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Career choice can have a major impact on not only your career path but your quality of life. Several factors should be taken into consideration to make the right choice, from your personality type and working conditions to your career prospects. This article explains how to optimize the career guidance process.

What are your career goals?

Career goals represent what you want to achieve in your professional career in the short, medium or long term. They can vary according to individual interests and ambitions.

Financial stability

The first objective of a career is to generate a regular and satisfactory income to meet personal and family needs.

Hierarchical promotion

This implies that you are aiming for a higher-level position, taking on more responsibility and becoming a leader in your professional field.

Career development

You can set yourself the goal of developing new professional skills that will improve your performance and make you more competitive in the job market. To do this, you can follow:

• Ongoing training in your specialty;
• Language training;
• Information technology training (IT);
• Soft skills training;
• Conferences and seminars;
• Etc.

Career transition

If you’re considering a complete career change, your goal may be to take up a job that will enable you to acquire new skills and open up new professional horizons.

Developing your own business

If you’ve got an entrepreneurial mindset, your goal may be to set up your own business, improve its profitability, expand your customer base and innovate in your sector of activity.

Social impact

If the idea of making a positive difference in society motivates you, your career goal may be to work in a field that has a significant social impact, such as health, education, the environment or humanitarian aid.

Work-life balance

The goal of seeking employment may be to achieve an optimal balance between professional activities and personal concerns. This is important for reducing work-related stress, improving performance and maintaining a good quality of life.

What are the most important things to consider when choosing a career?

Education

Looking for a job that fits in with your studies has several advantages when it comes to career management:

• Optimal mobilization of skills: a job that corresponds to your field of study enables you to put your theoretical knowledge to use, and fosters autonomy, creativity and self-confidence.
• Quick to adapt: when you work in a field related to your training, you’re more likely to adapt quickly to the demands of the job. This facilitates your integration into the work environment and helps you to improve your performance.
• Job opportunities: Employers often tend to prefer graduate candidates. By choosing a job in line with your training, you increase your chances of being selected during the recruitment process.
• Professional recognition: working in a field consistent with your program of study builds credibility with colleagues, customers and employers. You’ll be perceived as someone with in-depth knowledge in your field.

Know your interests

A career path that matches your interests helps you:

• Work with motivation and enthusiasm;
• Achieve personal fulfillment;
• Building a long-term career;
• Optimize your performance;
• Stimulate the creative spirit;
• Facing the challenges;
• Etc.

Evaluate your skills

Assessing your skills enables you to identify your strengths and areas for improvement. It helps you focus on areas where you can excel, and set in motion a process of improvement. In this way, you can identify new skills required by the job market.

Competency Tests

Career compatibility with personal values

A career choice in harmony with your values enables you to be authentic in your work and act under your principles.

Growth prospects

To ensure a good long-term professional career, you need to assess the growth prospects of your target field. Here are some criteria to consider:

• Economic market trends: focus on sectors that are growing and have strong development potential;
• Job demand: explore occupations where there is a high demand for skilled labour. This may include fields where there is a shortage of talent or an increase in demand due to demographic, technological or economic factors.
• Networking and collaboration opportunities: consider careers that offer opportunities to network and collaborate with highly qualified professionals. Professional relationships can play a crucial role in enhancing your career.
• Continuous training: choose a career that encourages professional development and offers opportunities for ongoing training. Companies that invest in the skills of their resources and encourage continuous learning offer strong growth potential.

Working Style and Environment

Work style and environment need to be factored into your career preferences. Here are a few points to consider:

• Self-employed or salaried;
• Corporate culture;
• Teamwork or individual work;
• Work in the public or private sector;
• Local or multinational;

• Etc.

Compensation and financial stability

Consider your financial needs and the earnings prospects in the field you’re considering. It’s important to align your financial expectations with a realistic goal. Compensation varies according to many factors, such as:

• Skills and qualifications: the more solid your knowledge and specialized qualifications, the more likely you are to earn a high salary.
• Years of experience: experience testifies to the expertise acquired over time, as well as an ability to meet challenges and act proactively;
• Level of responsibility: positions requiring team supervision, strategic decision-making and project management are often associated with higher remuneration.
• Sector of activity: remuneration can vary from one sector to another due to market demand, competition, regulations, etc.
• Individual performance: resources that meet targets and make a significant contribution to their company may be rewarded with higher remuneration in the form of bonuses, commissions or gifts.
• Company policy: some companies may have rigid pay scales, while others may adopt a more flexible approach offering opportunities for salary increases.

Are career tests accurate?

What are your career interests?

Career interests can be represented by the RIASEC model. This is a typology that groups career interests into 6 domains:

Realistic range (R)

People with realistic interests enjoy manual activities and prefer hands-on tasks. They are often drawn to occupations that handle tools, equipment, materials, plants, etc.

Investigator (I)

People with this type of professional interest have the intellectual and analytical capacity to excel in careers in research, technology, computing, etc.

Artistic (A)

An artistic profile prefers aesthetic expression in its work. They often work in the visual arts, design, music, theatre, literature or multimedia content creation.

Social (S)

People with social interests are empathetic and have a strong desire to help others. They often choose careers in health care, teaching, social work, psychology, community services and so on.

Entrepreneurial (E)

Enterprising people have a strong capacity for persuasion, autonomy and leadership. They are often attracted to careers in sales, management, marketing, executive positions and so on.

Conventional (C)

People with conventional interests are organized and prefer structured, office-based jobs, such as administration, accounting, financial services, human resources management, etc.

How do you test logical reasoning?

How do you see your professional career developing?

The job market is constantly changing. That’s why it’s a good idea to put in place effective career planning to maintain the value and competitiveness of your profile.

• Regularly assess and develop skills;
• Set clear objectives;
• Be flexible to change;
• Search for potential careers;
• Consult a recruitment expert;
• Participate in professional events such as open days and job fairs;
• Explore the possibility of setting up your own business.

Discover your career interests

If you want to find your ideal career, HRID offers you the ID-Career test as well as the ID-Personality and ID-Cognitive tests to help you identify:

• Your professional interests;
• Your cognitive skills;
• Your personality traits;
• Your RIASEC profile;
• Career options that suit you;
• Jobs furthest from your interests;
• Etc.

The ID-Career test takes 30 minutes and results are available immediately.

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The concept of sports intelligence has been increasingly studied by specialists in the sports world over the years. The mental aspect of the performance of athletes is believed to be of vital importance, regardless of their level and goals. Read on to learn more about sports intelligence.

What is sports intelligence?

Sports intelligence is the ability to use physical skills, mental skills, and strategic analysis to optimize the athlete’s performance. It can be developed through training, competitions and sports psychology sessions. We can identify 7 types of intelligence associated with sports intelligence.

Physical Intelligence

Physical intelligence refers to the ability to produce action efficiently. It is based on the coordination of movements and a set of criteria related to physical performance, such as:

• Motor skills;
• Agility;
• Speed;
• Flexibility;
• Power;
• Endurance;
• Responsiveness;
• Etc.

Technical intelligence

Technically intelligent athlete masters the execution of movements specific to their discipline. This involves understanding the biomechanics of movement. Technical intelligence is essential to progress, avoid injury and save effort.

Tactical Intelligence

Athletes with tactical intelligence can develop an effective plan of action to achieve a specific goal. This plan can be adjusted based on the opponent’s performance, current outcome, physical condition, etc.

How to test for logical reasoning

Strategic intelligence

Strategic intelligence refers to the ability to prepare strategies to achieve a medium or long-term goal. It is often developed by sports leaders and coaches, namely:

• Investment in youth to ensure succession and a future level of performance of the senior team in the future;
• Planning of physical preparation courses.

Emotional intelligence

Emotional intelligence is about controlling emotions and redirecting them to improve sports performance.

Personal aspect

An emotionally intelligent athlete develops mental qualities and personal values that enable him to achieve his goals and overcome the obstacles he may encounter:

• Motivation;
• Self-confidence;
• Perseverance;
• Patience;
• Focus;
• Ambition;
• Stress management;
• Controlling negative emotions;
• Etc.

Physical aspect

Emotional intelligence helps the athlete to:

• Don’t be obsessed with sports;
• Maintain a healthy lifestyle (balanced diet, restful sleep, etc.).

Social aspect

An athlete with good emotional intelligence develops good relationships with teammates, coaches, medical staff, etc. This is expressed in a positive attitude toward others, an ability to listen to them and to establish good interpersonal relationships. This is expressed by a positive attitude toward others, an ability to listen to them and to establish good interpersonal relationships.

Technical aspect

Emotional intelligence helps to understand the opponent’s behaviour, anticipate his reaction and take advantage of this information.

Why is an emotional intelligence test important?

Collective intelligence

Collective intelligence refers to the ability of a team to work together effectively to achieve a common goal. It involves combining individual skills, knowledge and experience to create a powerful group dynamic. Collective intelligence can be developed through communication as well as by establishing a strong team culture and exemplary leadership.

Is leadership innate or acquired?

Analytical intelligence

Analytical intelligence consists of analyzing the performance of athletes to establish an adapted training plan and an effective strategy during competitions. It uses specific software for video and data analysis. Fitness enthusiasts can also use connected watches and mobile apps to measure their performance.

