You are on page 1of 17

Careers Feedback Report

Strictly Confidential

16 September 2010

Page 1 of 17

The Careers Feedback Report can help you gain an insight into your preferences, style of learning and which vocations may be best suited to your interests. The results are intended to help guide you towards careers, occupations or educational programmes that you might enjoy rather than providing a prescription of what you should be doing. This report has been generated based upon your responses to the 'identity' questionnaire i.e. it is a 'self-perception' report. It is important to keep in mind that the report measures your preferences, not your skills or abilities. There are 4 sections to the report, which are as follows: Personal Characteristics - providing comprehensive feedback on your reported preferences and typical ways of behaving whilst in a workplace setting. This section also looks at potential strengths and development areas based on your responses, which may be more or less applicable to you. Learning Orientation - identifying how you prefer to learn and how you can make best use of your style. Career Focus - providing information on how your reported work preferences relate to six career / vocational interest areas. Suggested Vocations - looking at which occupations may be suited to your preferred Career Focus. The report can be used to facilitate a discussion with a Careers Advisor on which vocations to explore and how to focus your development. The results should be used to support other relevant information and you may also find it useful to review your feedback with people who know you well.

Page 2 of 17

Profile-Respondent Name: Test2 Test2

Less outgoing in groups, reserved, prefers to avoid the centre of attention More likely to avoid confrontation or speaking mind - accommodating Less need to impress views on others, low interest in influencing others Less open with feelings, more controlling of emotions, harder to read More conforming, prefers to follow majority, dislikes standing out as different Prepared to sell self & achievements, makes own success known to others

Gregarious and extravert in groups, enjoys the limelight, outgoing Expresses self directly, outspoken, less self-censoring Persistently impresses views on others, likes to convince others of own views Shares feelings openly, unguarded with others, prefers to let emotions show Likes to be different, prefers own approach, stronger views of own Avoids talking about achievements, less comfortable discussing self and success

Prefers working independently, dislikes restraints of teamworking Prefers to make decisions alone, less consulting with others on views Less interest in thinking about behaviour of others, or understanding people Less interested in dealing with emotional or personal issues, less sympathetic Less likely to change or adapt behaviour to situations, consistent in approach

Prefers to work with others, values being part of a team, likes to share responsibility Values views and opinions of others, gathers different contributions More interested in reasons for others' behaviour, seeks to understand people More focused on emotional issues, concerned about feelings, supportive More likely to change behaviour to suit different situations, adaptive style

Prefers practical application over theory, less interested in the abstract or conceptual Values subjective insights, less likely to need proof or data, more 'intuitive' More likely to build on ideas of others, less interest in being original or inventive Less likely to look for problems or drawbacks, takes things at face value Focuses more on the present, less future-orientated, prefers to react than plan ahead

Interested in theories and hypothetical, enjoys conceptual or abstract issues Values logic and objectivity, higher need for hard evidence or data to make decisions Values originality, likes to play with ideas, imaginative Focused on spotting errors and underlying issues in matters, evaluative & critical Looks to the longer-term, more planning, invests more in the future

Less structured approach, prefers flexibility, less focused on details More likely to lose interest in tasks, prefers starting things to finishing them Prefers to concentrate on one thing at a time, likely to be less flexible with conflicting tasks Less comfortable with change, prefers routine and familiar work Dislikes rules and regulations, prefers not to follow instructions given by others

Organised approach to work, focus on the detail, more structure to activities More likely to complete work to a high standard of quality, seeks closure, finisher Enjoys dealing with several things at once, divides attention between competing demands Enjoys doing different things, more likely to tire of routine, more comfortable with change Likes to follow instructions, will adhere to the rules and regulations, avoids breaking the rules

Page 3 of 17

Low need for control over situations, little interest in leading others Values participative over winning, has little need to excel over others More willing to compromise goals or targets, less driving for ambitions Preference for taking time over decisions, stready approach to problem solving Values caution over risk, less likely to act if outcomes are uncertain Stronger belief in effects of chance or luck in life, less likely to see potential influence

Higher need for control, likes to take charge, takes responsibility, leads High need to win at activities, desires to excel over others in chosen fields More persistent in realising ambitions, less likely to sacrifice or compromise goals Makes fast decisions, makes mind up quickly, less deliberation More willing to take risks to achieve objectives, takes chances to gain higher rewards Sees self in control, less belief in luck, more likely to see potential influence over events

