Over time, people change. If several years have passed since the date of this report, the results may no longer fit you. Remember, when you completed the assessment instruments you were at a particular age, stage of development, level of experience, etc. With the passage of time, the characteristics measured by ASSESS may change.

 

1. Compared to most respondents, you were very serious in your desire to use the testing process and any feedback you might receive for developmental purposes and, therefore, answered in a manner to emphasize the areas in which you might need to improve;

2. You were more willing to admit weaknesses or limitations; or

3. You lack confidence or tend to be self-critical.

While the ASSESS system has made some adjustments in your scores to compensate for your candidness, the report may still overstate potential weaknesses and downplay potential strengths. Carefully consider the possibilities listed above and make a special effort to confirm the statements made in this report. Ask those who know you well (and are willing to give you a candid opinion) to provide you with their feedback.

• The results are based on your self-perceptions and may be influenced by a favorable or unfavorable self-image. Others may see you differently than you see yourself.

• We have compared your raw scores on the ability tests and the personality profiles to a professional norm group (people who work in jobs which, for the most part, require education or training beyond the high school level) to make the statements and suggestions you will find in this report. It may be useful to think "Compared to most professionals" as you read each.

• The report does not take into account your background, training, technical skills or experience. Therefore, the results do not measure your personal effectiveness nor the quality of your job performance; rather, they describe abilities and characteristics that (along with these other factors) may influence your job performance.

• Many of the characteristics described in this report could be assets in some circumstances and liabilities in others. For maximum benefit, your results should be considered in the context of your particular job or work environment.

• Take the time to read and consider the ASSESS Report information:
  1. Take an open, nondefensive attitude when reviewing the material. Review each section carefully and, as you consider the feedback statements, try to think of specific examples that can confirm which assets and liabilities do or do not apply to you.

  2. If you are not sure that a statement in the report describes you, ask someone you feel will give you honest feedback for their opinion.

  3. After reviewing your results, use Part III of this report and the accompanying worksheets to help you set goals for your development and to construct an action plan for achieving your goals.

• The profile is a quick summary which will allow you to see an overview of your results on each of the characteristics measured by ASSESS. We encourage you to use the detailed report to develop an in-depth understanding of your results.

• The small darkened rectangles indicate your percentile score compared to professional norms. From this you can quickly see whether you are similar to most professionals (your score falls between the 25th and 75th percentiles), or whether you "stand out" from others as noticeably high or low.

• High scores are not necessarily good; low scores are not necessarily bad. You should consider your results in the context of your job and work environment.

• Of particular interest will be the shaded bars. These indicate the average range (25th to 75th percentile range) of another comparison group. This "template" is an indication of how most people in the comparison group scored.

  ASSESS can provide templates for many specific professional positions (e.g., accountant, sales, etc.) as well as a managerial template. If you would like to review your results compared to a particular group, see your ASSESS coordinator.

• To be successful in a job does not require that your scores fall within the shaded bars (typical range); however, on those characteristics where your score falls outside the bar, you may want to consider whether this is a strength on which to build or a potential weakness.

• (Note: The Graphic Profile is printed separately from this report.)

This section of the report provides feedback on your intellectual usage or thinking style (how you solve problems, make decisions, etc.). People vary considerably in this regard. For example, some people are inclined to take an in-depth, thoughtful approach in evaluating information; others tend to make quick decisions. Some people are better suited to dealing with big-picture issues, while others like to focus on practical solutions to immediate problems.

In reviewing your results for this section keep in mind that the focus is on how you use your intellectual abilities, not how effective you are at solving problems or making decisions. An evaluation of your intellectual or problem solving effectiveness would require consideration of your educational background, technical skills and job related experience -- all of which are beyond the scope of this ASSESS Report.

 

Your thinking style results are summarized as follows:

Your responses to the personality questionnaire suggest that you have a low natural tendency to look below the surface of problems or to probe into issues. You also appear to be impulsive. You probably take things as they are rather than expending effort trying to analyze people or thinking about issues in an in-depth manner. From a developmental standpoint, you should try to become more perceptive in dealing with people and issues. For example when faced with a problem, ask yourself "Why do we have this problem?" rather than just being concerned with finding a solution.