Here are some of the data that are the subject of the sports analysis:

• Distance travelled;
• Travel speed;
• Areas covered by the player represented by the heatmap;
• Passing success rate (in team sports);
• Number of attempts towards the goal;
• Motion Modelling;
• Heart rate monitoring;
• Maximum amount of oxygen that the body uses per unit of time (VO2 max);
• Calories burned;
• Opposing Team Tactics and Disposition;
• Etc.

Analytical intelligence in the sports context has gained new momentum with the development of artificial intelligence (AI) to refine the analysis of performance indicators and predict future athlete performance.

Is it possible to measure one’s sports intelligence?

There are different ways to measure sports intelligence. However, it is important to note that this notion remains quite complex to identify precisely because sports intelligence is a combination of several factors (emotional, physical, technical, tactical, etc.).

For example, physical intelligence can be measured through physical effort tests. Technical intelligence can be measured through observation and assessment of cognitive skills through the use of valid and reliable psychometric tests. Emotional intelligence in sports can be measured through psychometric tests that assess the athlete’s ability to manage emotions, communicate effectively, work as a team, and adapt to constantly changing situations.

Why is it essential to measure your sports intelligence?

Set achievable goals

Whether it is for a professional or an amateur athlete, the measurement of sports intelligence makes it possible to set achievable objectives according to the physical and mental capacity of the athlete.

Identify the sport’s profile

Sports intelligence is useful in identifying the profile of young athletes to direct them to disciplines in which they can excel. In team sports, sports intelligence tests help coaches determine the appropriate position for each player (for example, a defender, a midfielder, or a forward on a soccer team).

Identifying Talent

Measuring sports intelligence helps identify players who have the potential to become leaders on their team. It can also help coaches recruit players who are best suited to their style of play and goals.

Monitor the Evolution of Collective and Individual Performance

The measurement of sports intelligence makes it possible to follow the evolution of athlete and team performance over time. It identifies strengths, limiting factors and areas for improvement. This can help to develop specific training programs.

Strengthen team cohesion

Sports intelligence indicators help to implement actions that can

• Strengthen the sense of belonging to the group;
• Stimulate communication and the exchange of experiences and skills;
• Promote mutual understanding within a team;
• Etc.

How to improve interpersonal relationships?

Prepare yourself mentally

A psychologist can use the athlete’s sports intelligence to help him or her manage stress at sporting events and counteract the pressure from the club, the public and the media.

How to measure your sports intelligence?

Psychometric tests are considered among the most effective tools for measuring sports intelligence. With over 25 years of experience in designing cognitive, emotional and personal assessment tests, HRID offers the ID-Sport, ID-Personality and ID-cognitive tests. Each of these tests measures one of the major aspects of sports intelligence. These tests can be used for both individual and team sports, they help you to:

• Determine the sport’s profile of a team or a player;
• Determine an athlete’s ability to integrate into a team;
• Assessing the athlete’s perceptual competence;
• Assess motivation and personal factors impacting athletic performance;
• Etc.

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Sport is a great way to stay healthy and improve your well-being. However, some people fail to maintain regular physical activity due to a lack of time or motivation. In this article, we discuss the importance of psychological aspects in becoming a better athlete.

What makes someone good at sports?

A good athlete is someone physically efficient, disciplined and respectful of those around them.

Physical performance

The notion of sports performance varies according to the athlete’s objectives. The performances required for a high-level professional athlete are not the same as those of an amateur athlete. In any case, it is a question of optimizing the level of performance according to your capacity and the means available.

Here are some physical aspects to consider:

• Endurance;
• Resistance;
• Strength;
• Flexibility;
• Speed;
• Clarification;
• Ability to coordinate;
• Etc.

Mental qualities

A good athlete must have a set of mental skills that allow them to achieve goals and meet challenges. These include:

• Self-confidence;
• Determination;
• Perseverance;
• Increased focus;
• Positive attitude;
• Emotional control;
• Ability to manage stress and anxiety;
• Sense of responsibility;
• Tactical intelligence;
• Etc.

Why are emotional intelligence tests important?

Discipline

A good athlete has to:

• Maintain a healthy lifestyle (balanced diet, good sleep, moderate alcohol consumption, etc.);
• Strictly respect the rules of the game and the internal regulations of the club.

Good relations

A successful athlete must develop healthy relationships with his or her environment:

• Respect your coach and teammates;
• Respect the referees, the opponents, and the public.

What is the role of psychology in sports?

Strengthen Motivation

A psychologist can help athletes of all levels to engage in regular physical activity as well as explain the benefits sports can have on mental health and offers solutions to overcome obstacles.

Prepare Yourself Mentally

A sports psychologist helps athletes prepare mentally for sporting events by working on developing potential and managing performance anxiety. Relaxation techniques are effective for staying calm and focused before and during competition. Sports psychologists can teach various breathing and relaxation techniques, such as deep breathing, meditation and progressive muscle relaxation. They can also help athletes change their perception of competitive situations. Getting into the “right frame of mind” can sometimes mean the difference between winning and losing.

Improve Performance

Sports psychology allows the athlete to identify his or her strengths and weaknesses and to develop mental strategies to improve performance.

Strengthen Team Cohesion

May it be a team or individual sport, a sports psychologist can strengthen the bonds between members of the sports organization by stimulating communication and team spirit.

Managing Difficult Situations

Athletes can go through difficult moments during their career, such as serious injury, negative results, an unexpected defeat, a lack of participation, etc. The support of a psychologist is necessary to overcome negative emotions and facilitate reintegration into the team and competitions.

How to improve interpersonal relationships?

How to make exercise motivating?

Know the benefits of sport

Regular physical activity has many benefits for both physical and mental health:

• Improve cardiovascular activity: sports reduce the risk of cardiovascular diseases, such as strokes, heart attacks and high blood pressure. It lowers bad cholesterol (LDL), increases good cholesterol (HDL), improves blood circulation, regulates blood sugar, reduces the risk of diabetes, makes the heart more resistant during physical effort, etc.
• Get in better shape: physical activity is an effective way to avoid becoming overweight and obese by activating the body’s metabolism. It allows you to lose excess weight and obtain a slimmer and more toned figure.
• Improve muscle and bone strengthening: Sports entail movements which help develop muscles and strengthen bone density, preventing joint pain and certain chronic diseases such as low back pain, rheumatism, osteoporosis, etc.
• Strengthen the immune system: regular exercise stimulates the production of immune cells such as lymphocytes and antibodies. These agents play a key role in the body’s defence against viral or bacterial infections. Physical activity also promotes the anti-inflammatory response.
• Improve well-being: physical activity causes a feeling of well-being and relaxation. This is due to the secretion of pleasure hormones, called endorphins. These hormones are synthesized by the brain following intense physical effort. Sport thus helps to reduce stress and to disconnect from everyday life.
• Staying in a good mood: Athletes are often in a good mood. This has a positive impact on professional and social life.
• Develop mental skills: physical activity provides good oxygenation of the brain, which improves thinking skills, memory and control of nervous tension.
• Improving the quality of sleep: sport is an effective tool to enjoy restful sleep. The feeling of relaxation helps the body to enter a calm and deep sleep.

Find a Partner

A training partner is a good ally to get motivated to do exercise. You can encourage each other and share great moments together. It is best to join a local sports organization, even an amateur group, with whom you can exchange tips and experiences about your favourite activity. Alternatively, you can participate in friendly sports events such as running, cycling or yoga sessions in the countryside.

Setting Goals

Setting achievable goals helps maintain regular participation in sports. It creates a personal challenge and allows you to measure your performance progress, which improves your confidence and self-esteem. For example, run or swim a certain distance every week.

Integrate a different activity

Doing a different work out now and then helps you break the routine and develop new skills.

Consult a life coach

A life coach can help you better manage your daily life so that you can practise physical activity continuously without impacting your work or family commitments.

How to become better at your sport?

Regular training

Consistency when training is crucial to achieving significant results. Progress in any discipline requires adherence to a program for each workout.

Working with a coach

The support of an athletic trainer is important for different reasons:

• Personalized program: An athletic trainer can develop a personalized training program based on your goals, fitness level, and availability. This can help you reach your goals and avoid injury.
• Supervision and safety: An athletic trainer can monitor and correct your technique. He or she also ensures that you use the equipment properly.
• Expertise: He or she has extensive knowledge of exercise, nutrition and health. He can answer your questions and provide valuable advice on how to maintain good health and how to get back into shape after you stop exercising, for example.

Participate in Competitions

Participating in sports competitions accessible to the general public is an effective way to improve your performance. Meeting many athletes and sharing festive moments can also be a source of motivation.

Take an Assessment Test

HRID, a tool specialized in psychometric tests development, offers the ID-Sport test, comprising 3 parts intended for professional or competitive athletes. It allows to:

• Distinguish between levels of athletes;
• Identify the athlete’s profile to maximize their potential;
• Evaluate the athlete’s problem-solving skills;
• Etc.

We also have other cognitive, emotional, and personality tests if you would like a complete assessment.

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Have you ever noticed that some people remember things they have seen better, while others remember things they have heard better? This reflects their dominant memory type, either visual or auditory. Keep reading to better understand the difference between the two and how to identify which learning style is right for you.

What is visual learning?

Visual learning is a mode of learning that draws on the use of visual aids, such as images, graphics, videos, and animations to facilitate understanding of abstract concepts and retention of information. The visual style is used in many contexts, including education, professional training and personal development.

What are the visual learning tools?

Several visual modalities can enrich your learning experience as a teacher or learner. They allow you to represent complex information clearly and concisely, facilitate the synthesis and memorization of information and stimulate interactivity with the learning content.