More able to relax, can switch off from pressure, less tense Lower tendency to worry before important events, less anxious in key situations Less confident in abilities, conscious of areas for development, self-critical More likely to be affected by setbacks, more likely to ruminate and focus on failures More likely to view things sceptically, less positive about matters

Feels more anxiety, higher general state of tension, less able to switch off Higher worry before important events, concerned that things may go wrong More confident in own abilities, sees less scope for self-improvement Less likely to be affected by setbacks, will seek to move on quickly from failures More positive about things, less likely to be sceptical, focuses on the positive

More likely to admit personal weaknesses, higher tendency to acknowledge emotional issues Has shown less need to follow what is socially valued in responses, more self-critical Less reviewing and self-analysis of own behaviour, less focus on past experience Values first impressions, tends to reflect on matters less, prefers clear, polar opinions

Less likely to acknowledge or admit to emotional issues, more rejecting of personal weakness Has responded in a more socially valued manner, less self-critical Higher reviewing of past behaviours, focused on assessing self and interactions Reflective when evaluating matters to a more complex level, more open to new information

Self-Perception Information - Points to Bear in Mind:

not a definitive statement about how you behave - just an indicator about style and preference, NOT about ability without support from further evidence a comparative measure of how you see yourself in relation to the rest of the professional working population although broad patterns are likely to be consistent through time, your profile can change with experience and role this profile should not be interpreted by anyone who is not trained or professionally supported to do so

Page 4 of 17

Personal Characteristics Interpersonal

The identity model looks firstly at areas of interpersonal behaviour. The different elements are grouped into two subareas that measure your preferences for forwarding yourself and your preferences for focusing on those around you.

Forwarding Self
Your responses to the questionnaire indicate that you tend to be typically outgoing and to be as comfortable as the next person in the centre of attention. You report to be less direct than most and to often self-censor your contributions, maybe to avoid confrontation or causing offence to others. In terms of influencing, you present yourself as less inclined than most to try and change the views of others. You may tend to be more comfortable with people taking a different view on matters than yourself and be less comfortable having to sell ideas or proposals. With regards to expressing how you feel inside, others will probably find it typically easy to read your feelings about matters, as you report an average degree of openness with your emotions and feelings. Another aspect of how you forward yourself is in terms of independence. Your responses to the questionnaire suggest that you are likely to demonstrate a fairly typical degree of independence, in the sense that you are no more or less likely to take a view that challenges the majority. You probably take the middle ground between being different and conforming to the majority in order to gain agreement. You also report to take the middle ground in terms of selling yourself and your successes. This typical degree of modesty means that you will probably be seen as no more or less self-promoting than the next person.

Potential Strengths of Your Style

* You may be seen as accommodating and sensitive to avoiding offending others. You are likely to have a non-threatening style? * You will probably be patient and not show frustration when others disagree? You may be more respectful of alternative views and different perspectives?

Potential Drawbacks of Your Style

* There may be times you over-compromise your valid views to avoid what you perceive as confrontation or offence? * You may miss opportunities to change others' opinions and influence decisions?

Page 5 of 17

Focus on Others
Your responses to the questionnaire suggest that you have a preference towards individual working, perhaps feeling less effective when sharing responsibility with other team members. You may be better suited to roles where you can work with one or two colleagues that you can get to know well than in jobs which involve a lot of teamwork. Similarly, you also like to take decisions without needing to refer to others, perhaps consulting with others less than most. You will probably tend to act more on your own judgement, and not wish to waste time involving others in decisions. With regards to thinking about other people, it is likely that you are less interested in trying to understand the behaviour and motivations of others. You may prefer to take people as they are, rather than seek to understand the motives behind their actions. In terms of dealing with others' emotional issues, you will probably be less focused than most on this area, perhaps believing these to be their own responsibility. You may be less empathic in this respect and prefer not to deal with others' personal issues. The final scale in this section of the profile looks at the extent to which you adapt your behaviour towards different situations or people. You would appear to have responded with a typical evaluation of the extent to which you change your behaviour to suit different situations. You are likely to strike a balance between consistency and adaptability.