Apparently much less cautious and reserved than the typical professional, you are likely to make decisions and adopt courses of action without excessive deliberation. At your best, you probably will not waste effort on the evaluation of simple, straightforward decisions. At your worst, you may be undisciplined in your approach and may take unnecessary risks. Try to make conscious decisions about how much consideration each decision merits. For some, there will be little real risk of a bad decision; for others, one choice will be as good as another. Your natural tendencies will probably be acceptable for these types of situations. However, for complex problems or situations that have potentially serious ramifications, we recommend that you make a deliberate effort to carefully weigh options and consequences before acting.

You appear to be more subjective than objective in how you react to situations. That is, you are likely to allow your personal beliefs or feelings to influence your judgment. Furthermore, you may tend to overfocus on possibilities instead of attending to more immediate demands. On the positive side, you may be an imaginative person who can see new possibilities. When you are not careful, the net effect may be unrealistic solutions to problems or decisions based primarily on your own perspective. Your decisions are probably most effective when you can obtain the perspective of a trusted mentor (someone who can be relied upon to be objective and unbiased) to balance your personal point of view. You may also want to work on developing more objectivity in your thinking.

Your results suggest that you have a low interest in tasks that require high levels of logical analysis, especially if quantitative or mathematical procedures are required. You may have to discipline yourself to approach these types of activities in a step-by-step fashion.

This section contains a description of your work style (how you go about getting a job done) and the potential effects of various motivational influences on your performance. For example, some people are highly energetic, while others are methodical. Some people are most strongly motivated by recognition and praise, while others need personal freedom to do their best work.

 

Your work style results are summarized as follows:

A review of your results suggests that you are likely to prefer a slow work pace. You are probably most comfortable in a job that does not require long hours or working at a fast pace. You may find that you are more productive when you discipline yourself to set time deadlines.

Apparently neither strongly action- nor strongly thinking-oriented, you may be most effective in jobs providing relatively high levels of structure and pacing for your activities.

You appear to have low needs for both personal independence and organizational freedom. Probably, you are most comfortable in a job where systems and procedures guide your actions and there are rules to follow. You may want to work on becoming more self-reliant so that you need less assistance from others.

You appear to have a low tolerance for pressure and frustration and probably recover from setbacks better when you have outside support from others.

You do not seem to need much personal attention and are unlikely to seek recognition and approval. You probably judge your work against internal standards and will not be unnecessarily concerned about what others think.

Your results indicate that you do not enjoy personal involvement in activities requiring high levels of precision. This, in combination with your low interest in organized and structured approaches to problem solving suggests that you may not be well suited to tasks where exactness and attention to detail are critical.

This section provides feedback on your approach to (and interest in) interacting with others and draws implications about your interpersonal style in business settings. For example, some people are very outgoing and are likely to be comfortable in situations where they must interact with many different kinds of people. Others have little need for this type of social contact and can be comfortable in solitary or individual contributor roles.

In reviewing these results it is important to keep in mind that they are based on your self-report rather than how others may describe you.

 

An evaluation of your profile suggests that you do not enjoy socializing and meeting new people. Consequently, you probably prefer to work alone or in jobs where new contacts are minimized. It is likely that others will see you as shy or difficult to get to know. You may need to make a special effort to extend yourself and be more sociable, especially if you have managerial responsibilities.

Apparently not assertive or socially bold, you probably do not like to initiate interactions with others, nor are you likely to attempt to dominate or exert influence over people. You may be uncomfortable in roles that require you to be forceful and direct with others. Readings or a short course in assertiveness could be helpful if you would like to become more confident and assertive in your relationships.

You appear to have little interest in trying to understand people or their motivations; consequently, you may not read people well or understand why they do things. Furthermore, you may be more apt to find fault and be critical than be positive and constructive in how you deal with them.

You describe yourself as less friendly and agreeable than most professionals and are likely to be unconcerned about whether you please people. Without proper self-control, you are apt to be unpleasant and disagreeable. You may find that others will like you better and will be more willing to help you if you can learn to be more cooperative.

Your responses to the questionnaire suggest that you are inclined to be more pessimistic or worrisome than positive and optimistic in your outlook. Furthermore, you do not appear to be very reserved or controlled in your demeanor. Your feelings are likely to show and, if they do, may adversely affect your image as a professional.