• Diagrams: help organize information logically, identify trends and patterns, and highlight key points.
• Concept maps: mental representations that focus on the logical structuring of information. The most general concepts are placed at the top of the map, while more specific concepts are placed at the bottom. To create a mind map, you can use software such as Mind Meister, MindManager, Cmap Tools, Miro or Inspiration.
• Educational videos: educational videos are a powerful tool in visual learning, as they combine visual, auditory and kinesthetic elements to present information dynamically and engagingly. Educational videos can be used to:
• Explain complex concepts;
• Illustrate practical procedures;
• Provide real-life examples.
• Virtual tours: modern teaching method that allows learners to visit places in virtual reality to better understand and interact with the learning context.

What are visual people like?

In reality, there is not a 100% visual or auditory profile, but rather preferences for a mode of communication. This comes down to the personality of the learner and the environment in which they have developed. Visual people tend to use eye contact as the primary mode of information processing.

Here are some characteristics of this type of person:

• They have a strong preference for pictures, graphs, charts and diagrams to understand information;
• They tend to remember images and colours more easily than words or sounds;
• They are often drawn to visual aesthetics and have a great appreciation for art, photography and design;
• They have a great capacity to imagine complex visual scenes and to mentally represent objects and situations;
• They may have difficulty understanding abstract concepts or complex verbal instructions unless they are associated with visual images;
• They often have a great ability to spot visual details and errors in visual data;
• Etc.

Spatial reasoning test

What is auditory learning?

Auditory learning is a learning process that focuses on listening and understanding auditory information. This can include recognizing sounds, understanding speech, understanding intonations and nuances of language, and being able to discern subtle differences between sounds. People with a preference for auditory learning may learn more easily by listening to information rather than reading or watching it.

What are the auditory learning tools?

• Audiobooks: audio recordings of books that allow people to listen to them rather than read them.
• Podcasts: audio programs broadcast on the Internet that deal with various subjects and that can be listened to at any time.
• Recorded lectures: audio recordings that may include lectures, seminars or courses.
• Speech recognition software: this is software that allows users to practise recognizing and understanding words and phrases by listening to a synthetic voice or a human voice.
• Online auditory games: online games that focus on sound recognition and can help people improve their hearing ability.

How are people with hearing loss?

• They have an excellent auditory memory and can easily recall sounds, voices and songs;
• They can perceive the delicate variations in tone, intonation and emphasis that are important for understanding a speech;
• They are often musically talented;
• They may have difficulty concentrating in noisy environments;
• They have an expressive voice;
• Etc.

Functioning of the human brain in visual and auditory people

Visual or auditory people use the right brain mostly, as it is the seat of creativity, imagination and emotions. The left brain is used more for logical reasoning, mathematics, task planning and goal setting.

How do I know if I have a visual or auditory memory?

To find out if you have a visual or auditory memory, you can do some simple exercises. If you remember things you’ve seen better, like pictures or diagrams, you probably have a visual memory. Try to visualize things in your mind so you can remember them later.

If you remember things better when you hear them, such as conversations or songs, you probably have an auditory memory. Try repeating aloud what you want to remember, or listen to recordings of what you want to remember. It is also possible to have a mixed memory, where you use both types of information to remember things. There are several tests online to find out if you are a visual person or an auditory person.

Best test to determine new employee strengths and weaknesses

What are the different learning styles?

According to the channels of perception (sight, hearing and touch), we can distinguish 3 learning styles:

• Visual learning: learning by observing;
• Auditory learning: learning by listening;
• Kinesthetic learning: learning by doing.

Discover your learning style

With more than 20 years of experience in developing assessment tools and psychometric tests, HRID offers you the Learning ID-Agility which allows you to identify your learning style and maximize the conditions that will facilitate the acquisition of skills and knowledge. Other multidisciplinary tests are available on the platform to measure your personal and cognitive abilities.

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Learning refers to a process of acquiring new knowledge allowing us to improve our personal and professional skills, but not everyone learns the same way. Some people learn best by listening, while others need to learn through watching or practising. It is therefore important to know the different learning styles and conditions that can help you get the most out of your learning experience.

What are the different learning styles?

Visual learning

Visual learning or visible learning is a method that relies on the use of pictures, videos, charts, diagrams and other visual aids to help learners understand and remember concepts. This style of learning is particularly suited for learners who have a strong visual memory and have difficulty retaining written or oral information. Visual learning is increasingly being used in classrooms and online learning areas.

Spatial reasoning test

Auditory learning

Auditory learners tend to understand information better by listening to lectures, videos, podcasts, audiobooks, etc. They develop a good auditory memory and easily recall information they have heard. They develop a good auditory memory and easily recall information they have heard.

Verbal Learning

Verbal or language learning focuses on the learner’s ability to express and communicate to assimilate information. This is a modern learning style used for professional training. Conservations and group discussions are good ways to stimulate verbal learning.

Kinesthetic Learning

Kinesthetic learning is often used in practical training. This style of learning relies on the use of physical movements and body sensations to help learners process new information. This teaching method involves handling objects, hands-on exercises, role-playing, simulations and other physical activities.

Logical Learning

Logical learners develop good problem-solving skills and analyze information in an orderly and logical manner. They make causal connections between their ideas. They think mathematically and tend to make assumptions on a logical basis. This type of learner does not have difficulty assimilating theoretical training.

How to test for logical reasoning?

Social learning

Social learning is a learning style that involves a strong preference for learning through social interaction and communication. Social learners tend to learn best by working in groups, exchanging ideas and discussing concepts. They often develop good interpersonal relationships.

How to improve interpersonal relationships?

Solitary learning

Solitary learners are people who like to study independently. They tend to be disciplined and organized in their learning journey. They often prefer to work at their own pace, taking time to think and process information thoroughly. Teaching methods for solitary learners may include individual readings, individual projects, personal research, and other activities that emphasize self-study.

What are the conditions that promote learning?

Being motivated

Motivation is considered the driving force behind a commitment to an apprenticeship. As an apprentice, it allows you to:

• Increase perseverance: it helps you develop a positive mindset and overcome failures and obstacles you may encounter.
• Promote personal satisfaction: if you are motivated, you can achieve your learning goals more easily, which builds your confidence.
• Stimulate creativity: a motivated person tends to find innovative solutions and acquire new knowledge.

To strengthen your motivation for professional learning, you should set clear goals, such as:

• Improving existing skills or developing new skills to advance your professional career;
• Acquiring a certification;
• A professional reconversion;
• Etc.

Controlling your attention

Attention during the learning period is key:

• It improves comprehension: attention allows us to understand and retain information more effectively by focusing on the important details.
• It promotes memory: by being attentive, you can better consolidate information in your long-term memory.
• It allows errors to be identified and corrected quickly: it is important to create an environment conducive to attention where sources of distraction are reduced.

Believe in your personal capacity

The performance obtained after a learning session is not only related to the initial level of the learner’s skills but also depends on his or her own confidence in his or her brain capacity. Believing in your self-efficacy influences how you mobilize your skills, set goals and engage in the learning process.

Ask questions

Asking questions of the pre-service teacher or someone more experienced helps you to:

• Clarify concepts and eliminate doubts;
• Get more explanations;
• Stimulate engagement and participation in the learning process.

Putting acquired skills into practice

Applying what you learn right away is crucial to assessing and refining your skills. Practice allows you to identify gaps and correct them effectively.

Learning in a group

Group learning offers many benefits, such as:

• Encouragement and mutual support: group members can support each other by sharing their knowledge and encouraging each other.
• Sharing ideas: Group learning allows members to share their ideas and discuss different points of view. This can help learners understand topics more fully.
• Social skills development: Learning groups allow learners to work in teams, communicate and develop interpersonal skills.

Varying learning styles

Variations in learning activities can stimulate different skills in learners. Regardless of age, learners will be more motivated if they learn in a way that suits them. By varying learning styles, learners are prepared to deal with different situations.

Considering Emotions

Modern learning guides encourage teachers to take into consideration the emotional state of learners. This is because of the impact of emotional intelligence on the cognitive process. Experts distinguish four learning emotions that can be positive or negative:

• Emotions of achievement: these are emotions related to the outcome of learning, regardless of its failure or success. For example, satisfaction, pride, fear of failure, etc.
• Epistemic emotions: they are triggered by new learning experiences (pleasure of learning, curiosity, perplexity, confusion, astonishment, etc.).
• Thematic emotions: these are related to a specific subject of study, for example having an aversion to mathematics.
• Social emotions: these are derived from the relationships between the learner and those around him/her (appreciation, trust, empathy, shyness, etc.).

Why is an emotional intelligence test important?

Adopt a healthy lifestyle

A healthy lifestyle can have many benefits for improving learning ability:

• Better concentration: a healthy, balanced diet helps maintain concentration, improve brain function and reduce mental fatigue.
• Quality sleep: sleep is essential to strengthen memory and improve the ability to recover and concentrate.
• Stress reduction: Chronic stress can affect cognitive function and learning ability. Exercises such as meditation, yoga and deep breathing can help reduce stress.

Discover Your Learning Style

If you want to identify your learning style, it is important to assess your personal skills. HRID provides the ID-Learning Agility allowing you to identify your learning style and will give you development paths allowing you to maximize the acquisition of knowledge and skills by taking into account your preferences and your style. HRID also offers a variety of targeted evaluation tests to meet your personal and professional development objectives.