Potential Strengths of Your Style

* You should be able to work independently, maybe concentrating on a task for a longer period of time, perhaps requiring less support from others? * You will probably be more able to make decisions alone without needing to refer to others, or spending time canvassing views? * You will be more able to detach yourself from the complexities of human behaviour and perhaps focus on the pragmatic need to deliver results? * You should be able to dispassionately separate feelings from what needs to be done? You may be able to take a more tough-minded or hard-headed approach to issues?

Potential Drawbacks of Your Style

* You may feel more frustrated by the constraints of teamworking, perhaps due to a preference for getting on with things alone? * If you sometimes do not consult with others about decisions that may effect them, you may be seen as overconfident in the breadth of your judgement or perhaps be seen as autocratic by others? * You may be missing opportunities to more sensitively interact with others? For example, by taking more time to understand how others may see things differently, or have a different agenda, you may be able to demonstrate more understanding at times? * If there is an expectation in your role to support the emotional needs of others, you may at times be perceived as unsympathetic towards the feelings or issues of others?

Page 6 of 17

'Cognitive' is a broad term that refers to the 'act of thinking'. Here it refers to your preferences in the two areas of using information and approaching tasks.

Your profile suggests firstly that you are focused on more practical and concrete matters and less interested in more hypothetical matters. This probably indicates that you see less relevance in theories or other abstract possibilities and will be more engaged by practical activities. The type of information that you prefer to use when making judgements will tend to be a mix of both hard evidence and subjective impressions. You probably seek to use both your intuitive assessment of a problem and the available data. You will probably tend to take these sources of information more at face value, rather than critically assessing matters for underlying problems or flaws. Your profile suggests that you will be less evaluating than most in this respect. You may be comfortable to run with things as they are, and may be more frustrated in work environments which require protracted analysis of information. In terms of creativity and making unusual links between different sources of information, you have reported to be less orientated towards expending your energies in this area than most people. This may be an area in which you feel others are stronger and so you may be happier to build on the ideas of others. The extent to which you look to the future and plan ahead is also measured by the questionnaire. When compared with the working population, your responses suggest that you will do this less than most. This probably indicates that you have less inclination to plan into the future, and may prefer to take things as they come. You may be more effective and responsive towards emerging issues.

Potential Strengths of Your Approach

* You are likely to be focused on meeting current demands and be more responsive to immediate issues? * You may be more focused on practical, 'real-world' issues of direct relevance? * You are less likely to be diverted by playing with ideas or less relevant matters? * You can run with things without getting immersed in analysis?

Potential Drawbacks of Your Approach

* You may be less comfortable dealing with abstract issues or theories, if the value of these is less direct? * You may be less confident in your ability to think of creative ideas or more original suggestions? * You may be too accepting of proposed ideas at times, when a more critical analysis could help you identify potential problems or ways to improve? * If you are very reactive to events, there may be scope to reduce future problems by looking ahead and planning more over the longer term?

Page 7 of 17

Your profile suggests that you have a less structured and systematic approach to your work. You will be less interested in details and prefer just to start work rather than think about the structure beforehand. In terms of finishing pieces of work, you are probably less focused in this area than most. You will be more interested in the conception and starting of work, and will be more likely to lose interest in assignments if they become protracted. This preference may also suggest you can be more flexible than most, being more open to changing direction once embarked on a course of action. When managing work, you probably prefer to deal with one task at a time, rather than having to prioritise several conflicting priorities. You will probably be more comfortable having a good run at one thing at a time. With regards to your need for change, you appear to have less inclination than most to try out new things or experiment with different roles/areas of work. As such you will probably need a degree of routine and more familiar activities in your work environment. The 'Protocol Following' scale of the questionnaire suggests that you demonstrate a typical level of interest and commitment to following rules, regulations or instructions provided by others.

Potential Strengths of Your Style

* Your less systematic approach may mean you can be more flexible and see the wider issues? * You are likely to be more responsive to fast changing demands and enjoy getting new activities started? * You may be more concerned to devote a good deal of attention to tasks in order to ensure high quality? * You will probably be more able to keep to a consistent routine?

Potential Drawbacks of Your Style

* Are there ways of becoming more organised and systematic in your approach to work? You may be missing opportunities to better attend to important details or produce plans? * You may tend to put things down as quickly as you pick them up? Do you ensure you see projects through to completion? * How can you become more effective in managing many pressures on your time and splitting your attention across different tasks? * You may be missing opportunities to try new things or experiment with ways of achieving your goals?