You appear to be a person who can be sensitive to criticism. Your feelings may be easily hurt and you may be prone to reacting defensively. You may find it helpful to make a conscious effort to view criticism less as an indicator of self-worth and more as useful information for self-improvement.

You do not appear to feel a need to conform to the conventional (traditional) behavior codes held by most people around you. You may be either an individualist wanting to be different, or someone conforming to some other set of customs and values.

This section of the report draws some conclusions about how your personality may affect your ability to persuade, influence, or manage others. When reviewing these results, keep in mind that these abilities are also influenced by your experience and training in this area -- factors outside the scope of this ASSESS Report.

 

The following conclusions are suggested by your results:

You do not appear to have a desire to direct, persuade or control others, and may try to avoid these types of roles. You may have difficulty in situations that call for personal strength and forcefulness.


  Your dealings with people could be adversely affected by the following:

• Sensitivity to criticism
• Shyness or low social interests
• Low concern for people
• Negativity or pessimism in your general outlook
• Speaking before you think
  
• Suspiciousness of others
• Low interpersonal insight
• Uncooperativeness and disagreeableness

An important first step in the job transition process is developing accurate self-knowledge. You must know yourself well, understanding both your strengths and your potential weaknesses, so that you can market yourself effectively. Knowing yourself involves understanding many factors, such as your personality, skills and capabilities, values, and work experience. This part of the ASSESS report addresses one key aspect - your personality. Depending upon your needs, the ASSESS Career Manager results can help you consider your personality in your decision making as well as in managing your job search.

In the following sections, you will find additional resources (e.g., suggestions, worksheets and activities) that, along with your graphic profile and detailed feedback, can assist you in your job or career search. Some people find all of these resources to be helpful; others tailor their focus based on their particular situation. Below you will find some general recommendations for how you might use these resources.

• ASSESS Templates: Your ASSESS coordinator has processed or can process your graphic profile using a variety of "templates." These templates provide an indication of how most people in a particular group (e.g., retail managers, accountants, etc.) scored on each personality characteristic. By reviewing how your score on each of the characteristics compares to most people in a particular group, you can: a) more clearly see your "fit" with particular jobs, b) identify what strengths you might bring to the job, and c) identify areas for improvement in order to be most effective in the job.

• Your Job Search and Job Fit Suggestions: For some of the characteristics where you "stand out" from the professional norm group (i.e., where you scored in the noticeably high or noticeably low range), suggestions are provided as to how these results could influence which positions or work environments you might consider. Further suggestions are made as to how to manage aspects of your personality during your job search.

• Personal Product Worksheet: If you are considering a major career change (e.g., returning to school, changing fields, etc.) this worksheet can help you to "take stock" of your characteristics and consider how they might "fit" with possible career areas.

• Job Search Behavior Worksheet: As you launch your job search, this worksheet can help you to identify those aspects of your personality which may be better suited to some aspects of the job search process than others, and help you to anticipate potential problem areas that may require extra effort or assistance.

• Job Choice Worksheet: When you are making a decision between specific job opportunities, this worksheet can help you to consider the "fit" between important aspects of your personality and the key characteristics required in each specific job.

Again, you may use all of these resources or only some of them. Pick and choose those activities that are appropriate to your needs.

This section highlights key characteristics from your assessment results which may merit consideration during your job transition period. As you review this section, take an open, nondefensive attitude. Try to think of specific examples that can confirm which assets or liabilities do or do not apply to you. Then use the worksheets following this section to help you make more informed career decisions and better manage your job search.

 

Your responses to the personality questionnaire suggest that you may tend to be negative in your outlook or inclined to worry. It may be that this is a reaction to your current situation and the stress of the job transition process, or it may be indicative of your general outlook.

In evaluating job options, it may be important for you to determine how stressful the job environment is likely to be and how much pressure you are likely to face (for example, meeting tough goals under tight time deadlines, balancing many competing demands, etc.)

