CangradeReviews of cangrade.com

Cangrade does influence. I want to say that I have opened, launched and developed MY own retail stores with a successful 20 year run before selling it. I patented my store names, created the corporate structure and handled all financials. I was the buyer, and marketing director, working with top designers. My store design was copied by large franchises. I took it as a compliment. My company was built on customer service, customer care and knowing the way the consumer thinks…..bottom line is that customers are first. I did it all. I am retired now and I was simply looking for a company that was seeking a part time sales associate with a wealth of background in retail and understanding entrepreneurial spirit. I am a critical thinker, I understand emotional intelligence. I know that we must know what people need! You made a mistake turning me down. Yvette Mancini

The results obtained from this nonsensical personality test do not validate a good or bad personality. The assessment evaluates the personality traits required for the job role... This puts EXTREME limiting factors on highly qualified candidates. It's exclusionary & borderline offensive. In response to Cangrade; There are several compelling reasons why personality profiles should not be used as the sole determinant for hiring decisions. Here are some key points to consider: Complete and Total Inaccuracy: Candidates will select those answers that they believe the employer wants to hear, not what they actually do/know/believe. Lack of Validity: The validity of personality profiles as predictors of job performance has been widely debated. Research has shown that there is limited evidence to support the use of personality tests as accurate predictors of job success. Personality is a complex and multi-dimensional trait that cannot be fully captured by a single assessment. Additionally, factors such as situational context and job-specific skills are often more relevant to job performance than personality traits alone. Potential for Bias and Discrimination: Personality profiles can introduce unconscious bias and discrimination into the hiring process. Some tests have been found to exhibit bias against certain groups, such as minorities, women, and individuals with disabilities. These biases can lead to discriminatory hiring practices, which are not only unethical but also illegal in many jurisdictions. Using personality profiles in job applications may perpetuate unfair hiring practices and limit diversity and inclusion in the workplace. Invasion of Privacy: Personality tests often require candidates to disclose personal information, including sensitive details about their personality, emotions, and behavior. This can raise concerns about the invasion of privacy and the potential for misuse of personal data. Candidates may feel uncomfortable sharing such personal information, and employers may not have a legitimate need for it in the hiring process. Ethical Concerns: Using personality profiles in job applications raises ethical concerns. Candidates may feel pressured to conform to certain personality traits to fit the perceived expectations of the employer, leading to inauthentic responses. Additionally, using personality tests may violate principles of fairness, transparency, and equality in the hiring process. Legal Risks: Relying solely on personality profiles for hiring decisions can pose legal risks for employers. If personality tests are not properly validated or are found to have an adverse impact on certain groups, employers may face legal challenges and be exposed to potential lawsuits for discriminatory hiring practices. Alternative Methods: There are other more reliable and valid methods for evaluating job applicants, such as structured interviews, work samples, and cognitive ability tests. These methods provide a more comprehensive and fair assessment of an individual's qualifications, skills, and job fit, without the potential biases and ethical concerns associated with personality profiles. In conclusion, personality profiles should not be used as the sole determinant for job applications due to their limited validity, the potential for bias and discrimination, invasion of privacy, ethical concerns, legal risks, and the availability of alternative methods. It is essential for employers to adopt fair, transparent, and evidence-based hiring practices that promote diversity, inclusion, and equal opportunities for all candidates. I have absolutely no interest in your own biased pseudo-science that is clearly nothing more than a sales tactic to get companies to use your nonsensical personality profiles in their onboarding. Peer-reviewed studies prove that this is all questionable, inaccurate, and untrustworthy, at best.

While I will agree that I am organized and have excellent time management. The advice section painted me to be a person that does not listen to others, that I have a problem with change, and that I don't handle situations well. None of which is true. A machine can't show the actual person. As the saying goes, you can't judge a book by its cover.

I think it depends on the situation with alot of these questions so i dont think theres a way to be sure on slot of the answers I no I found myself unsure how to answer alot of them they should be more specific when asking most of these question

I have 4 years working experience as staff supervisor and 3 years working experience as farm manager

I am disabled and need a job I can do from home. The questionaire was so vague and misleading.I was denied a job because they said I was too much of a people person. Hello, what?? No, I am not a huge people person, but in a business setting I get along with whomever I need to. How is that a bad thing? I actually thrive when I am on my own and that's where a remote job would've been perfect for me. The judgement of me was so off and the assessment was wrong. They need to vet people in a different way.

I was told I did well on the assessment and I know I am beyond qualified, but I received a notice that i was picked over for someone else? I was given no feedback, it is very frustrating that I don’t know how to improve or what I can do different or better in the future. Then I’m asked to give a survey which is like salt in the wound.