Page 8 of 17

This part of the profile looks at the more internal aspects of your temperament. The questionnaire measures elements of drive and also relevant emotional indicators.

This section looks firstly at your need for control over situations. Your responses suggest that you are probably less inclined than most to assume responsibility for the work of a team or group. You will be comfortable with others taking charge, and feel less need to lead yourself. In terms of competitiveness and needing to excel over others, you are likely to be typical in this respect and as such, you will probably show a sound level of focus on co-operation and drive for group goals. Your responses to this section of the questionnaire indicate a more compromising approach, and a preference for achieving what you perceive as more realistic or less demanding goals. The 'Decisive' scale looks at how quickly you like to decide on action. Your responses suggest that you seek a balance between deliberation and action. You will probably show a typical level of ability to act quickly and reach conclusions without mulling at length over options. Associated with this, you are also likely to demonstrate an average degree of risk-taking behaviour. People differ in how much influence they perceive they have over what happens to them and the extent of control that external forces, e.g. luck, have over them. This is measured by the 'Self-Agency' scale. Your responses suggest that you see yourself as having less control over matters, and may see less potential to change or influence events around you.

Potential Strengths of Your Style

* You probably have less need to take charge yourself, perhaps indicating you are a more collaborative team member? * You may be more flexible in your goals and reduce stress by adapting to meet limitations? * You are less likely to feel a burden of responsibility for the things that go wrong?

Potential Drawbacks of Your Style

* You are indicating a lower desire to take charge of the work of others are this time, indicating you may be less interested in general management roles? * At this time, you may be less driven to overcome stressful hurdles to achieve your ambitions? You may simply be comfortable with your current level of attainment? At times, may you give up on things that you could achieve with more concerted effort? * You may be missing opportunities to more proactively influence events around you? Is there scope to reduce the effects of chance on outcomes by taking a more planned approach to action sometimes?

Page 9 of 17

In terms of your general levels of anxiety, you report to have more tension and anxiety than others most of the time, probably finding it harder to switch off from your work objectives and relax. The 'Specific Anxiety' scale looks at how you feel about key events that may cause worry. You report a typical level of nerves before such situations. In terms of learning for the future, you probably see more scope for improvement in your approach than most, being less self-assured, and appreciating your need for further development. You report to be typically sensitive to setbacks or problems. You are probably no more or less likely to ruminate over, or dwell on failures. With regards to your general outlook, you are likely to be less positive or optimistic than most, at times taking a more sceptical or questioning view.

Potential Strengths of Your Style

* You are likely to invest a good deal of personal energy and commitment into your work? * You are less complacent about your skills and aware of areas for improvement? * Your sceptical view may mean you are more stoic about problems and vigilant for drawbacks?

Potential Drawbacks of Your Style

* You may need to take more time-out or manage your levels of tension? * You may be self-critical at times and take a negative view of your abilities which may be limiting your potential? * You may tend to view things with an overly sceptical or pessimistic view at times?

Style Scales
The style scales provide an indication of some factors that may have influenced the accuracy of your profile: You may have responded in a more tough-minded manner about your feelings. Your response style seemed to reflect a typical need to present yourself in a positive manner. Your responses indicate that you spend less time reviewing your behaviour and personality. Your typical need for formulating clear and strong opinions means that you have probably reflected on the items to a typical degree of depth.

Page 10 of 17

Learning Orientation

The diagram below presents preferences in a different way. It is a simpler way of presenting where preferences are, and shows which side of the brain you prefer to use when processing information. In general the left and right sides of the brain process information in different ways. We tend to process information using our dominant side although some individuals are more balanced and adept at using both sides. The left side of the brain is associated with logical, sequential and linear (part to whole) processing of information. The right side of the brain is associated with intuitive, random and holistic (whole to part) processing of information.

Page 11 of 17

Exploring Your Reported Preferences

The model explores three key areas, highlighting how you may prefer to go about learning things or doing new things: .. Approach to learning: To what extent do you need structure and organisation during learning? .. Focus on learning: How interested are you in the underlying concepts and workings? .. Transfer of learning: Do you focus on a specific problem, or transfer learning across situations?