Remember also that the job search process is a stressful and often frustrating time. If you find yourself becoming overly frustrated, or if you feel that things are affecting you more than they should, consider one or more of the following suggestions:

• Try to avoid stressful situations. As you launch your job search, use your time management, work planning, and decision making skills to alleviate feelings of pressure. If you feel you are weak in these areas you may want to read a book or attend a course to further develop your skills.

• If you find yourself feeling low for long periods of time, consider seeing a counselor. Be sure to select someone who has the appropriate training and credentials (a licensed psychologist, a licensed professional counselor, etc.).

• Many times negative feelings can be counteracted by becoming active and involved in things that you enjoy. Such things can include reading a favorite book or author, going to a movie, calling a friend, or engaging in some type of physical exercise (with advice from your doctor). Also, it often helps to take time out to indulge yourself in a hobby or special activity such as taking a walk, riding a bike or going to a museum.

• Avoid negative self-talk: If you find yourself digging a deeper emotional hole by thinking phrases such as:

  "This is terrible!" "If only I . . ." "Why do these things always happen to me." "I'll never find the right job"

  Stop!! If such self-defeating phrases quickly come to you when you are upset, try Thought Stopping. Think loudly "Stop!, Stop! . . . " Immediately replace the destructive train of thought with more appropriate, problem-solving thoughts like:

  "What can I control and what is beyond my control?" "What information do I need?" "What are my options?" "What steps will I take?"

• Reading a book in the area of personal adaptation or stress management may be useful. There are several available in most book stores, usually in a Self-Help or Psychology section. Some which we can recommend include:

  Think Straight! Feel Great! 21 Guides To Emotional Self-Control by Bill Borcherdt, ASCW, Sarasota, FL, Professional Resources Exchange, 1989.

  Staying On Top When Your World Turns Upside Down by Kathryn D. Cramer, Ph. D., New York, Viking, 1990.

• Or, you can listen to one of the following audio tapes:

  Pulling Your Own Strings by Wayne Dyer, New York, Harper & Row.

  One-Minute Self-Esteem by Candice Semigran, New York, Bantam Audio.

Your low score on this measure suggests you may be inclined to hit the high points in dealing with information rather than looking below the surface. If this is true for you, you may find that you are happiest or most satisfied in a job that allows you to deal with situations immediately rather than a job that requires you to think strategically or frequently weigh the long-term consequences of your actions.

Although you may not be naturally inclined to spend time reflecting on the past and considering alternatives for the future, during this transition period such thinking can be especially beneficial. While it may not be comfortable at first, make a conscious effort to systematically identify possible career options and job alternatives before you launch your job search.
 

Your low score on the measure of restraint may be an indication that you are a spontaneous individual who is comfortable responding to situations quickly. While this characteristic may contribute to your flexibility and willingness to try new things, it may also result in you making decisions without having thoroughly considered alternatives.

Selecting the right job is an important decision. In evaluating a possible job, you should make a special effort to take the time to carefully consider the requirements of the job, the expectations associated with it, and how well it fits your style. Try to avoid reacting too quickly and making a decision that you may later regret.
 

Your low score on the measure of objectivity is an indication that you are inclined to view situations from a personal perspective and may have some difficulty adopting an objective point of view. In making career decisions, you may need to guard against allowing your feelings to overly influence your judgment.

It may be helpful for you to enlist a trusted advisor, someone who's judgment you value, to serve as a sounding board as you take stock of your strengths and weaknesses, consider career options and make career decisions.
 

People who score low on the measure of realistic thinking are inclined to be imaginative and idea-oriented. They tend to focus on possibilities and are often capable of seeing how things could be; however, they may sometimes overlook how things really are. Given your results, you may want to be especially careful when evaluating jobs to ensure that you look at them for what they really are rather than what they could be or what you would like them to be.

It may be particularly important for you to make a list of the positive and negative factors associated with a potential position and to review them with someone whose advice and judgment you respect. This type of careful, objective assessment and discussion of important decisions helps many people to avoid job fit mistakes.
 

Your low score on the measure of energy level suggests that you are likely to take your time in completing activities and, perhaps, that you work at a slower than average pace. Especially if you also scored high on measures of reflective, probing thinking or serious, restrained thinking, this would be an indication that you may be most comfortable in a job where thinking is a legitimate activity and there is not excessive pressure to make decisions or take action quickly.