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The concept of leadership in the business world is paramount. Leaders are responsible for directing and managing people, teams and projects, and their leadership style can greatly influence the success of the business. There are different leadership styles, each with its own advantages and disadvantages. Leaders need to understand how their leadership style can affect their team and their company. In this article, we explain what leadership is, the different styles, and how to know your leadership style.

What is leadership?

Leadership is a complex and multifaceted concept that encompasses the ability to lead, influence and motivate others to achieve a common goal. It is an interactive process between leaders and their team, requiring the ability to communicate effectively, make strategic decisions and manage interpersonal relationships.

Leadership is not reserved for business leaders or top executives but can be found in all aspects of daily life, whether at home, at school, or in non-profit organizations. Ultimately, leadership is the ability to get things done and mobilize people to achieve a common goal.

What is the difference between leader and leadership?

Although the terms leader and leadership are often used interchangeably, there are some differences between the two:

• A leader is a person; leadership is a process.
• A leader demonstrates qualities and traits necessary to lead others, while leadership is the application of these qualities to achieve common goals.
• A leader is a person who guides and influences others, while leadership is the sum of all the actions, behaviours and skills that give the leader the tools to guide their team.
• Leadership is a skill that can be developed and improved with time and experience, while a leader may intrinsically be one.
• A leader may be charismatic, an expert in their field, or simply a person who can make decisions and communicate effectively, while leadership involves specific skills such as effective communication, strategic decision-making, problem-solving, conflict management, creating positive interpersonal relationships, and the ability to inspire and motivate others.

While some people may be naturally gifted in leadership, it is also possible to develop the skills necessary to become a good leader. Leadership is an ongoing process that requires practice, learning and constant improvement.

What is the purpose of leadership?

The purpose of leadership is to guide and motivate team members to work together to achieve a global vision. It aims to inspire and influence team members to do their best and achieve their ambitions.

Leadership plays a crucial role in achieving organizational goals, as it can make the difference between success and failure in an organization. True leaders can create a clear vision of where they want to go and mobilize their team members to work together to get there.

One of the key objectives of leadership is to stimulate the motivation and commitment of team members. A good leader can create a positive work environment that encourages team members to excel and work together to achieve goals. They are also able to recognize and reward the contributions of team members in order to increase their motivation.

In addition, leadership aims to foster the professional and personal development of team members. By providing constructive feedback, leaders enable employees to identify their strengths and weaknesses and develop key skills to achieve their professional goals.

Finally, the ultimate goal of leadership is to create a culture of excellence and innovation within the organization by creating an environment that fosters creativity and innovation and encourages the adoption of new ideas and approaches to succeed and adapt to market changes.

How do you determine if a candidate is a good culture fit?

What are the different leadership styles?

The different leadership styles may reflect the leader’s choices and preferences in communication, decision making and team management, but also the economic situation of the company or the market, such as in times of crisis.

The authoritarian leader

The authoritarian leader, also known as directive leadership, is a command-based leadership style in which the leader has total control over the decisions and actions of the team. This leadership style can be effective in times of crisis when decisions must be made quickly or to address rapid change. However, it can be counterproductive in the long run, as it can lead to decreased motivation and dissatisfaction among team members.

The Participative Leader

The participative leader is the democratic leadership style that creates consensus through participation and collective intelligence. The leader works closely with their team to make decisions and solve problems. This leadership style fosters participation and promotes team members’ creativity, leading to better performance and improved motivation, commitment and employee loyalty.

The Delegative Leader

The delegative leader, also known as laissez-faire leadership, is a leadership style that relies on delegation and initiative from team members. It is a relevant choice in highly skilled and autonomous teams where employees are aware of their responsibility. However, it can also lead to unclear leadership or a lack of direction.

The Head Leader

The head leader style is one that is less authoritative, but characterized by impatience. The head leader sets high standards in terms of performance and demands. They also tend to scold employees who lack confidence. It is a style that is sought after to get quick results from a high-performance team.

The Visionary Leader

In the visionary leadership style, the leader creates an overall vision and inspires team members to work together to achieve a goal. For many, this is the ideal style. It inspires the collective and the individual by encouraging creativity and innovation.

The Collaborative Leader

The collaborative leader builds emotional bonds and fosters a team approach to cohesion, well-being and development. The leader then encourages open communication and collective problem solving. This style is sought after to resolve conflicts, develop team spirit and foster cooperation between individuals.

The Leader Coach

In this style, the leader encourages the professional and personal development of team members by providing guidance and resources to help them achieve their ambitions. They focus on strengths and talents to encourage self-confidence and risk taking.

What do the experts say about leadership styles?

Today, it is recognized that each of these styles can have a place at some point in the life of an organization. However, research tends to show that leadership styles can be summarized into two broad categories: transactional and transformational leaders.

The Transactional Leader

Leaders who favour the “transactional” style opt for a more traditional management approach that emphasizes supervision, organization and performance management. Good employees are rewarded (reinforcements) while those who do not meet expectations are reprimanded or punished. It is therefore a “transaction” between employees who perform the work required and the superior who recognizes or reinforces the expected behaviours. Control systems (auditing) are implemented and ensure that the relationships between the players (hierarchy) are transparent. The leader provides guidelines for employees to perform their work within well-defined guidelines (discipline).

The Transformational Leader

Leaders who favour a “transformational” style exert their influence by fostering employee commitment to organizational goals. They focus on empowering their employees. Power is shared with employees who come to respect and trust them. Transformational leaders (1) act as role models for their employees (2) motivate them by offering an inspiring vision of the future (3) stimulate their innovation and creativity by challenging preconceived ideas and (4) act as coaches for each employee.

How to measure your leadership skills?

What is the best leadership style?

No one leadership style is universally considered the best, as each style has its advantages and disadvantages, and each situation requires a different leadership style.

However, the transformational leadership style is usually considered the preferred leadership style. Visionary leaders are individuals who have a clear vision of the organization’s future are able to communicate that vision with conviction and inspire team members to work together to achieve it.

These are often inspiring and motivating individuals who can transform an organization. By creating an environment where team members are encouraged to be creative and innovative, the transformational leader can help the organization achieve exceptional levels of performance. The transformational leader often has a strong influence on the culture of the organization and can guide it in a positive direction.

What are the 5 levels of leadership?

1. Position

The first level of leadership is positional. Leaders at this level have been appointed to a position of leadership, but they have not yet earned the respect or commitment of their team members. Team members follow the leader simply because they are obligated to do so under their position.

2. Permission

At the second level, leaders begin to gain the respect and trust of their team members. They have developed a trusting relationship with them and have begun to build personal relationships. Team members follow the leader because they want to, not because they have to.

3. Production

At the third level, leaders have begun to produce tangible results. Team members follow the leader because they know they are capable of achieving the goals set and leading the team to success.

4. Respect

At the fourth level, leaders have earned the respect and admiration of their team members. They have become respected and valued leaders because of their character, integrity and personality. Team members follow the leader because they trust the leader and their judgement.

5. Pinnacle

At the final level, leaders have reached the ultimate level. They have succeeded in positively influencing the lives of others and have earned the respect and admiration of people outside their organization. Their team members follow the leader not only for the results they produce but also for who they are and what they stand for.

By understanding John Maxwell’s five levels of leadership, leaders can assess their own level of leadership and work to advance to the next level. Leaders who have reached the level of the respected person have a lasting impact on their organization as well as the people around them.

How to find your leadership style?

Here are some tips for finding your leadership style:

• Assess your personality and values: By understanding what is important to you, you can find the leadership style that best resonates with your personality and values.

• Assess your leadership skills: It is important to understand your leadership skills to identify areas for improvement. Ask for honest and constructive feedback from your colleagues and team members to understand your strengths and weaknesses as a leader.

• Experiment with different leadership styles: Try experimenting with different leadership styles to find the one that works best.

• Be authentic: The most effective leadership style is the authentic one. Be yourself and use your personality and skills to guide your leadership style.

How do you measure your leadership skills?

The ID-Leadership Test is an excellent assessment tool that accurately measures key aspects of leadership needed for recruitment, succession development and coaching. Based on the latest leadership theories, this questionnaire assesses essential leadership factors such as leadership style, source of motivation, purpose and suitability for work environments.

Test ID-Leadership (Ldr) is designed to help you see the leadership experience of your candidates, assess their potential and obtain suggestions for concrete development and coaching actions.

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Leadership is a complex subject that raises many questions, one of the most important being whether it is innate or learned. Many people believe that leadership is an innate quality that cannot be learned, while others believe that leadership is a skill that can be developed with time and experience.

Indeed, some people seem destined to become leaders. They have a natural ability to inspire and mobilize others, take difficult decisions and solve complex problems. However, this is not to say that leadership cannot be acquired. Anyone can develop their leadership skills by leveraging their strengths, working on their weaknesses, learning new skills, and surrounding themselves with mentors and inspiring role models.

In this article, we explore what leadership is and the arguments for and against the innate or learned nature of leadership. We will also discuss the key skills needed to be a good leader.

What is leadership?

Leadership is a complex concept that can be difficult to define, as it encompasses a wide range of skills and qualities. In layman’s terms, leadership consists of guiding, inspiring and motivating others to achieve a common goal. This is not simply giving orders or making decisions, but rather creating a clear and compelling vision, effectively communicating that vision to others, and motivating them to work together to achieve it.