Approach: Spontaneous
Your response here indicates a preference for a more Spontaneous style. Spontaneous learners get the best out of learning when they are allowed to get stuck in quickly and try things for themselves. They are liable to become impatient and bored if the learning environment is too structured or does not have sufficient 'hands-on activities'. Their attention may also tend to wander and they are likely to need interesting things to keep them focused. Spontaneous learners are more likely to: learn through trial-and-error. be happy with less structured approaches to learning. be content with 'loose' and brief guidelines and they will be happy to get on with their assignments with minimal guidance. need lots of variety in their day-to-day activities and may get bored with routine or repetitive tasks. be comfortable to get started on a task without needing to plan it out first; can be impatient with instructions or briefings. enjoy spontaneity and are not worried if they do not know what is coming up next.

Focus: Pragmatic
Your response here indicates a preference for a more Pragmatic style. Pragmatic learners are focused on the practical, tangible and more immediate benefits of learning things. 'What can I use this information for?' will be a question often in their mind. They are more 'hands-on' and are likely to make their minds up about things quickly as they prefer to keep things simple and easy-to-understand. They may also get bored learning about theories or concepts that are complex or less relevant - as all they want to do is get on with things practically. Pragmatic learners are more likely to: focus on practical aspects e.g. how can they apply the learnt skills to something useful? be focused on concrete, more immediate benefits of learning. not necessarily see the point of understanding the theory or spending time on conceptual discussions. believe in keeping things neat and simple. make their minds up quickly and think on their feet. prefer hands-on practical jobs. be more focused with the task at hand and not likely to be side-tracked by conceptual details. be seen as 'down-to-earth', having 'common-sense' and be good at getting things done.

Page 12 of 17

Transfer: Concrete
Your response here indicates a preference for a more Concrete style. Concrete learners are good at applying their learning to clearly defined and specific situations. They are good at following a step-by-step approach to learn a well-defined task or a clear, straightforward subject area. Concrete learners will tend to tackle learning bit-by-bit, one thing at a time. They are good with procedures - although may find unexpected changes unsettling, or become easily overwhelmed when trying to do several things at the same time. They will prefer to learn things in the way they are taught, rather than develop their own approach. Concrete Learners may be more likely to: take their learning literally i.e. this learnt skill is used for this specific situation. find it more difficult to adapt what they have learnt to other similar situations. prefer following clear instructions and to be offered or given solutions. need to concentrate on one thing at a time, working through information in a step-by-step fashion. have less need to review and explore what they can do with what they have learnt.

Page 13 of 17

Career Focus
Less interested in mechanical types of work or activities involving the use of tools and machinery Less conceptually minded or interested in investigating scientific principles Less interested in artistic activities, less focused on applying their creativity in a role Less inclined to adopt a caring or nurturing role, may be more task-focused in approach Less focused on persuading others or selling ideas, less interested in assuming responsibility over others Less systematic and organised in approach, more unconventional in outlook More pragmatic in focus, enjoy hands-on problems, mechanical activities and working outdoors Interested in exploring theory, conducting research and applying logic, can be more introspective Creative and expressive, enjoys artistic self-expression, prefers unstructured situations Sociable and understanding, likes to work with people and to care for, nurture and develop others More persuasive, interested in leading others and taking charge of situations, more dynamic Organised and conventional, prefers to implement structure and work with well established procedures

Your highest Career Focus preference(s) are reported below. Please note that it is possible to score highly in more than one Career Focus area and some aspects described may be more or less applicable to you.

Preferred Career Focus: Practical

Individuals scoring highly on this measure will orientate themselves towards the more practical and mechanical activities. They should enjoy hands-on' or manual activities and prefer to work with things rather than ideas or people. High scorers may tend to communicate in a more direct and frank style. They should have an interest in constructing things with tools, mechanics, operating equipment and enjoy working outdoors. Preferring to deal with concrete approaches to problem solving, Practical individuals tackle issues by taking action rather than reflecting on the more abstract or conceptual side of matters. Their preferred work environment would be a task-oriented setting which allows them to produce tangible results.