In choosing between job options, you may wish to pay careful attention to the pace and the hours demanded to ensure that the one you choose is a good match for your work style.

In conducting your job search, avoid procrastination and avoid allowing yourself to feel overwhelmed by the task ahead. Remember, you cannot accomplish something if you do not start on it or if you do not "work" it regularly.
 

Your low self-reliance score suggests that you prefer a work environment where you receive support and assistance from others rather than a work environment where you must handle things independently or make decisions without being able to obtain advice or second opinions.

You may be more comfortable in a work environment where you can be part of a team rather than an individual contributor who works without much input from others. This might be an important deciding factor in your choice among job offers.

In conducting your job search, you may need to guard against overrelying on others. At this time, it is especially important for you to show initiative and make things happen for yourself.
 

Your results suggest that you may prefer to hit the high points in dealing with information, rather than personally involving yourself in the detail.

In conducting your job search, guard against the tendency to overlook the importance of detailed follow through. You should probably ask others to help proofread your marketing materials (cover letters, resume) so that you put your best foot forward.
 

Your results suggest that you are comfortable working in a structured environment where rules and procedures guide your actions. There is also a possibility that you may dislike working in an environment where there is not much predictability or where things are ambiguously defined or loosely structured. Large, well-established organizations in which job roles, performance goals, etc. are clearly defined may be good places to look for your next job.
 

Your low score on the measure of need for recognition suggests that you may be a "quiet achiever" who needs little attention from others.

People who have low recognition needs are often inclined to undersell themselves, feeling instead that the caliber of their work will speak for itself. Please keep this in mind when preparing for job interviews. Make a list of your accomplishments and practice orally presenting them in a job interview. Do not overstate your accomplishments but remember that the person interviewing you doesn't know you and may have no other way of learning about all the good things you have done.
 

A low score on the measure of criticism tolerance suggests that you tend to take criticism or rejection somewhat more personally than others might. In conducting a job search, you may be inclined to get your feelings hurt when you do not receive a job offer you expect or when people seem to be "short" with you.

When out of a job, a job search can be a difficult time for almost everyone, but especially for those who are thin-skinned about criticism or rejection. Try to keep the situation in perspective and recognize that when you are not selected it is not a reflection of your worth as a person, but probably an indication of a mismatch between your skills and experience and those required by a particular job. Although your feelings may sometimes be hurt, it is important that you keep working at your job search.

In evaluating your job options, it may be useful for you to consider the amount of rejection or criticism that may be associated with a particular position. For example, people in sales positions must often endure frequent rejection and criticism. For people who are thin-skinned, the disappointments that are inherent in a sales position may be hard to bear. The cumulative effects of rejection may limit your effectiveness and your satisfaction with a sales job. If you decide to pursue a sales career, consider one that involves high levels of customer service or customer support. This type of sales job may be less frustrating than one that involves more traditional sales activities (for example; cold calling, prospecting). Ultimately, you may wish to ask yourself if you are willing to "pay the price" associated with rejection in exchange for the rewards you hope to receive in a sales job.

Similar considerations should be addressed for other jobs where the possibility of frequent evaluation and criticism is high (high visibility jobs in private companies, some public sector jobs, political office, the performing arts, etc.).
 

Your low score on the measure of self-control may be an indication that you are the type of individual who displays your feelings and emotions (good or bad) openly.

In interview situations, others may tend to see you as friendly and genuine, or as too outspoken and dominating (see your scores on the assertiveness and friendliness characteristics). Practice being more restrained and thoughtful so that you will avoid saying or doing something you may later regret. Also, practice answering typical interview questions. When faced with a novel question, remember to pause and think before answering.
 

A low score on the measure of assertiveness is an indication that you are a low-key individual who is comfortable in a job that does not require you to be forceful or aggressive.

If a job opportunity requires you to deal with others in a forceful and strongly influential manner, think carefully about your comfort with this type of role. If you are a manager or a supervisor, you may be best suited to a job where there is clear power and authority associated with your position (for example, your job title or your status in the organization) and where you can rely on that position power to influence others. Alternatively, a supervisory or managerial job in which you will be respected and followed for your technical knowledge or expertise may also be a good fit.

