Myers-Briggs Type Test
Employability skills involve a range of professional skills that is needed to achieve professional development and acquire employment in an organization. These skills are also known as soft skills and can be transmitted from an employee to another. Development of employability skill is therefore an important aspect for any student and needs to be adequately focused upon (Jackson 2015). The aim of study is to reflect upon the development of my employability skills. In this essay I have discussed the result of the Myer-Briggs Type test which helped to understand my personality type and thus develop a strategy through which I can further enhance my professional skills (Hamid et al. 2014).
Recruitment processes used
During my graduate studies I was able to learn about the process of recruitment in my organization, which helped me understand the process by which employees with the matching set of skills and abilities are selected from a pool of candidates for a given job role. In this process, the requirement of the job role is first outlined which helps to determine the type of skills that are necessary to conduct a given job role (Humburg and Van der Velden 2015). The job requirements also help the recruiters to identify strategies that can be used to test the skills of the employees and their interview strategies. Applications of the interview candidates are reviewed on the basis of the job requirement where the recruiter selects the matching job profile to suit the job role. Once that is done, the candidates are called for an interview which can be either in person or over the phone. The candidates then undergo personality tests and cognitive tests through which the assessor can understand the cognitive capacity and personality of the candidates and understand if they are in line with the job requirements. Myer Briggs Test is used to test the personality of the candidates and understand their competencies to work in the organization. Based on these outcomes, the candi8dates are then selected for the job position (Shailashree and Shenoy 2016).
The Myers Briggs Test showed my personality trait as ISFJ, which implies four significant attributes such as introversion, sensitivity, feeling and judging (Ismail et al. 2017). These four traits have been discussed next:
Introversion (6%): This score shows that I have a slight preference to introversion compared to extraversion. This is a fairly accurate measurement since I prefer to observe and analyze and do not prefer to interact too much with people, unless the situation dictates it.
Sensing (6%): This score shows that I have a slight preference towards sensing over intuition. This is also a very accurate measurement since I tend to understand different situations through sensing it, rather than depending on my intuition, and it helps me to get a better insight of a situation and avoid any biases.
Feelings (31%): This score shows that I significantly depend on how I feel about particular scenarios or situations instead of thinking about it. This is fairly accurate since I depend my feelings regarding situations to make decisions about it, instead of thinking about it thoroughly.
Developing Soft Skills
Judging (12%): This score showed that I prefer judging situations over perceiving them, which is also an accurate diagnosis, since I base my judgment on how I feel about situations. However I also use my perceptive skills from time to time to understand a situation.
(Ismail et al. 2017; Indradevi 2015)
During my discourse through the post graduate studies, I was able to develop my ‘soft skills’ such as communication and problem solving which helped me to effectively communicate my thoughts and ideas with my classmates and assessors and also undertake group activities on problem solving case studies. These aspects gave me the opportunity to understand strategies of problem solving and how to effectively use communication (both verbal and non verbal) to engage people in a better manner. Through the discourse, I also learnt about the different personality traits and how that can be developed to increase employability, and this helped me to develop my own employability skills (Jackson 2014).
Similarly, international experiences of working in various professional setups helped me to work in a team of professionals, which helped me to develop my team working skills and also utilize my communication and problem solving abilities. The working experience provided me a platform to use my knowledge on a practical scenario which further helped to develop my knowledge and professional skills (Collet et al. 2015).
These skills which I was able to develop through my academic discourse as well as professional exposure in international work were pivotal to increase my employability in any organization, and I believe that it can help me to achieve a good employment and thus help me achieve professional growth.
Ethics is a significant consideration of any management of an organization which helps the management to maintain an ethical code of practice and ethical work operations of an organization. By following the ethical principles and policies, and organization can ensure a sense of responsibility towards the employees, commitment to the internal and external stakeholders, ensure customer satisfaction and helps to improve the image and reputation of the organization. Similarly, unethical workplace can lead to a tarnishing of the organization’s image (McLeod et al. 2016).
One example of unethical work practice in Australia can be seen in the case of ANZ (The Australia and New Zealand Banking Group Limited), who has been accused by Oxfam Australia report (on 2014) of being involved in unethical practices overseas, such as illegal logging, inadequate compensations for employees, forced evictions and even child labor. This shows that the organization is not practicing ethical policies in its offshore locations and failing to comply by the corporate social responsibility policies. As a result of these acquisitions, the image of the company have taken a significant hit, with their share prices drastically reduced between 2014 and 2015, thus showing the significance of ethical work practice (skynews.com.au 2018; oxfam.org.au 2018).
Conclusion:
Employment skills are a necessary strategy that can help individuals to acquire good employment in an organization. By developing employment skills, and individual; can ensure professional growth and development. Better employment skills can be achieved through developing an understanding of the process of recruitment and how employees are selected for specific job opportunities. I believe that I was able to increase my employment skills through my academic discourse and professional experience. Moreover my MBTI type also shows that my professional skills were at par with the organizational requirements needed to take care of my job role. Additionally, my knowledge of workplace ethics also adds to my list of competencies, which can help me to ensure an ethical practice in my job.
References:
Collet, C., Hine, D. and du Plessis, K., 2015. Employability skills: perspectives from a knowledge-intensive industry. Education+ Training, 57(5), pp.532-559.
Hamid, M.S.A., Islam, R. and Manaf, N.H.A., 2014. Employability skills development approaches: an application of the analytic network process. Asian Academy of Management Journal, 19(1), p.93.
Humburg, M. and Van der Velden, R., 2015. Skills and the graduate recruitment process: Evidence from two discrete choice experiments. Economics of Education Review, 49, pp.24-41.
Indradevi, R., 2015. A relationship between emotional intelligence and Myer Briggs Big Five personality model. International Journal of Economic Policy in Emerging Economies, 8(4), pp.361-374.
Ismail, S., Basharirad, B. and Ismail, S., 2017, November. Significant of MBTI personality model on decision making in university program selection. In Information Technology, Information Systems and Electrical Engineering (ICITISEE), 2017 2nd International conferences on (pp. 62-67). IEEE.
Jackson, D., 2014. Testing a model of undergraduate competence in employability skills and its implications for stakeholders. Journal of Education and Work, 27(2), pp.220-242.
Jackson, D., 2015. Employability skill development in work-integrated learning: Barriers and best practice. Studies in Higher Education, 40(2), pp.350-367.
McLeod, M.S., Payne, G.T. and Evert, R.E., 2016. Organizational ethics research: A systematic review of methods and analytical techniques. Journal of Business Ethics, 134(3), pp.429-443.
oxfam.org.au. (2018). Australian Banks and Land Grabs | Oxfam Australia. Retrieved from https://www.oxfam.org.au/what-we-do/food-and-climate/australian-banks-and-land-grabs/
Shailashree, V.T. and Shenoy, S., 2016. Study to Identify the Relationship between Recruitment, Selection Towards Employee Engagement.
skynews.com.au. (2018). ANZ admits unethical conduct in agricultural lending | Sky News Australia. Retrieved from https://www.skynews.com.au/details/_5801841680001
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