Job Search Inventory

The StrengthsFinder 2.0 assessment was rather detailed; however, it was still surprising to see in just a few questions, an in-depth analysis of my personality could be created. Reading the result was rather interesting for the descriptive passages resonated with my view of my abilities and perception of myself. Each of the decided top five themes that were associated with the presence of my leadership skills held significant meaning to my understanding of the talents I possess. Seeing many of the topics and assets I felt were strong determinants of my successes throughout my school and professional life articulated into descriptive paragraphs, was rather enlightening.

Strengths Finder 2.0 uses an online assessment to evaluate the individuals unique talents by having the taker rate how they view a particular question in 20 seconds or less (Rath, 2007). After taking the assessment, my five strengths were determined to be achiever, maximizer, input, arranger, and

Tom Rath’s “Strengths Finder 2.0” on-line assessment identified that my top five strengths are: Strategic, Focus, Futuristic, Significance, and Learner. I see the Strength Finder Assessment as a great opportunity to get to know my personal strengths and it motivates me to work and practice my talents rather than trying to fix my weaknesses. Looking only at my strengths is a new type of skills-building which allows me to stay focus on my talents.

StrengthsQuest™ is a self-assessment tool that will provide you with valuable feedback on your strengths (you will use your findings for this assignment as well as for the NU300 Professional Development Plan).

In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. In this method, the job analyst directly interviews the job holder through a structured interview form to elicit information about the job. This method is found suitable particularly for jobs wherein direct observation is not feasible.

In the past couple of weeks I found a common theme about my personality and my strengths through Strengthsfinder, MBTI, and the FOCUS 2 assessments. I have come into touch with my strengths of adaptability, competition, empathy, curiosity, communication, and consistency. On all three assessments I have learned that I am an excellent communicator. For example, on the FOCUS 2 assessment I scored a high of twenty five for the strength of being social and had a score of zero for conventional on the bottom of my chart. As for the personality assessment, I learned I was a campaigner. This is somebody who enjoys emotional connections with other people and somebody who thrives off curiosity and energy. Lastly, the Strengthsfinder assessment allowed me to come in touch with

Ann is going to start process by contacting people of the same field of interest, and meet with them in order to learn more about the procedures the employers use to hire people. This activity can help Ann with her job search and her insecurities. Ann should start developing her survey meetings by contacting companies that hire people in her field. The first time she is going to approach them is by going to their office, or if not possible contact them by phone. When they will be open for a meeting, Ann needs to talk to someone whose job is in the same field as her research. Also, she should make them understand that she is motivated and interested in what they do. Moreover, she should ask questions and learn as much as possible about the field. A good way to do so is not to ask about job openings because sometime people are not willing to

The Strengthsfinder test and Universum survey are useful tools to identify strengths and learn more about yourself. From the results, these two tests fit participants into several “strength” profiles, which can be used to measure the user’s average projected salary and recommended companies. Based on the results of these two tests, I will discuss my career path, my desired companies, and my plan for the next five years.

Strengths research is a major element of positive psychology. Peterson and Seligman (2004) put together a compendium of universal qualities or positive traits which allow both adults and students to thrive. And according to Niemiec (2012), the identification, development and use of strengths leads to wellbeing and happiness. Therefore, in addition to learning subjects such as maths or history, students need to develop good character strengths in order to lead meaningful lives (Park and Peterson, 2008).

As a professional educator it is important to not only understand one’s strengths, but also know how to use them. The strengths finder quiz, developed by The Gallup Organization, is the first step towards utilizing talents through building one’s own strengths. This thirty minute quiz gives an insight into the quiz takers top five strengths. By having these top strengths identified, the participant can get a better understanding of their personality strengths and work to apply these strengths within their professional field.

My first authentic reaction when being presented my top five strengths was both reassured and contented. Looking through my results, I always felt a sense that I dabble more on an analytic level in comparison to other divisions that relate to different strengths. However, I was underwhelmed when I saw my top strength being achiever. Although is diverges from my other strengths, I’ve always known I’ve tried my hardest in any situation I am given and hope to receive a good result in the end.

Clifton StrengthFinder is an analysis that assesses someone's personality to discover their strengths. It permits a person to recognize areas where they have the greatest dormant for developing strength (Buckingham, & Clifton, 2001). It achieves within a series of questions that gauge reoccurring patterns of behavior and thought to help distinguish and leverage the talent within the individual. By recognizing those areas, people can then focus on their bigger attributes and give them a higher degree of concentration in similarity to their weaknesses. For each, this allows them to concentrate on the most efficient decision-making process that balances their strength.

The current and future economic and workforce environments are precarious and territories in which job seekers will seek work. It is a certainty that the view methods and processes associated with job seeker activities during these times need serious scrutiny. For that purpose, our goal is to explore an element of that needed conversation.

While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real

A job analysis is a thorough and detailed description of a specific job; it is used to examine job requirements and to improve classification, efficiency, selection and placement proficiencies. The job analysis must provide a basis for performance evaluations within an organization. It provides the foundation on which human resources procedures and decisions are made. Performance appraisals, criteria, goals and objectives, can be evaluated based on an immaculately drafted job analysis. A job analysis provides a classification system for jobs within an organization. It is used to simplify job parameters and to establish tasks and expectations within a job family, and is critical for proper selection and placement of qualified personnel. Optimally, it should provide a complete job description for both the organization and the employee or prospective employee.