As a new graduate, you’re still learning, adjusting and adapting to the working environment. You’ve managed to secure the role of your dreams, from the organisation that you’ve always wanted to be a part of. In this regard, you will want to show them your positive qualities, and you are always going to need to play to your strengths. How does one actually identify what their strengths are?
Let’s start with explaining that strengths are an accumulation of your talents, knowledge and skills. It is built upon the key attributes that allow you to show your best qualities about yourself. The notion of what strength personifies, from the school of thought of Positive Psychology, indicates that; strength contributes to personal qualities that make up a good individual.
Organizations rely on an individual’s recollection of their gathered knowledge of their skills experiences and when prompted to indicate ‘what your ‘strengths’ are; responses can be rather subjective. This is because no two interviewing candidates are the same, and no two examples of defining their strengths are either. Thus the responses would be varied on a case-by-case basis.
So how does one learn to understand their strengths better? A proposed way to identify such a trait, would be to take a cognitive assessment test, specifically dedicated to evaluating your personal key attributes of strength. Cognitive assessment tests are usually administered by organizations, due to the nature and purpose of the tests. These are created in order to assist in assessing candidates with the future of their work performance. In this context, it would be to measure an individual’s strengths.
When you use your strengths, you are focusing more on what you are good at, than what you know you are capable of doing. High achievers are consistently exercising, pushing their strengths, in that they are taking their experiences, be it positive or negative, and learning how to actively manage them.
A key factor to remember, is that when you are taking cognitive assessment tests, these are being administered by your hiring manager, to help them in assessing your cognitive abilities and deductive reasoning. Do not focus on the fact that just because you score lower in certain areas, that you are generally ‘weaker’ in that aspect of talent. This is often enough a common misconception amongst individuals who take the assessment. Do not be disheartened by this, as assessments of cognitive capabilities, gives organizations a better understanding into increasing business performance. It is an indicator of an individual’s ability to acquire, retain and organize information.
Organizations want to know your strengths, so that they are able to analyse individuals, when they work autonomously, as opposed to working in a team environment. By being able to understand the strengths of each individual, recruiters, can better recognise and assess which candidate complements their organization.
In a survey conducted by the Society of Human Resource Management, roughly 18 percent of companies are using cognitive assessment tests in their hiring process, with a rate of growth of 10-15% each year. Companies that have chosen to implement cognitive based assessment tests, can reap benefits in terms of reducing turnover, and improving morale. This is because companies want to hire high-quality candidates in order to help place them into the right role. Almost 90 percent of firms that test out job applicants, state that they will not hire job seekers when pre-employment testing finds them to be deficient in basic skills. Additionally, companies have seen a high correlation between high cognitive ability and optimal job performance.
Rather than letting this be a deterring factor, consider cognitive based assessment testing as your opportunity to shine. This is a way to showcase where your strengths lie, and how organizations can benefit from optimising from them.
So what would you consider your inherent strengths to be? Find out and take your assessment now to see what you shine in!