Identity Self-Perception Business Personality Questionnaire Careers Report

Careers Feedback Report

Strictly Confidential

Test2 Test2

16 September 2010

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Introduction

The Careers Feedback Report can help you gain an insight into your preferences, style of learning andwhich vocations may be best suited to your interests. The results are intended to help guide youtowards careers, occupations or educational programmes that you might enjoy rather than providinga 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, notyour skills or abilities.

There are 4 sections to the report, which are as follows:

Personal Characteristics - providing comprehensive feedback on your reported preferences andtypical ways of behaving whilst in a workplace setting. This section also looks at potential strengthsand 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 yourstyle.

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 exploreand how to focus your development. The results should be used to support other relevantinformation and you may also find it useful to review your feedback with people who know you well.

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-Profile-Respondent Name: Test2 Test2

Less outgoing in groups, reserved,prefers to avoid the centre of attention

Gregarious and extravert in groups,enjoys the limelight, outgoing

More likely to avoid confrontation orspeaking mind - accommodating

Expresses self directly, outspoken, lessself-censoring

Less need to impress views on others,low interest in influencing others

Persistently impresses views on others,likes to convince others of own views

Less open with feelings, morecontrolling of emotions, harder to read

Shares feelings openly, unguarded withothers, prefers to let emotions show

More conforming, prefers to followmajority, dislikes standing out as

different

Likes to be different, prefers ownapproach, stronger views of own

Prepared to sell self & achievements,makes own success known to others

Avoids talking about achievements,less comfortable discussing self and

success

Prefers working independently, dislikesrestraints of teamworking

Prefers to work with others, valuesbeing part of a team, likes to share

responsibility

Prefers to make decisions alone, lessconsulting with others on views

Values views and opinions of others,gathers different contributions

Less interest in thinking aboutbehaviour of others, or understanding

people

More interested in reasons for others'behaviour, seeks to understand people

Less interested in dealing withemotional or personal issues, less

sympathetic

More focused on emotional issues,concerned about feelings, supportive

Less likely to change or adaptbehaviour to situations, consistent in

approach

More likely to change behaviour to suitdifferent situations, adaptive style

Prefers practical application overtheory, less interested in the abstract or

conceptual

Interested in theories and hypothetical,enjoys conceptual or abstract issues

Values subjective insights, less likely toneed proof or data, more 'intuitive'

Values logic and objectivity, higherneed for hard evidence or data to make

decisions

More likely to build on ideas of others,less interest in being original or

inventive

Values originality, likes to play withideas, imaginative

Less likely to look for problems ordrawbacks, takes things at face value

Focused on spotting errors andunderlying issues in matters, evaluative

& critical

Focuses more on the present, lessfuture-orientated, prefers to react than

plan ahead

Looks to the longer-term, moreplanning, invests more in the future

Less structured approach, prefersflexibility, less focused on details

Organised approach to work, focus onthe detail, more structure to activities

More likely to lose interest in tasks,prefers starting things to finishing them

More likely to complete work to a highstandard of quality, seeks closure,

finisher

Prefers to concentrate on one thing at atime, likely to be less flexible with

conflicting tasks

Enjoys dealing with several things atonce, divides attention between

competing demands

Less comfortable with change, prefersroutine and familiar work

Enjoys doing different things, morelikely to tire of routine, more

comfortable with change

Dislikes rules and regulations, prefersnot to follow instructions given by

others

Likes to follow instructions, will adhereto the rules and regulations, avoids

breaking the rules

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Low need for control over situations,little interest in leading others

Higher need for control, likes to takecharge, takes responsibility, leads

Values participative over winning, haslittle need to excel over others

High need to win at activities, desires toexcel over others in chosen fields

More willing to compromise goals ortargets, less driving for ambitions

More persistent in realising ambitions,less likely to sacrifice or compromise

goals

Preference for taking time overdecisions, stready approach to problem

solving

Makes fast decisions, makes mind upquickly, less deliberation

Values caution over risk, less likely toact if outcomes are uncertain

More willing to take risks to achieveobjectives, takes chances to gain higher

rewards

Stronger belief in effects of chance orluck in life, less likely to see potential

