise you.
According to a recent survey by the National Association of Colleges and Employers (NACE), teamwork, problem solving, organizational skills, and effective communication all rated more highly than “technical knowledge related to the job” (Job Outlook 2014).
NACE collected the survey data from 208 college recruiting professionals during the summer of 2013. Respondents rated each quality/skill on a five-point scale. “Ability to work in a team structure” had an average weighted rating of 4.55. Less highly rated—but still important—qualities included “ability to obtain and process information,” “ability to analyze quantitative data,” and “ability to sell or influence others.”
How can employers evaluate a potential employee’s skills in areas that seem so subjective? Other than word-of-mouth recommendations, how can employers assess whether a candidate is a team player, an analytical thinker, or an influential leader?
The new Working Styles Assessment™ (WSA™) from PAR measures 18 distinct workplace personality constructs (or “working styles”) such as initiative, concern for others, analytical thinking, and conscientiousness. The WSA helps job seekers gain a better understanding of their personal work preferences and how they approach a variety of situations in the workplace; it also helps hiring managers identify the working styles they value in employees and select applicants based on the degree to which they fit the working styles most needed for a particular position.
To learn more about the WSA and how it can help employers and job seekers to find the right match, visit the PAR Web site today!
Beyond the technical requirements of the job, what are the workplace personality traits that lead to success in a specific work environment? Understanding the personality traits needed for a particular job or workplace can be the key to a good career choice—a match that works for both employee and employer.
The new Working Styles Assessment™ (WSA™) from PAR is a measure of work-related personality traits such as initiative, persistence, concern for others, self-control, conscientiousness, and analytical thinking. By measuring these traits, career counselors can help their clients find jobs they love—and employers can find workers who have what it takes for success on the job.
The WSA is the only workplace personality assessment that uses the current Occupational Information Network (O*NET) terminology, which means that the personality traits measured by the WSA can be compared to the traits associated with hundreds of current occupations listed in the O*NET database.
The WSA helps create a win-win situation for job seekers and employers:
- Career counselors can help their clients use the WSA to identify their own strengths and explore the career options that are most likely to be a good fit.
- HR professionals can decide which traits are most important for a given job and then use the WSA to identify candidates who have those traits.
- Job seekers can look up interesting jobs on the O*NET and compare the working styles required by those jobs to their own working styles.
The WSA is a useful complement to the recently released 5th Edition of the Self-Directed Search® (SDS®), John Holland’s gold standard career interest inventory. The WSA will also soon be available on PARiConnect, PAR’s online assessment platform.
To learn more about the WSA and other career products from PAR, visit www.parinc.com or call Customer Support at 1.800.331.8378.