Leadership also involves a deep understanding of people and their behaviour, as well as the ability to communicate effectively and resolve conflict. Good leaders are able to identify the strengths and weaknesses of their team, develop relationships of trust and mutual respect with their members, and help them reach their full potential.

It is important to note that leadership is not limited to a professional or organizational setting. Leadership can be demonstrated in all spheres of life, whether in the family, the community or even on a global scale. Good leaders can face the most difficult challenges and find creative and innovative solutions.

There are many forms of leadership, each with its own ideas about the qualities and skills needed to be an effective leader. Some theories focus on personal qualities, such as charisma, self-confidence and emotional intelligence, while others focus on skills, such as decision-making, communication skills and problem-solving.

Are we born leaders or do we become them?

Whether leadership is innate or learned remains a debate that has split scholars for decades. Some argue that leaders are born with natural personality traits predisposing them to leadership excellence, while others believe that leadership is a skill that can be developed through experience and self-reflection.

Leadership: An Innate Character

There are indeed leadership traits that are innate to the person. Indeed, leadership requires personal qualities that cannot be easily acquired, such as natural charisma, thoroughness, tolerance, authority, etc. However, this innate character is useless if it is not trained. It must be developed to achieve real competence.

Leadership: A Set of Acquired Skills

Developing leadership skills is an ongoing process that requires constant reflection, advanced training and experience. The most effective leaders are those who can learn from their mistakes and failures, adapt to change and work on their weaknesses.

Leadership Is Both Innate and Learned

While some people may be more predisposed than others to excel in leadership, it is entirely possible to develop leadership skills. No one is perfect, every leader has qualities and flaws, and leadership development is an ongoing process that requires an open mind.

How to measure your leadership skills?

What is the purpose of leadership?

The leader’s objective is to guide, inspire and motivate individuals to achieve a common goal. He accomplishes this by creating a clear vision of the goal and establishing a path to reach it.

Leadership is about providing guidance, training and direction to help team members reach their full potential. Leaders must understand the strengths and weaknesses of their team and work closely with each member to help them develop and achieve their ambitions. Good leaders are able to provide constructive feedback and guidance to their team members to help them develop both professionally and personally.

Leadership is about creating a positive and inclusive work environment. Leaders must be aware of the diversity of their team and be able to create a work environment that encourages collaboration, creativity and innovation. They must also be able to manage conflict effectively and promote harmonious working relationships.

Finally, leadership is about ensuring the success of the organization or business. Today’s businesses operate in an ever-changing environment, which is why good leaders are a competitive advantage for businesses. The presence of a leader allows for the development of creativity, the planning of effective strategies and the implementation of creative solutions to problems.

What is the basis of leadership?

The foundation of leadership is having a vision and the ability to inspire and guide others, which consists in being able to:

• Develop your personal leadership style by setting an example, expressing your convictions and demonstrating self-confidence.
• Share this vision with people and show them the way to achieve it.
• Encourage collaboration and gain the support of others
• Change the frame of reference by looking for opportunities, experimenting and taking risks.
• Encourage individual contributions and celebrate collective successes to build motivation and commitment.

What are the characteristics of a true leader?

Leaders need to be equipped with certain qualities, including vision, communication, innovation, empathy, emotional intelligence, self-confidence and resilience.

Vision

Vision is one of the most important qualities for a leader. A leader must be able to create a clear and compelling vision for their team. This vision must be realistic, achievable and inspiring. The leader must be able to motivate team members and get them to work together.

Communication

Communication is an essential quality of a leader. Leaders must be able to communicate their vision, goals and expectations effectively and concisely to their team.

Innovation

Innovation is a key characteristic of modern leadership. Leaders who stand out are often those who can think outside the box, seek out new approaches, and creatively address challenges. Innovative leaders encourage their team to step out of their comfort zone, explore new ideas, experiment and take risks. They encourage critical thinking and decision making to drive innovation in their organization.

Empathy

A good leader must be able to understand the needs and desires of their team, as well as the challenges they face. By understanding the perspectives and experiences of each team member, a leader can build trust and transparency with their team.

Emotional intelligence

A leader must be able to manage their own emotions and those of their team members effectively while maintaining a positive and motivating work environment, even when challenges become difficult.

Self-confidence

Self-confidence is a fundamental characteristic of leadership. Confident leaders are able to handle complex situations and solve problems quickly while maintaining a positive attitude and inspiring their team. A confident leader can transmit this confidence to their team, which can help them overcome challenges with optimism and determination.

Resilience

Leaders often face challenges and failures that can test their confidence and motivation. For this reason, resilience is a characteristic that distinguishes a good leader. A resilient leader can keep moving forward despite obstacles. They can handle pressure and keep their team motivated even in difficult situations. They are able to inspire their team to persevere despite difficulties.

How to decide between two candidates?

Tips for developing your leadership

Almost everyone has the ability to become a leader. Here are some tips for developing your leadership skills.

Participate in Training

Experience is the most effective way to develop leadership skills. However, many managers can accumulate years of experience without ever learning the lessons necessary to become true leaders. Developing leadership skills requires conscious reflection on experiences in team management.

The leader must be able to draw useful conclusions from experiences to better understand what is needed to be an effective leader. While experience is important, coaching and training are very useful ways to accelerate the learning process and the development of leadership skills.

Take Initiative

Leaders take initiative and make important decisions. You can develop your leadership by taking initiative. This can include coming up with new ideas, finding creative solutions to problems or organizing events or activities for your team.

Develop Your Communication

As a leader, you need to be able to communicate clearly and persuasively to inspire others to follow you. To improve your communication skills, you can practise public speaking, actively listen to others and express your ideas concisely and coherently.

Be Open to Change and Learning

To develop your leadership, you must be open to change and willing to learn new skills. This may include reading books on leadership, attending trainings or seminars, etc.

The Best Leadership Test

The ID-Leadership Test is a leading-edge leadership assessment tool that accurately gauges key aspects of leadership for recruitment, succession development and coaching. Grounded in the latest leadership theories, this questionnaire assesses essential leadership factors including leadership style, source of motivation, purpose and suitability for work environments. Through the use of this tool, it is possible to objectively assess leadership skills.

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The social aspect is a main pillar in human development. Personal characteristics are strongly linked to the nature of previous relationships. On the other hand, maintaining good professional relationships helps build a favourable climate for business development as well as for the well-being of employees. In this article, we share practical tips for better interpersonal relationships at work.

What are interpersonal relationships?

Interpersonal relationships refer to interactions between two or more people who may have common interests in a family, work or personal setting.

In the professional context, interpersonal relationships refer to the ability to establish bonds based on trust and understanding of the other to accomplish expected results. Developing interpersonal relationships within a team involves taking into account the values, expectations and emotions of each member.

What are the criteria for a healthy interpersonal relationship?

The definition of a healthy interpersonal relationship depends on the level of satisfaction, which varies from person to person. However, a healthy interpersonal relationship can be said to exist when:

• There is an atmosphere of mutual respect between individuals;
• Communication is open and transparent;
• Problems are solved smoothly and collectively.

How important are interpersonal relationships?

The development of healthy interpersonal relationships at work brings benefits for both individual and corporate development. Moreover, this type of skill is part of the soft skills and personal qualities that have a considerable impact on the business environment.

At the level of individual development

• Improve well-being;
• Increase self-esteem;
• Reduce stress;
• Motivate yourself;
• Stimulate creativity;
• Express yourself freely;
• Etc.

At the business development level

• Strengthen employee commitment to the company;
• Improve productivity and quality;
• Develop mutual aid and exchange of skills;
• Reduce employee turnover;
• Stimulate growth and innovation;
• Optimize the decision process;
• Promote early conflict resolution;
• Etc.

What are the dimensions of interpersonal relationships?

Effective teamwork in terms of interpersonal relations is based on the complementarity between the various personalities and skills. This is why it is essential to identify the interpersonal skills of each person. In this respect, we can distinguish 4 dimensions of interpersonal relations: influence, interpersonal ease, emotional intelligence and leadership skills.

Influence

These are people who have a natural ability to influence and convince others. They have the facility to create new relationships and share knowledge with others. Employees of this type are often responsible for:

• Motivate the team during critical periods;
• Carry the word of the group;
• Negotiate with suppliers and clients.

Interpersonal skills

Interpersonal fluency refers to the ability to adjust communication and behaviour to the personality of the other person. Individuals with this interpersonal skill can analyze emotions and decipher the ulterior motives of others.

Employees having good interpersonal skills can:

• Have a clear vision of the hidden issues behind the relationships within a team;
• Assess each person’s motivations;
• Support struggling colleagues;
• Resolve conflicts.

Emotional intelligence

Emotionally intelligent employees master the art of communicating emotions through visuals or words. They can:

• Nurture strong human relationships with individuals they do not know;
• Conduct relevant discourse;
• Demonstrate empathy;
• Understand non-verbal communication (body language);
• Adapt their behaviour according to the needs of others and company regulations.

Why is an emotional intelligence test important?

Leadership

Managers who develop a sense of leadership can lead a group to achieve common goals. Their assignments include:

• Promote cooperation within the team;
• Mobilize employees for a specific project;
• Empower employees so as to increase their motivation;
• Manage talents optimally;
• Identify the human resources required to achieve objectives.

How to measure your leadership skills?

