CangradeReviews of cangrade.com

Very interesting and informative. I new from past positions that I enjoyed a leadership role but I really thought with my last position I had become less career oriented and became more routine in my work.

This is pretty spot on! Very good evaluaton and feedback!

What made my experience great is getting to know self better. Wayfare, is a great company to work for, just by the test, I just took. They're looking for quality individuals, and not quantity. Thanks, D'Shawna Harris

This assessment taught me a lot about myself. In things that I thought I was strong and manageable in, I was not and things that I did not think I was manageable, I was. Thank you for the opportunity and the lesson, very eye-opening.

This was a very insightful test on my skills in a work environment.

There were a couple of questions that I felt like I wanted to give a deeper answer, to try to explain myself better. Other than that, I enjoyed taking the test and gaining a strength report.

I was impressed with the fact that the company went to great lengths to see who I really am with the questionnaire.

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.