Section 1 - Instruction

Previously you learned how personality styles can mask true development stages in recruiting. Now let's practice distinguishing between personality-driven behaviors and genuine development indicators in your recruiters.

The key is focusing on recruiting performance evidence rather than communication style when assessing competence and commitment.

Engagement Message

Ready to become a personality-neutral assessment expert for your recruiting team?

Section 2 - Practice

Type

Multiple Choice

Practice Question

Sarah rarely speaks up in team meetings and always asks "Should I reach out?" before contacting candidates. However, her placement rates are consistently high and she regularly exceeds her hiring targets ahead of schedule.

What's the most accurate assessment of Sarah?

A. Disillusioned Learner - her hesitation shows low commitment B. Enthusiastic Beginner - she needs direction and support
C. Capable & Cautious - high competence, but personality affects expression D. Self-Reliant Achiever - her results speak for themselves

Suggested Answers

  • A
  • B
  • C - Correct
  • D
Section 3 - Practice

Type

Sort Into Boxes

Practice Question

Sort these observations about recruiters into whether they indicate true development stage or are likely personality-driven behaviors.

Labels

  • First Box Label: Development Stage
  • Second Box Label: Personality Style

First Box Items

  • Meets hiring quotas
  • High offer acceptance
  • Fast candidate sourcing

Second Box Items

  • Speaks quietly
  • Asks many questions
  • Avoids presentations
Section 4 - Practice
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