9 tips to improve your interpersonal relationships

1. Know yourself

Self-awareness is an essential step in developing healthy interpersonal relationships. It is about identifying your own behaviour, your strengths, as well as those that need to be improved. By doing so, you will improve your self-confidence and know your limits. You will also be able to perceive others’ qualities, tolerate their faults and understand their needs

1. Demonstrate confidence

Having confidence in yourself, your abilities and your values is important. This allows you to freely express your needs, set your limits and participate effectively in the interpersonal communication of your company.

1. Develop active listening skills

Active listening is a basic principle in interpersonal relationships. During a conversation, we tend to prepare our next response as the other person is speaking. This attitude becomes more pronounced when we are in an argumentative position. Active listening counteracts this mechanism and helps us to interact appropriately with the other person.

Here are 3 fundamental techniques for developing active listening skills:

• Rephrasing: reiterate in your own words the key points expressed by the speaker to make sure that you have understood what he or she is saying.
• Questioning: ask targeted questions to clarify certain points.
• Empathy: take into consideration the situation of the person to whom you’re speaking and gauge their emotions. This allows you to gain their respect and trust, two essential elements for a constructive discussion.

1. Recognize the qualities of others

Appreciating and valuing the expertise of colleagues fosters a climate of mutual trust and exchange of know-how.

1. Cultivate a positive attitude

Whether it is a personal problem, an urgent task or an internal conflict, it is necessary to control your emotions and remain positive. This allows you to better manage the situation and avoid making it worse. Adopting an optimistic attitude helps to maintain motivation and team dynamics, even in difficult times.

1. Manage conflicts with serenity

It is recommended that you step back and control your emotions. Once you have calmed down, you should immediately move on to resolve the conflict before it escalates.

1. Using Nonviolent communication

Nonviolent communication (NVC) is a communication technique that focuses on empathy, sincerity and respect for others. It is particularly used in conflict management.

The nonviolent communication process is based on 4 principles:

• Observation without evaluation: it consists in acting according to concrete facts without value judgment. Generalized blame should be avoided. It is better to say, for example, “you are 10 minutes late” instead of “you are always late”. This step is designed to keep the other person open.
• Expressing needs and feelings: conflict is often the result of one or more unmet needs. Identifying your needs and feelings allows you to target the potential source of a relational tension.
• Make a request with sincerity: a request must be sincere and expressed with clear and positive language. Otherwise, it provokes resistance in the receiver.
• Receive with empathy: Before responding, make sure you understand the message of the person you are talking to. Empathy requires identifying with the other person in what they want and feel.

1. Invest in the development of your team

In order to develop quality interpersonal communication and reinforce the cohesion between your collaborators, it is advised to:

• Encourage teamwork;
• Taking care of the social and personal life of the employees;
• Organize team building and other entertaining events (cultural events, sports competitions, group travel, etc.);
• Participate in soft skills training.

1. Develop your emotional intelligence

Emotional intelligence is defined as the ability to direct your thoughts and behaviour according to your own emotions and those of others. It allows you to:

• Recognize and control your emotions;
• Identify the emotions and needs of your conversational partner;
• Understand and analyze your verbal and body language;
• Take appropriate action;
• Maintain positive relationships.

Take an emotional intelligence test

Workplace Interpersonal Relationships Test

HRID, a company specializing in the development of assessment tools, provides you with reliable and targeted tests to meet your personal and professional development needs. In order to fine-tune your interpersonal relationships, you can take the Emotional Intelligence Test. It helps you to:

• Identify your personality type according to the DISC model (colours);
• Reveal your strengths and limitations;
• Manage your emotions and interactions with your colleagues;
• Get developmental tips to increase your emotional quotient (EQ);
• Get an instant result report;
• Etc.

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Every company has a unique culture, and the right candidates must be hired to maintain that culture. Determining whether a candidate is a good culture fit can be tricky, but it is essential for the success of your business. Assessing cultural fit during the recruitment process can lead to higher job satisfaction, both for your current employees and for your job applicants.

It is imperative that during the interview stage you use tools like assessment tests in order to separate who will be successful employees from those who won’t really fit in your business culture. In this article, we explain what culture fit means and how to assess a candidate for culture fit. We also provide tips on how to successfully hire candidates from other cultures. Let’s get started!

What does culture fit mean?

Culture fit refers to the alignment of an individual’s background, values, and beliefs with those of your organization. It involves understanding how their experiences and attitudes can contribute to your company culture.

In layman’s terms, culture fit is about finding the right person for a particular company. It goes beyond  skills and experience—it’s also about how well the candidate will fit in with the existing culture of your organization.

The challenge is that each individual brings a different combination of experiences and a unique background, making it difficult to determine when a candidate is a good fit for the company’s culture. What’s more, if your company operates internationally or is  hiring people from other countries, you’ll find that cultural fit can become even more complex.

What makes a candidate a good culture fit?

There are many factors to consider when determining whether a candidate is a good cultural fit. Here’s a list of important aspects to consider when trying to gauge a potential employee during an initial interview process:

• Values: Do the candidate’s values align with those of your organization? If not, can this be a deal breaker?
• Attitude: Is the candidate open-minded and willing to accept feedback? Do they have a positive attitude toward change?
• Work ethic: Are they motivated to do their best work, even under hard conditions?

Note that we are talking about values and attitudes that are related to, or have a direct impact on work. For example, if teamwork is critical for your company, then you need to hire candidates who believe in teamwork.  These are the values which will make a difference. However, personal values such as religious, familial or cultural beliefs learned in the country you were raised in, should not be part of your hiring decision, unless they are directly related to work.

As you can see, culture fit goes beyond just skills and experience. If you want to maintain your organizational culture and find a person who’s really fit for your company and work environment, it’s important to assess potential candidates on all of these aspects before making a final decision.

Why cultural fit is important in the hiring process

Hiring someone who doesn’t match your organizational values and culture can cause serious issues down the line. A bad culture fit can lead to a lack of motivation and productivity, which is why it’s essential to assess candidate fit during the hiring process.

Not only that, but having someone on board who doesn’t seem to fit in with the company’s culture can also affect the morale of your team. This can lead to tensions between employees, or a drop in productivity. The bottom line is that cultural fit is an integral part of any successful business. By assessing candidates thoroughly before making a final decision, you can ensure that you hire someone who’s right for your company—both in regard to skill and culture.

How to assess a candidate for cultural fit

Assessing someone for culture fit can be tricky, but there are some steps you can follow to make the process easier.

1. Write an informative job ad

When you’re writing a job ad, be sure to include information about your company’s culture and values. This will help attract candidates who are a good fit for your organization. Why’s that? Well, it will be easier for them to determine if they coincide with your culture, without having to spend time researching your company. If you create a good job post, only candidates who resonate with your company’s culture will apply.

2. Take a look at the candidate’s resume

When reviewing resumes, look for candidates who have experience working in a company with a similar culture to yours. For example, if you run a start-up with a modern outlook on business, look for candidates who have worked in a similar environment before. However, don’t just look at the candidate’s prior experiences; also take into account their skills and how they could benefit your company.

How to spot a lie on a resume

3. Use professional assessment tools

These days, there are a lot of tools available that can help you assess culture fit. For example, assessment tools such as ID-Values,  ID-Intercultural serve to identify a candidate’s intercultural openness whereas ID-Personality provides valuable insights into an individual’s personality type and fit in an organization or a specific work position.

Why choose HRID’s personality tests?

4. Focus on behavioural questions

During the interview process, you should focus on asking behavioural questions that will allow the candidate to demonstrate their understanding of your company’s culture and values. These questions can be anything from ‘’How do you handle conflicts in the workplace?” to “What would you do if a customer was unhappy with a product?”. By asking these questions, you can assess the candidate’s understanding of your company’s culture and values, as well as their problem-solving skills.

5. Have a specific type of interview

You should prepare questions ahead of time to determine if the candidate is a good cultural fit for your company. For example, you could ask them about their previous work experiences and how they handled working in a team environment.

On the other hand, if you want to make sure the person you’re considering could be a good fit for your company, consider conducting a team interview. These kinds of situations give the candidate a chance to connect with the team and show off their ability to work in a group.

Understand potential candidates better with powerful analysis

Looking for the right candidate for your company can be a difficult process, but with the right tools and techniques, you can make sure you find someone who’s a good culture fit. Our ID-Values test is designed to provide you with insights into a candidate’s compatibility with your corporate culture.

HRID offers a wide range of psychometric tests that can meet every talent assessment need you may have. Other tests that are commonly combined with the ID-Personality test are:

• ID-Cognitive
• ID-Problem Solving

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Speaking more than one language is becoming an increasingly valuable asset in a world where more and more businesses operate internationally. For this reason, many companies are looking to recruit bilingual candidates. There are many benefits to hiring a bilingual employee. After all, multilingual employees can help your company communicate with customers or clients in different countries. They can act as interpreters or translators as well as help companies do business in foreign markets.

However, it can be difficult to determine if potential candidates are truly bilingual. There are many factors that come into play, such as language proficiency and cultural awareness. In this blog post, we discuss the benefits of hiring a bilingual employee and different ways to determine if a job applicant is really fluent in two languages.

What is a bilingual candidate?

A bilingual candidate is someone who speaks two languages fluently. This could mean a native speaker of both languages or a person who is able to communicate in both languages at a proficient level.