Especially if your job preferences are in the areas of supervision, management or sales, improving your assertiveness skills could increase your chances of being successful.
 

Your low score on the measure of sociability may be an indication that you are not particularly outgoing or comfortable dealing with people in purely social situations. If this is true for you, consider the social aspects of job opportunities.

When evaluating a job option, consider the extent to which the position would require you to engage in "small talk" with customers or clients, or the degree to which success on the job depends upon your ability to entertain people that you do not know or like well.

In conducting your job search, consciously discipline yourself to override your lack of comfort in calling people you do not know well but who could be very helpful to your networking. Remember, you cannot rely on your resume, you must actively contact people, on the phone and in person.

Practice your "small talk" in casual situations. Try to engage strangers or people you do not know well in casual conversations. Try to open up and speak freely. Try to incorporate some of this same style into your interview practice. In real job interviews, try to engage the interviewer personally.
 

Your results indicate that you have a low need to please others and suggest that you may be a competitive individual who has a strong desire to win. You are probably most comfortable in a job that encourages competitiveness and which requires a forceful "will to win" style. Competitive individuals often enjoy sales positions; however, in any job, they need to be careful that they do not become unnecessarily aggressive or hostile.
 

Your low score on the measure of insight may be an indication that you are not naturally inclined to "tune in" to the people issues in a situation or to understand the subtle needs and motivations of others.

In evaluating job options, consider the extent to which a position requires you to be perceptive about others' feelings, sensitivities, and needs versus being able to deal with them in a more direct and straightforward manner. Probably, your chances for success will be higher in the latter type of position than the former.
 

Finding your career direction is becoming increasingly complex in today's changing work environment. New careers emerge each day while others grow obsolete. Individuals are likely to find themselves "careering" and "re-careering" many times in their lifetime. However, if you know yourself well - your preferences and strengths, and your dislikes and weaknesses - you will be in a better position to recognize emerging opportunities which are a good fit for you.

The following three worksheet exercises are designed to help you use self-knowledge of your personal strengths and weaknesses to evaluate job/career opportunities, manage yourself to engage in effective job-search behaviors and, ultimately, make the job choice that fits you best from a group of job offers.

Job/Career Opportunities And Personal Product Worksheet

This first worksheet exercise is designed to help you "take stock" of your personal characteristics and, based on these, generate a list of possible jobs for which your strengths and weaknesses are a good fit. Approach this exercise in three steps using the Personal Product Worksheet (printed separately).

• Step One: Think of yourself as a product. (After all, a job search is one of the most important sales jobs you will ever have.) You first want to identify what "features" (your personal characteristics) define your product. Review your ASSESS results and list each of your features on the following worksheet. An example feature (not necessarily yours) might be:

  Highly Assertive and Socially Outgoing

• Step Two: For each feature, think of two benefits - ways this characteristic can be a strength and contribute to your satisfaction and success - associated with the feature. List the benefits for each feature in the second column of your worksheet. Continuing our example above, two associated benefits might be:

  Meet people easily

  Can influence others

• Step Three: Finally, try to think about a variety of possible jobs where each of your features and benefits might be best utilized and most valuable. (In our product analogy, this would be a potential marketplace.) Identify at least three possible jobs for each of your features and list these under Career Opportunities. Conversely, it might also be helpful to list those jobs where your features and benefits could be hindrances under Career Disconnects. Completing our example of one feature, the worksheet would look like this:
  
   

• In your resume and the accompanying cover letter, you will, of course list pertinent education, training and experience that you have had. These types of information are very important to a potential employer. However, remember that other less tangible "features" of your "product" can be equally important. Include some of these features into your resume and cover letter. For example:

  A socially outgoing receptionist . . .

  An energetic, self-reliant . . .

  A practical-minded operations manager who . . .

• During the interview, describe ways in which your personal characteristics (features) have or could contribute to your job success (benefit) in the job for which you are interviewing. For example:

  "I am a very outgoing person that can make friends with almost anybody. I have an active social life and am an active member of several social organizations. In my last sales job, I was able to generate new business and close several big sales from contacts I made networking at the Rotary and the City Sports Association.

