Most of the jobs now days have an automated interview questions, sets of different categories to answer so the HR can analyze tour personality, measures the positive and negative qualities, check your attitude your attended record and your focus. your leadership style and management, your problem solving methods and energy, your dedication and goal, your motive, vision and loyalty to the company.

Your passion and skills, your experience and time management, your high risk quality control and dealing with others under pressure . and so on. The you might answer the questions they way you think they like you to answer and lie.

But some key questions are hiding in the survey and they can find out your contradictions. So read and do your research about the main topics and scenarios and prepare your questions too if they ask you at the end if you have anything to add.

At the end they give you a list of you psychometry analyses and it look like this depending on your answer;

·        Expectations for yourself and others are high

·        Taking on more work energizes you

·        You take pride in accomplishments

How to strengthen this talent

·        Always strive for improved results for yourself and others by raising the bar high and taking the steps to accomplish the result

·        Measure your performance based on not just your own accomplishments, but also the quality of the outcomes you have helped others achieve

·        Set ambitious goals for yourself in the next 30, 60 and 90 days – strive to achieve something that may seem nearly impossible to most people

Talent Category

DRIVES & VALUES

Describes a person’s motivation to develop their potential and set high expectations for themselves. This group also reflects the personal principles by which they live and work.

·        Communicating across the organization comes easily to you

·        Initiating action to make improvements is just what you do

·        You take the lead in many different situations

·        Ensure your non-verbal actions support what you are attempting to convey to patients and coworkers

·        Use words such as progress, value, contribute, hope and freedom, and offer rewards and/or praise for people who give a strong effort – you can do this, if you do that

·        When moving patients and coworkers to action, ensure information is complete, accurate, relevant and expressed in an easy-to-understand way

INFLUENCE

Defines the manner in which a person gets others to do something, buy something or work toward a common goal.

·        Commitment is your “middle name”

·        Supervisors and leaders value your reliability

·        You are always ready to shoulder extra work

·        Align yourself with high-performing, high-demand teams and see if you can push yourself to be the best; the hardest worker or the one who delivers the best outcomes

·        Ask to take on added responsibility in areas in which you enjoy the work and can do it with excellence

·        Volunteer for extra shifts whenever you can because you want to, not because you have to

WORK STYLE

Addresses how a person carries out their job responsibilities. Factors considered include their energy level, ability to set priorities and capacity to plan what needs to be achieved in order to meet expectations.

·        Teaching what you know helps others improve

·        You make a difference every day by serving team members

·        You value camaraderie and strong relationships

·        During feedback sessions or discussions with coworkers, give examples of how you were able to proactively anticipate the needs of patients and how it improved patient satisfaction

·        Supported by professional boundary standards, teach appropriate high-touch practices (hand, shoulder) that help calm anxious patients

·        When witnessing conflict, show how finding a common bond will stimulate dialogue that can lead to strong resolutions

PEOPLE ACUMEN

Reveals the extent, depth and impact of a person’s interactions in both positive and negative settings.

·        Ethical behavior is your norm

·        You accept responsibility

·        You take ownership for the caliber of your work

·        Discuss integrity-based decisions during rounding, such as how to improve the value for patients relative to their desired health outcomes

·        Review patient care standards with your colleagues daily, focusing on patient outcomes achieved

·        Secure a mentor who can help you identify best practices for providing high-value care

DRIVES & VALUES

Describes a person’s motivation to develop their potential and set high expectations for themselves. This group also reflects the personal principles by which they live and work.

People Acumen

Reveals the extent, depth and impact of a person’s interactions in both positive and negative settings.

Drives & Values

Describes a person’s motivation to develop their potential and set high expectations for themselves. This group also reflects the personal principles by which they live and work.

Work Style

Addresses how a person carries out their job responsibilities. Factors considered include their energy level, ability to set priorities and capacity to plan what needs to be achieved in order to meet expectations.

Thought Process

Describes how an individual learns through new experiences and applies the knowledge gained in different situations. This group also explains a person’s talent

So be prepared , read about the company mission, vision and values, ask others about what they think of the company, what is the positive and negative points and complains, check the customers complains and in google. Dont let the money and high salary be your only motive to join them.

Check the overall benefits, the work load, the bonus and overtime for extra the extra work you will do. Check the city if there are doctors and orthodontist who can take you as many cities have shortage of those expert. Check the housing market and value and the land tax before you move , you will be surprise and the list goes on and on about the weather, distance to work and school children and family s services.

The might also ask you about problem solving for developing innovative ideas and creative solutions to problems.

Steve Ramsey, PhD.