Being bilingual can open up more job opportunities and isincreasingly sought after in the workplace. For this reason, it is sometimes hard to determine if a potential candidate has real communication skills in both languages just on the basis of an interview during the hiring process. In order to recruit bilingual employees and assess their language skills, companies generally resort to language proficiency assessments or other tests.

How to decide between two candidates

Why recruiting bilingual candidates is popular

Today,  bilingualism has proven to be iinvaluable for companies operating in multiple countries. Being able to speak two languages or more increases a company’s ability to reach out to customers and potential clients.

In addition, many studies have shown that bilingual people tend to be more creative and flexible thinkers. This makes them great assets for businesses. Many companies find that having employees who can converse in multiple languages gives them an edge over competitors, as this allows them to expand into new markets and reach new clients. Additionally, being bilingual facilitates communication within the company and enables staff members to easily collaborate with colleagues from other countries or backgrounds.

Why do employers use personality tests?

Benefits of hiring bilingual employees

They can reach a broader audience

If you are trying to expand into new markets, recruiting employees that are bilingual is a wonderful way to communicate with a larger number of people in new regions. They are able to communicate with prospective customers or clients who speak another language, which enables you to provide better service and optimize customer satisfaction.

They help organizations learn more about their clientele

Another advantage of hiring people who are bilingual is that they can help you better understand your customers. It is extremely beneficial to have someone on staff who is able to communicate with consumers in their mother tongue. Thanks to their communication skills, bilingual workers can provide insights into what customers like and dislike. This can be beneficial to improve your products or services to better meet their needs.

They help prevent misunderstandings

When interacting with people who speak a different language, it is easy for misunderstandings to arise. However, if you hire an employee who is multilingual, you may reduce the likelihood of this happening. They have the ability to act as a translator between you and your consumers, which helps ensure that everyone is on the same page and that there are no misunderstandings.

They help companies reduce expenses

Hiring bilingual employees can help you save money on things like translation services or interpreters. If you have employees who are proficient in another language, then you won’t necessarily have to outsource such services.

They increase diversity in the workplace

It is essential in today’s increasingly globalized world to have a labour force that is diverse. You can add more diversity to your workplace and make it feel like a welcoming environment  for employees of different backgrounds by hiring people that speak more than one language.

How to spot a lie on a resume

6 ways to determine if a job applicant is really bilingual

There are many advantages to recruiting bilingual candidates. However, it can be tough to identify which applicants really have the required language skills. Below are a few tools and tips to help you determine if a job candidate is proficient in multiple languages.

1. Use language assessment tools

The best ways to find out if a job candidate is bilingual is to use language assessment tools. These tests are designed to measure a candidate’s proficiency in a specific language. They usually go much further than normal language assessments, and can help you quickly filter bilingual job applicants. Of course, not all language assessment tools are efficient. If you want to get the best results, use HRID’s language specialized tests. We have both oral and written tests.

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2. Ask them to describe their language experience

Another excellent way to see if a job candidate is bilingual is to ask them specific questions about their language experience. Questions such as How long have you been studying this language? or Can you tell me about any achievements or successes you’ve had with your second language? can give you a better understanding of the applicant’s level and flag any potential issues.

3. Organize an interview in the desired language

This is one of the best ways to gauge a job candidate’s fluency and proficiency in another language. If possible, have the applicant take part in an interview process that is conducted in a language other than their mother tongue. This will provide you more insight into how they interact and communicate in their second language, as well as provide them with an opportunity to demonstrate their skills and abilities.

4. Ask for references of people who speak the target language

It can also be useful to ask job candidates for references from people who speak the target language, as this can help you get a more detailed understanding of their proficiency. You can also speak to previous employers.

5. Request results from language tests they have taken previously

You can ask applicants for evidence of any language tests they may have taken in the past. This includes certificates or diplomas if they graduated from a language course, or scores and reports from a standardized assessment test. This can be helpful in determining their level of proficiency. It also gives you a good indication of how committed they have been to learning the language.

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The renowned theoretical physicist, Albert Einstein, once said: “It’s not that I’m so smart, it’s just that I stay with problems longer”. Analyzing a problem from different angles to reach the most accurate conclusion can change the way people think, work, and live. However, the true meaning of critical thinking and the benefits it brings are often overlooked.

Critical thinking is a person’s capacity to analyze things objectively and evaluate issues to form a sound judgment of them. By using critical thinking skills, individuals can conceptualize, analyze, synthesize, and evaluate empirical information.

What is a critical thinking test?

Also known as a critical reasoning test, a critical thinking test is a psychometric test that measures a person’s ability to draw logical conclusions from information presented to them. These types of tests are a common part of job assessments.

During a critical thinking assessment, people are required to recognize assumptions, make hypotheses, and evaluate the veracity of statements. Critical thinking tests are widely used at all levels of recruitment.

What is a cognitive test for employment?

What are the basics of critical thinking testing?

The main goal of critical thinking testing is to measure an individual’s ability to reason through arguments logically and reach objective decisions. Test-takers must show their capacity to ask the right questions, gather information, reach truthful conclusions, and effectively communicate them.

During a critical thinking test, a person is asked to analyze the information provided to them and identify the strength of the arguments. To succeed in a critical thinking test, an individual must show they can avoid subconscious biases and opinions. Rather, they must make logical connections between ideas and find alternative interpretations of information that could easily be taken at face value.

Critical thinking tests are timed. This means that test-takers are rewarded for making quick, clear, and logical decisions. Moreover, these types of tests are designed to pose a considerable challenge for those who take them. Due to this, critical thinking tests are often used as part of the job recruitment process for upper-management-level positions.

The Watson and Glaser Critical Thinking Appraisal model has been used as a basis for critical thinking tests throughout most of the 20th century. However, more recent assessments of the Watson Glasel test model question its validity. Initially developed in the 1930s, nowadays, this test model is considered to have ambiguous, unclear, and misleading assignments. People with an enhanced knowledge of formal and informal logic are discriminated against by the Watson Glasel model, making the test counter-intuitive. (source)

Employers tend to use critical thinking tests during the recruitment process for jobs where advanced judgment, analysis, and decision-making skills are highly desirable. For instance, critical thinking testing is common in the legal and banking industries.

Why is critical thinking testing so important?

Critical thinking abilities enhance creative thinking

People with critical thinking dispositions are also capable of thinking creatively. Because creativity is a crucial component of modern collaborative work, people who leverage their critical thinking skills to have creative ideas are a major asset to any contemporary business.

Creative individuals are constantly challenging assumptions about many subjects. The potential to be creative is inherent in every individual and is deeply tied to empathy and sensitivity. Thinking creatively to resolve issues and tasks denotes a desire to reach constructive outcomes.

Creativity is a substantial source of innovation in business, marketing, and professional environments. Companies that take a creative approach when designing products and advertisement campaigns become leaders in global marketplaces. Therefore, embracing creativity and its potential to enhance product value can help businesses increase revenue, regardless of their market segment and target audience.

Critical thinkers are curious by nature

Curiosity is paramount in people with critical thinking dispositions. Not only does it give us a better understanding of our environment and the world around us, but it also helps us notice the details that impact our experiences.

Driven by their curiosity, critical thinkers acquire knowledge about a vast range of subjects and tend to have broad interests. Their inquisitive nature helps them learn about people, places, events, and ideas and find a deeper appreciation for foreign cultures, beliefs, and worldviews. As lifelong learners, curious people are always ready to apply their critical thinking skills during their everyday lives.

For example, some critical thinking questions asked by curious people are:

• Why is this thing important? Who is being affected by it?

• What information am I missing? Why is it hidden and why is it important?

• Where does this thing come from? How can I be sure of it?

• Who is the person who made this statement? Why should I pay attention to them?

• Is there something that we haven’t considered yet?

Critical thinking tests assess a person’s problem-solving ability

Critical thinkers are also problem solvers who have the patience and commitment to consider an issue from every angle. This capacity prepares them to solve complex problems that would stagger less observant individuals. Because today’s hectic business environments often demand imaginative solutions, critical thinkers are better suited to handle the decision-making process.

Cultivating a broad range of cognitive talents

Critical thinking encompasses a vast number of disciplines and cognitive talents. Even if they are unaware of it, critical thinkers are constantly exercising their brains in a myriad of ways and promoting their self-development.

Key cognitive abilities employed daily by critical thinkers include:

• Open mindedness;
• Critical reasoning skills;
• Logical thinking;
• Organizational skills;
• Language skills;
• Decision making;
• Self-reflection;
• Creative visualization.

Critical thinkers can make decisions independently

Independent thinking empowers individuals to think for themselves and become intellectually self-sufficient. By thinking independently, people can learn from mistakes, develop confidence in their abilities, and build successful and productive careers. This competency is a prime indicator that an individual would be a good leader.

Critical thinking tests improve the job recruitment process

A pre-employment critical thinking test can be used to accurately predict the future job performance of potential hires. The use of this type of test helps recruiters find employees who perform substantially better.

It is very hard to assess the critical thinking abilities of candidates through a job interview. In contrast, critical thinking tests make sure that every candidate has to answer carefully formulated reasoning questions, evaluate potential challenges, and formulate reasoned judgments. Critical thinking assessments are scientifically validated and are relied upon by the recruiters of the world’s biggest companies.

By testing the critical thinking skills of potential employees, one can dramatically reduce the time it takes to perform a satisfactory recruitment process. The majority of job seekers have the habit of spamming their CVs without taking into account the required skills or qualifications for a job, making critical thinking tests an effective filter for hiring managers who would otherwise have to go through hundreds of subpar applications.