influence

Sees self in control, less belief in luck,more likely to see potential influence

over events

More able to relax, can switch off frompressure, less tense

Feels more anxiety, higher generalstate of tension, less able to switch off

Lower tendency to worry beforeimportant events, less anxious in key

situations

Higher worry before important events,concerned that things may go wrong

Less confident in abilities, conscious ofareas for development, self-critical

More confident in own abilities, seesless scope for self-improvement

More likely to be affected by setbacks,more likely to ruminate and focus on

failures

Less likely to be affected by setbacks,will seek to move on quickly from

failures

More likely to view things sceptically,less positive about matters

More positive about things, less likelyto be sceptical, focuses on the positive

More likely to admit personalweaknesses, higher tendency toacknowledge emotional issues

Less likely to acknowledge or admit toemotional issues, more rejecting of

personal weakness

Has shown less need to follow what issocially valued in responses, more

self-critical

Has responded in a more sociallyvalued manner, less self-critical

Less reviewing and self-analysis of ownbehaviour, less focus on past

experience

Higher reviewing of past behaviours,focused on assessing self and

interactions

Values first impressions, tends to reflecton matters less, prefers clear, polar

opinions

Reflective when evaluating matters to amore 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 workingpopulation

•

although broad patterns are likely to be consistent through time, your profile can change withexperience and role

•

this profile should not be interpreted by anyone who is not trained or professionally supported to doso

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Personal Characteristics

Interpersonal

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

Forwarding Self

Your responses to the questionnaire indicate that you tend to be typically outgoing and to be ascomfortable as the next person in the centre of attention. You report to be less direct than most andto often self-censor your contributions, maybe to avoid confrontation or causing offence to others. Interms of influencing, you present yourself as less inclined than most to try and change the views ofothers. You may tend to be more comfortable with people taking a different view on matters thanyourself 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 yourfeelings about matters, as you report an average degree of openness with your emotions andfeelings. Another aspect of how you forward yourself is in terms of independence. Your responses tothe 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. Youprobably take the middle ground between being different and conforming to the majority in order togain agreement.

You also report to take the middle ground in terms of selling yourself and your successes. This typicaldegree of modesty means that you will probably be seen as no more or less self-promoting than thenext person.

Potential Strengths of Your Style

* You may be seen as accommodating and sensitive to avoiding offending others. You are likely tohave a non-threatening style?

* You will probably be patient and not show frustration when others disagree? You may be morerespectful 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 asconfrontation or offence?

* You may miss opportunities to change others' opinions and influence decisions?

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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 bebetter suited to roles where you can work with one or two colleagues that you can get to know wellthan in jobs which involve a lot of teamwork. Similarly, you also like to take decisions without needingto refer to others, perhaps consulting with others less than most. You will probably tend to act moreon 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 tounderstand 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 tobe their own responsibility. You may be less empathic in this respect and prefer not to deal withothers' personal issues.

The final scale in this section of the profile looks at the extent to which you adapt your behaviourtowards different situations or people. You would appear to have responded with a typical evaluationof the extent to which you change your behaviour to suit different situations. You are likely to strike abalance between consistency and adaptability.


* You should be able to work independently, maybe concentrating on a task for a longer period oftime, perhaps requiring less support from others?

* You will probably be more able to make decisions alone without needing to refer to others, orspending time canvassing views?

* You will be more able to detach yourself from the complexities of human behaviour and perhapsfocus on the pragmatic need to deliver results?

* You should be able to dispassionately separate feelings from what needs to be done? You may beable to take a more tough-minded or hard-headed approach to issues?


* You may feel more frustrated by the constraints of teamworking, perhaps due to a preference forgetting on with things alone?

* If you sometimes do not consult with others about decisions that may effect them, you may be seenas 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 takingmore time to understand how others may see things differently, or have a different agenda, you maybe 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 beperceived as unsympathetic towards the feelings or issues of others?

