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What kind of Career Profile do you have?

Takes only 10 minutes

In the grand scheme of things, 10 minutes is nothing compared to the hours you will spend following dead-end career paths. So put the kettle on and have a go, the results may surprise you.

Please answer all questions

To get a complete profile, you need to answer all questions. Without this, you'll only get a partial picture of your capabilities, skills and personality.

Be honest with yourself

If you really want an accurate result you've got to be honest with yourself, so answer the questions as you really are, not how you hope to be or how others see you.

What kind of Career Profile do you have?

Takes only 10 minutes

In the grand scheme of things, 10 minutes is nothing compared to the hours you will spend following dead-end career paths. So put the kettle on and have a go, the results may surprise you.

Please answer all questions

To get a complete profile, you need to answer all questions. Without this, you'll only get a partial picture of your capabilities, skills and personality.

Be honest with yourself

If you really want an accurate result you've got to be honest with yourself, so answer the questions as you really are, not how you hope to be or how others see you.

Why we use a Personality Profiling Tool

The model gives an insight into personality types and how they work within organisational structures, rather than how they function in the world at large. We know that individual personalities can affect company dynamics and team performance. So we look at people's preferred styles of working, their interaction patterns and examine their likelihood of success in a chosen career. The Firestarter Career Profiler© uses combinations of tests and theories to assess an individual’s personality type and role suitability within an organisation. There are 8 roles, key positions we think make up a balanced business model and a perfectly functioning team. The Career Profiler provides an insight into:

  • What motivates an individual
  • Key strengths and development needs
  • Why people behave the way they do at work
  • The best environment to achieve maximum output and best results.

Most popular personality theories are underpinned by the work of Carl Jung, Myers Briggs, Eysenck, Benziger and Cattell giving way to popular models such as the typical DISC dimensions of extroversion-introversion and proactive-passive, which imply the obvious Extraverted or Introverted Jungian equivalents, and Judging (proactive) or Perceiving (reactive) Jungian equivalents. As we've seen, none of this is a perfect science, and the correlations are formed by logical assumptions rather than clear admissions on the part of the individual. All are open to interpretation data validity, but nonetheless provide a helpful tool in team selection.

 

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