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What does a critical thinking test measure?

A critical thinking test aims to measure an individual’s capacity to use logic in different scenarios. This includes being able to logically analyze empirical information and interpret it using reason to reach objective conclusions.

Critical thinking test advice and tips

Consider taking a critical thinking practice test

A practice test can help you prepare for the real thing while also helping you notice what critical thinking competencies you need to improve. While timings, answering methodologies, and the number of test questions may vary depending on the test you take, you can still rely on a practice test to get acquainted with how these tests function.

Practice with test conditions in mind

Giving yourself a generous time limit to work on your critical thinking skills may leave you at a disadvantage. Because critical thinking tests are timed, it is important to answer questions as quickly and efficiently as possible. A benefit of timing yourself as you take a practice test is that you will be able to focus better during most of your practice sessions.

Learn about the different types of fallacies

An error in reasoning is known as a deductive fallacy or a formal fallacy. While these are often used in opinion pieces, they lack the logic to make them valid arguments. There are different types of fallacies, and by recognizing them, you will be more likely to find fallacious arguments.

Common types of fallacies are:

• Straw man argument: An argument is made about a different idea than the one presented by a statement.
• Appeal to popularity: An argument is supposedly valid only because many people believe it to be true.
• Appeal to authority: A fallacious argument that is considered to be true because a people in a position of power made it.
• Ambiguity: An argument is made using a phrase that could have more than one meaning attached to it.
• False cause: There isn’t a logical connection between an argument and the information it was derived from.

Use critical thinking in your everyday life

There are ample opportunities to practice your critical thinking skills during your day-to-day. You can use critical thinking to assess the news you watch, the articles you read, and the conversations you have with others. Important factors to consider include the perspectives of others, the strength of their arguments, and if drawn conclusions can be supported by the information available.

The best critical thinking test

The ID-Cognitive test is the most complete assessment tool to measure a person’s skills related to general intelligence. Alongside critical thinking skills, the ID-Cognitive test measures other ways to think such as spatial, numerical, and verbal reasoning. Individuals who take this test showcase their problem-solving abilities.

As a pre-employment assessment tool, the ID-Cognitive test can be used by hiring managers to predict job performance, increase organizational efficiency, reduce turnover, and find professionals who are able to handle complex situations without a hitch.

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The ancient Roman emperor and philosopher, Marcus Aurelius, wrote that “a person’s worth is measured by the worth of what he values”. Nearly two thousand years later, his words still ring true. Cultivating an integral list of values is indispensable if you wish to have peace of mind, become a better person, and live your life to the fullest.

What are values?

Values are the principles and moral standards that define a person’s judgment and behaviour. An individual’s values delineate the content of their character. Developing good values helps build the attitude to improve one’s professional and personal life.

Why is the articulation of values important??

Articulating your values is important because they define the most important things in your life are. Your values decide your priorities, including how you wish to live and work. Human values are like fingerprints. They may differ from person to person, but they always leave a mark on everything we touch. By keeping a set of healthy values, a person can take the reins of their life’s improvement while positively influencing  their peers.

If your lifestyle doesn’t fit your core values, then you’re bound to feel dissatisfaction and discontent. A lack of distinct values will make the actions you take feel wrong and meaningless, leading to an unhappy life. In contrast, keeping a proper hierarchy of values is essential to keep a positive self-image.

How does knowing your own values help you make decisions?

By acknowledging your own core values, you gain awareness of where your true priorities lie. Knowing your values helps you plan your life and make difficult decisions with greater clarity and confidence. 

It will be easier to choose how your future will play out if you always keep your values in mind. For example, if you wish to one day start a family, choosing a career path that takes you away from home for long periods may be contradictory to the things you hold valuable. Likewise, if you’re an individual who values living peacefully, a very engaging and competitive job may stress you out and give you little satisfaction.

A good understating of your values helps you assess:

• What types of jobs/careers are best for you;
• Your capacity to succeed as an entrepreneur;
• How advantageous accepting a promotion can be;
• Your job prospects, including your ability to handle a management position;
• How your values align with your professional goals.

Why do employers use personality tests?

Examples of core values

• Integrity: A strong code of ethics is an essential priority for individuals who are to hold a front-facing position. Integrity is paramount for managers and employees who must stand for a company’s core values in addition to their own.
• Honesty: Being honest is more important than merely following rules and policies. A person who acts transparently can be trusted by colleagues, customers, and the public. In business, an honest attitude puts a person on a fast track to gaining the respect of their peers.
• Fairness: Offering everyone impartial and just treatment is indispensable on both a personal and professional level. It is paramount to treat people without displaying favouritism and avoid any form of discrimination. By treating other people with the decency they deserve, you ensure they will be comfortable around you.
• Accountability: An individual with strong core values is always accountable for their actions, including when they make mistakes. People quickly learn to trust accountable people. Likewise, always holding accountability in high regard is important to build self-trust.
• Holding on to promises: Whenever you make a promise, it’s critical to stay true to your word. Likewise, you should avoid making promises you won’t be able to fulfill. Making empty promises will let customers quickly know you are not to be trusted.
• Inclusion: Everyone’s life experience is different, but you should always consider that people with a different set of abilities than yours still have something of value to offer. Organizations succeed by allowing people with different backgrounds and skill sets to cooperate. If you are in a leadership position, you should make sure all your subordinates have access to equal opportunities.
• Humility: No one is born knowledgeable. Moreover, every single person knows something you do not and from which you could benefit..To wade through life as a know-it-all and dismissing opportunities to learn from others is a way to unequivocally end up unhappyo end up unhappy. Continuous learning is the foundation upon which the most successful companies are built.
• Teamwork: Two heads are better than one, and when it comes to professional environments, the more the merrier. When people work together, they are able to quickly achieve things that would be otherwise tedious and time-consuming. A manager needs their employees to work as a team just as a ship captain needs a lighthouse to arrive safely to port.
• Passion: If you’re not passionate about the life you lead, it may be the time to start making changes. Passion allows people to conquer mountains and create beautiful works of art. Finding joy in one’s life will improve the quality of your work. Moreover, it will help you accomplish innovative and creative endeavours.
• Craftsmanship: Having the drive to set high standards and sticking to them is valuable in your personal and professional world alike. In the eyes of the vast majority of customers, a company is only as good as the goods and services it provides. Doing your best and constantly learning how to improve your craft will guarantee you will be the right person for the job, wherever and whenever.

How to discover your values

Identify what life experiences make you happy and proud

You can define an outline of your core values by looking back at examples in your professional and personal life where you have been happy and satisfied with your outcomes.

When doing so, you should consider:

• What actions were you performing? For example, if you’ve previously held a job at a convenience store and felt at your best when working the cash register, that may have been because you were happy to deal with customers.
• Who was there with you? Some people work best with others while some are happier and more productive when they are by themselves. You ought to consider the qualities of the company with which you are contenting yourself as it will reveal many insights about yourself. For instance, if you somehow feel eager to deal with difficult emotions, then you may have what it takes to become a counselor.
• What factors contribute to your happiness? From the time of day to the type of clothes you were wearing, there are many secondary factors to consider when gauging how a situation made you feel.

Consider what your top priorities are

A little bit of introspection goes a long way when you’re trying to discover what your core values are. When making important life decisions, such as choosing a career path, keeping your priorities in check will guarantee you will be happier with your choices.

You can start by writing down a list of your core values. Afterwards, you should visualize life situations where those values come into play. You should compare and contrast your top core values and pick the ones that are worth the most to you. For instance, if you are very interested in helping others and becoming a more worldly person, then looking into foreign aid work opportunities may be beneficial to you.

Reaffirm your list of core values

Your values should fit your lifestyle and the vision you have for the future. Don’t be afraid to give your list of values a second look and make changes if you think you’ve made a mistake.

Important questions to ask yourself include:

• Do your values give you a sense of pride?
• Would you be comfortable talking about your values with the people you respect and admire?
• Could you stick to your values even when the choices you’d make impact your popularity and social standing?
• Would you be ready to make compromises so your lifestyle can align with your values?

Take an organizational values assessment test

You can gain a better understanding of what your top core values are by taking a professional values assessment test. The ID-Values Test (OVT) is the ideal tool for any individual or organization looking to evaluate their principles, ethics, and moral standards from an organizational perspective. 

Previously known as the Organizational Values Test – Pyramid Format (OVT-PYR), the ID-Values Test can be used to study the organizational values of employees, managers, and potential new hires. As a recruitment or development assessment tool, the ID-Values Test gives companies and organizations a strategic view into applicants’ moral standards and cultural fit.

The test can be used to help answer several questions about a person’s values, including:

• Does an employee’s hierarchy of core values align with those of an organization?
• What organizational values are shared among the managers of an organization?
• Are the same organizational values shared by different groups?
• Can the organizational values shared by members of different work environments facilitate the merger between two companies, divisions, or departments?
• What organizational values help improve employee happiness and personal success?
• Does an organization offer an environment that corresponds to its employees’ professional life goals?

The ID-Values Test consists of 40 multiple-choice questions and can be taken in less than an hour. The test contains no right or wrong answers. It is meant to define the core values of a person as well as identify what work-related values align with those of a company. Organizations that choose to include the test during the selection of new hires can ensure a stronger fit, in addition to higher employee engagement and retention rates.

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