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Cognitive

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

Information

Your profile suggests firstly that you are focused on more practical and concrete matters and lessinterested in more hypothetical matters. This probably indicates that you see less relevance intheories or other abstract possibilities and will be more engaged by practical activities. The type ofinformation that you prefer to use when making judgements will tend to be a mix of both hardevidence and subjective impressions. You probably seek to use both your intuitive assessment of aproblem and the available data. You will probably tend to take these sources of information more atface value, rather than critically assessing matters for underlying problems or flaws. Your profilesuggests that you will be less evaluating than most in this respect. You may be comfortable to runwith things as they are, and may be more frustrated in work environments which require protractedanalysis of information.

In terms of creativity and making unusual links between different sources of information, you havereported to be less orientated towards expending your energies in this area than most people. Thismay be an area in which you feel others are stronger and so you may be happier to build on the ideasof 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 thanmost. This probably indicates that you have less inclination to plan into the future, and may prefer totake 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 immediateissues?

* 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 lessdirect?

* 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 youidentify potential problems or ways to improve?

* If you are very reactive to events, there may be scope to reduce future problems by looking aheadand planning more over the longer term?

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Tasks

Your profile suggests that you have a less structured and systematic approach to your work. You willbe less interested in details and prefer just to start work rather than think about the structurebeforehand. 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 loseinterest in assignments if they become protracted. This preference may also suggest you can be moreflexible 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 toprioritise several conflicting priorities. You will probably be more comfortable having a good run atone thing at a time.

With regards to your need for change, you appear to have less inclination than most to try out newthings or experiment with different roles/areas of work. As such you will probably need a degree ofroutine and more familiar activities in your work environment. The 'Protocol Following' scale of thequestionnaire suggests that you demonstrate a typical level of interest and commitment to followingrules, regulations or instructions provided by others.


* 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 activitiesstarted?

* You may be more concerned to devote a good deal of attention to tasks in order to ensure highquality?

* You will probably be more able to keep to a consistent routine?


* Are there ways of becoming more organised and systematic in your approach to work? You may bemissing 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 projectsthrough to completion?

* How can you become more effective in managing many pressures on your time and splitting yourattention across different tasks?

* You may be missing opportunities to try new things or experiment with ways of achieving yourgoals?

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Internal

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

Drivers

This section looks firstly at your need for control over situations. Your responses suggest that you areprobably less inclined than most to assume responsibility for the work of a team or group. You will becomfortable with others taking charge, and feel less need to lead yourself. In terms ofcompetitiveness and needing to excel over others, you are likely to be typical in this respect and assuch, 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 apreference 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 youseek a balance between deliberation and action. You will probably show a typical level of ability to actquickly and reach conclusions without mulling at length over options. Associated with this, you arealso 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 theextent 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 seeless potential to change or influence events around you.


* You probably have less need to take charge yourself, perhaps indicating you are a morecollaborative 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?


* You are indicating a lower desire to take charge of the work of others are this time, indicating youmay be less interested in general management roles?

* At this time, you may be less driven to overcome stressful hurdles to achieve your ambitions? Youmay simply be comfortable with your current level of attainment? At times, may you give up onthings that you could achieve with more concerted effort?

* You may be missing opportunities to more proactively influence events around you? Is there scopeto reduce the effects of chance on outcomes by taking a more planned approach to actionsometimes?

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Emotional

In terms of your general levels of anxiety, you report to have more tension and anxiety than othersmost 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 atypical level of nerves before such situations. In terms of learning for the future, you probably seemore scope for improvement in your approach than most, being less self-assured, and appreciatingyour need for further development.

You report to be typically sensitive to setbacks or problems. You are probably no more or less likely toruminate over, or dwell on failures. With regards to your general outlook, you are likely to be lesspositive or optimistic than most, at times taking a more sceptical or questioning view.


* 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?


* 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 limitingyour 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 yourprofile:

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 reflectedon the items to a typical degree of depth.

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Learning Orientation

Test2 Test2

The diagram below presents preferences in a different way. It is a simpler way of presenting wherepreferences are, and shows which side of the brain you prefer to use when processing information. Ingeneral the left and right sides of the brain process information in different ways. We tend to processinformation using our dominant side although some individuals are more balanced and adept atusing both sides.

The left side of the brain is associated with logical, sequential and linear (part to whole) processing ofinformation.

The right side of the brain is associated with intuitive, random and holistic (whole to part) processingof information.

