In life and business results count. The story, the thoughts, the intentions we tell ourselves are irrelevant for the outside world. For our own behavior and effects, however, we are often blind. And for a hiring company it is even more impossible to judge the performance and behavior of a candidate. In these cases proven personality assessments can project a pretty good picture – if based on data.
Most personality tests, unfortunately, rate an individual on the self-perceived identity and without the backing of facts. Based on a more or less big number of questions then typologies are established. Most of them are based on assumptions of C.G. Jung. All this is a nice exercise, but not helpful. Reality, real behavior, especially under stress, are different. That’s why 3C offers only two types of reputation assessments based on data/facts and:
Hogan Personality Assessments with 30 years of experience and It matches Hogan measures a person’s reputation. Thus, it can predict tendencies with a high probability. Hogan is the industry leader and in use at most of Fortune 500 companies.
Global Leader Assessment 360° which is a concrete 360° Feedback on the core competencies (defined in a special process) of a global leader.
Why should we use Assessments
In three cases personality assessments prove to be the most useful:
1. Hiring
2. Career Decisions
3. Coaching