An effective and successful job search involves the same level of effort and persistence as any other "job." Some aspects of the search are likely to appeal to your strengths more than others. (For example, some people enjoy writing and have little difficulty completing resumes and cover letters.) Conversely, you may overlook or downplay important aspects if you feel less comfortable with or capable of some activities. (For example, some people are shy or non-assertive by nature and are reluctant to network or "cold call" job leads.) Review your ASSESS results and the Job Search And Job Fit Suggestions to identify those areas where you might be well prepared, and those where you may need to put forth extra effort or seek assistance.

The job search process includes at least ten important types of activities, the successful completion of which will affect how long your job search will require and how many high-quality job offers, ultimately, you will receive. If you are like most people, some of the activities will come easy for you, but others will be more difficult. Use the Job Search Behavior Worksheet (printed separately) to consider how your personality may help or hinder you in each major activity listed below. For those activities where you anticipate a hindrance, identify a strategy to help you overcome this particular problem.

• Research - Doing the homework about job and career possibilities.

• Preparing Marketing Materials - Creating a short but informative and appealing resume, or perhaps several resumes designed for different audiences, and a cover letter that can be personalized to each recipient.

• Organization and Tracking - Developing and maintaining a scheme for tracking job prospects, contact history, etc.

• Follow through - Persistence, self-discipline and determination to work the job search process despite personal distractions, occasional setbacks and motivational lulls.

• Networking - Contacting and maintaining connection with friends, acquaintances, and acquaintances of acquaintances to generate job leads.

• Interviewing - Planning for, practicing and executing good job interviews.

• Maintaining Motivation - Setting goals, managing your time, rewarding yourself for making progress and achieving intermediate goals. (For example, completing a good resume or scheduling two job interviews.)

• Handling Rejection - Finding a new job is much like selling an expensive, highly specialized product. The need (job opening) must exist, the product (your skills, experience, education, personality, etc.) must fit the need (job requirements) well, the price (salary) must be right. A good salesperson will tell you that this type of sale is a "numbers game." In the best of circumstances, it will take ten or twenty or more rejections to complete a sale. Managing your emotional response to rejection will help you to "work the numbers" until the right opportunities surface.

• Evaluating Options - Carefully considering the fit between the requirements and work culture of your job options against your personal strengths and weaknesses

• Negotiating an Offer - Managing your personality to successfully and gracefully negotiate a final offer agreement.

At the end of a successful job search, you will reach a point where you must decide between several job opportunities. In making this decision, you will want to consider many issues including salary, responsibilities, potential for growth or advancement, geographic location, and the like. In addition to these type of issues, we also recommend you consider the fit between your personal characteristics and the specific work culture of each job opportunity. Use the Job Choice Worksheet (printed separately)to consider how the various aspects of your personality could be strengths (assets) or weaknesses (liabilities) in each job. Such a comparison may help you to perceive where you have the strongest "fit" -- the best possibility for personal satisfaction and job success. For each job offer, try to answer the following questions:

• What do I know about this job?

• How is success defined?

• What strengths would I bring to the position?

• What potential weaknesses would I bring?

• How can I compensate for the weaknesses?

• What is my probability of success in this job?

• How much do I want this Job?

CONGRATULATIONS!!! By reading, reviewing and working through your Career Manager Report, you should be well on your way to a better understanding of your strengths and potential weaknesses. You also should understand how these might influence the success of your job search, as well as your satisfaction and effectiveness in your next job. Further, this self-awareness will give you a competitive edge in marketing yourself and should help you in finding a job suited to your unique characteristics.

Remember, though, that the job search process typically takes some time and requires constant effort. To make the most of the work you have done thus far:

• Set definite daily, weekly and monthly goals.

• Periodically reassess yourself and your goals to ensure that you are on the right path and working within your time frame.

• Remember that changing jobs or careers is not easy. Talk to friends and relatives about your feelings and try to remain optimistic in your search.

Once you have successfully transitioned into your next job, get off to the right start by reviewing your results again. In this way you can identify the areas of strength you bring to your new position as well as recognize areas for improvement. Set goals for your on-going self development and work towards continued growth and improvement.

If you haven't already, you may want to request an ASSESS Developmental Report. The ASSESS Developmental Report will provide you with suggestions for your personal development and growth as well as a detailed guide for constructing a development plan.