Page 14 of 17

Vocational Suggestions
The following vocational suggestions are based on your highest scoring Career Focus preference(s). It is not intended to be an exhaustive list but rather to provide some ideas for further exploration:

Moderate Skill / Training Agricultural Worker Animal Husbandry worker Assembler / Line Worker Automotive Body Repairer Bailiff Conservation Worker Chef Cleaner Construction Equipment Operator Detention Officer Farmer Fisherman Forestry Worker Glazier Groundskeeper Home Appliance Repairer Horticulturist Lifeguard Machine Operator Maintenance Technician Painter and Decorator Park Ranger Plasterer (Mason) Printing Machine Operator Production Worker Quality Inspector Roofer Security Guard Site Labourer Stonemason Taxi Driver Truck Driver Woodworker Moderate to Higher Skill / Training Agricultural Manager Air Traffic Controller Athletic Trainer Automobile Service Technician Carpenter Civil Engineer Construction and Building Inspector Construction Manager Electrical Engineer Electrical Installer / Repairer Electrician Engineer Farm manager Fire Fighter Industrial Engineer Materials Engineer Mechanic Military Officer Pilot Plumber Quantity Surveyor Radiological Technologist Safety Inspector Service Technician Ship Engineer Tailor Tree Surgeon

Page 15 of 17

Recruitment Tips
The following tips are provided to support you in your search for jobs and careers. These tips and suggestions are based upon your responses to the Identity personality questionnaire: Low Consultative: as you tend not to refer to others, it may be worthwhile actively speaking to people you know about the different career options you are considering. What advice can they offer you or what potential insights into a role can you gain from others? Are your decisions always as well rounded as they could be or might you benefit from canvassing the views of others before you commit to action? Low Theoretical: your preference is to focus on more practical application than deal with abstract theory or concepts. How do the roles you are considering fit in with your preference? At times when considering your career options it may be beneficial to take a step back to consider the possibilities or 'what could be' rather than focusing on 'what is'. Low Critical: as one who may overlook critical evaluation, it may be worth taking a step back to consider the full implications of any job or career related decisions. Have you sufficiently weighed up the pros and cons of different career options? Low Foresight: you report to be less focused on considering the longer-term consequences of actions and being able to plan ahead. If you have not done already, it may be worth mapping out your career plan over a 5 year time frame. What steps will you need to achieve your ultimate career goal? Low Completing: reporting to be less focused on deadlines and ensuring closure, how can you complete your job applications in a more timely fashion to avoid doing things at the last minute and creating unnecessary pressure for yourself? Low Determined: you report to see career progression as less important and may be less likely to be driven by demanding and challenging goals. It may be worth considering whether any career goals you have set yourself are appropriately challenging and whether there is anything else you can do to overcome any obstacles that stand in your way? Low Self Agency: your responses to this scale suggest that you may be less likely to view yourself as being responsible for your successes or failures. Consequently you may not give yourself credit or recognise the need to learn from your mistakes. Often low scorers on this scale may not recognise the potential influence they have over events in their life. With this in mind, consider if there is anything else you can personally do to help you achieve your career goals or overcome any obstacles? Low Positive: you report to be less optimistic about things and to focus on the downsides of matters. Could your more sceptical outlook mean that you unduly rule out possibilities and options? Are your judgements as balanced as they could be? Try listing out both the pros and cons against different job / career options.

Page 16 of 17

What to Do Next..

After reviewing the vocational suggestions highlight any occupations that you are interested
in for further exploration. Some vocations listed will provide a greater match to your interests and work preferences than others.

The key to a successful career decision is to find out as much as you can about each of the
vocations that interest you - via research on the internet, attending recruitment fairs, by discussing options with careers counsellors and speaking with people who work in the job etc. Do some fact-finding on the following: Key tasks and responsibilities, work environment, specific job requirements? Required experience, qualifications and training? What is the typical career path? What are the job prospects and opportunities?

Think about how your personal characteristics relate to your preferred career focus. Consider

what is important to you in your desired work environment. How well do different occupations meet your interests and prefences at work? learn more effectively?

Reflect on your preferred Learning Orientation. What conditions or activities may help you to Everyone has strength and development areas - consider how yours relate to your preferred
occupation(s). What activities may help you to build on your strengths and focus your development?

Once you have identified a preferred career, put together a plan of how you will achieve your
aspiration with specific goals, milestones, timescales and ways of measuring progress. decisions over the course of your lifetime.

Keep in mind that successful career planning is not about making one decision but a series of

Page 17 of 17