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Exploring Your Reported Preferences

The model explores three key areas, highlighting how you may prefer to go about learning things ordoing 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 getthe 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 doesnot have sufficient 'hands-on activities'. Their attention may also tend to wander and they are likely toneed 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 learningthings. '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 thingssimple and easy-to-understand. They may also get bored learning about theories or concepts that arecomplex 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.

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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. Theyare good at following a step-by-step approach to learn a well-defined task or a clear, straightforwardsubject area. Concrete learners will tend to tackle learning bit-by-bit, one thing at a time. They aregood with procedures - although may find unexpected changes unsettling, or become easilyoverwhelmed when trying to do several things at the same time. They will prefer to learn things in theway 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.

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Career Focus

Test2 Test2

Less interested in mechanical types ofwork or activities involving the use of

tools and machinery

More pragmatic in focus, enjoyhands-on problems, mechanicalactivities and working outdoors

Less conceptually minded or interestedin investigating scientific principles

Interested in exploring theory,conducting research and applying

logic, can be more introspective

Less interested in artistic activities, lessfocused on applying their creativity in a

role

Creative and expressive, enjoys artisticself-expression, prefers unstructured

situations

Less inclined to adopt a caring ornurturing role, may be more

task-focused in approach

Sociable and understanding, likes towork with people and to care for,

nurture and develop others

Less focused on persuading others orselling ideas, less interested in

assuming responsibility over others

More persuasive, interested in leadingothers and taking charge of situations,

more dynamic

Less systematic and organised inapproach, more unconventional in

outlook

Organised and conventional, prefers toimplement structure and work with

well established procedures

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

Preferred Career Focus:

Practical

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

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Vocational Suggestions

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

Practical

Moderate Skill / Training Moderate to Higher 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

• 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

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Recruitment Tips

The following tips are provided to support you in your search for jobs and careers. These tips andsuggestions 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 topeople you know about the different career options you are considering. What advice can they offeryou or what potential insights into a role can you gain from others? Are your decisions always as wellrounded as they could be or might you benefit from canvassing the views of others before youcommit to action?

Low Theoretical: your preference is to focus on more practical application than deal with abstracttheory or concepts. How do the roles you are considering fit in with your preference? At times whenconsidering 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 toconsider the full implications of any job or career related decisions. Have you sufficiently weighed upthe pros and cons of different career options?

Low Foresight: you report to be less focused on considering the longer-term consequences ofactions and being able to plan ahead. If you have not done already, it may be worth mapping outyour career plan over a 5 year time frame. What steps will you need to achieve your ultimate careergoal?

Low Completing: reporting to be less focused on deadlines and ensuring closure, how can youcomplete your job applications in a more timely fashion to avoid doing things at the last minute andcreating unnecessary pressure for yourself?

Low Determined: you report to see career progression as less important and may be less likely to bedriven by demanding and challenging goals. It may be worth considering whether any career goalsyou have set yourself are appropriately challenging and whether there is anything else you can do toovercome 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 asbeing responsible for your successes or failures. Consequently you may not give yourself credit orrecognise the need to learn from your mistakes. Often low scorers on this scale may not recognise thepotential influence they have over events in their life. With this in mind, consider if there is anythingelse 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 yourjudgements as balanced as they could be? Try listing out both the pros and cons against different job/ career options.

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What to Do Next..

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

• The key to a successful career decision is to find out as much as you can about each of thevocations that interest you - via research on the internet, attending recruitment fairs, bydiscussing 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. Considerwhat is important to you in your desired work environment. How well do different occupationsmeet your interests and prefences at work?

• Reflect on your preferred Learning Orientation. What conditions or activities may help you tolearn more effectively?

• Everyone has strength and development areas - consider how yours relate to your preferredoccupation(s). What activities may help you to build on your strengths and focus yourdevelopment?

• Once you have identified a preferred career, put together a plan of how you will achieve youraspiration with specific goals, milestones, timescales and ways of measuring progress.

• Keep in mind that successful career planning is not about making one decision but a series ofdecisions over the course of your lifetime.

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Identity Self-Perception Business Personality Questionnaire Careers Report

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Transcript of Identity Self-Perception Business Personality Questionnaire Careers Report