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What Your Scores Mean

These scores are calculated as a percentage of the possible points you could have scored for each attribute. This can help you understand how strong your leanings are towards a specific trait. As you might guess, a higher score means you identify with an attribute more. This isn't a right-or-wrong type of score- just an extra indicator of your preferences!

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What is the Domain Breakdown?

This is a snapshot of what form of compensation matters most to you and the balance between them. The report is intentionally broad and should be used only as a guide as assess your fit with an opportunity. The three domains (Approach, Environment, and Outcomes) are presented as a diagram proportionally divided to correlate with your responses. We find it helps to see the forest before we focus on the trees.

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Your Results

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Your results have been compiled below! With the Comprehensive Career Guide, you will see your High-low Report, which includes breakdowns of your top 3 and bottom 3 key indicators, as well as your Mid Report, which shows which attributes fall in the center of your workplace preferences.

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Domain Breakdown

What's this?

The strength of our Domain scores indicates what domain and category of attribution we value most. While not as specific as the individual results that follow, these results help us better understand our priorities and enable more productive conversations with our employers. Consider focusing negotiations and team-building discussions around the Domains that are strongest, even if you need to give a little on the side of the circle that is smallest. (For more tips on developing Domain-based strategies, contact a Career Placement Specialist.)

Satisfaction in our careers depends on how we do a job, not just the nature of the work performed. Two people can fill a role equally effectively but approach their work entirely differently. Their success and happiness depend largely on their ability to work in the most effective way for them.
The average person will spend over 90,000 hours of their life at work. More waking hours will be spent at work than engaged in any other single task. It is important that you work in an environment where you are empowered to be your best self.
Employment at its root is a contract between employers and employees. Our employers receive the time and results of our efforts, and we are compensated. Compensation is why we work. There are several varieties of compensation. Assessing the merits of each of these outcomes leads to more strategic career choices.

High Report

The following results represent the Attributes that contribute most to your fit with employment opportunities. With the insights shared below, you should be able to develop a strategy that will effectively support career selection, contract negotiation, employee evaluation, and self-discovery.

#1

Predictability Highest Attribute

Strategic Insights

Valuing predictability means that you are likely a planner. You get more done when you know what is expected and probably often exceed those expectations. You are likely frustrated by a lack of structure or when there isn't clear guidance. Recognizing these qualities about yourself will help you make better career decisions.

Knowing in advance how you will be evaluated is crucial to your success at work. Unfortunately, most employers are rarely clear on what they need from their employees. This lack of clarity can lead otherwise talented employees to underperform. As someone who wants to go above and beyond, you may need to help your employer set expectations. Because you value predictability, you will likely see tasks that need to be done before others do. This ability to anticipate needs will make you very valuable to your company as an employee and a leader.

Regardless of the work you are doing, clear communication is the key to predictability and you recognize and value that. Some jobs lend themselves to this type of clarity more than others, which you can usually tell from the outset. Just ask yourself, “How easy would it be to know if I have done the job well, even if I never get any feedback?” If the answer is, “very easy,” that’s built-in clarity, which you value, and which allows you to plan for success instead of wading through chaos.

Predictability can also be a management decision, and you can help with this. If your manager has not given you a clear sense of what successful outcomes will look like and how to achieve them, you can and should ask clarifying questions. Just make sure you do it in a way that doesn’t come across as annoyed or accusatory. Say something like, “I have a few questions to help me make sure I give you exactly what you're looking for.”

A great way to ensure predictability is to take a job in the public sector. More than 15% of the entire workforce is working for the government in one way or another. Virtually every job in the private sector is also available in the public sector. Public sector jobs are known for their predictability. The workday ends at the same time each day, overtime is rarely allowed let alone demanded, there are great benefits, and you will know your schedule in advance. Many lawyers from even the best law schools take jobs in the government because the reliability of work hours, vacation days, and promotions makes having an excellent work/life balance and retirement plans essentially built in.

Interview Questions

  • Can you tell me what a typical day working here might look like?
  • How will I know if I am doing a good job?
  • I want to be a great employee. Can you tell me what makes an employee great in your organization?

Job Search Tips

  • Seek out job listings in your industry that are detailed, specifically those that describe job tasks, not just required qualifications.
  • Look online for employee feedback, particularly of the company's management team. Often, you can glean from past employees' comments if the leadership is good at providing structure.
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#2

Leadership

Strategic Insights

Valuing leadership does not mean that you need to be the boss (though it may indicate that you are well suited to taking a leadership role). Valuing leadership suggests that who is in charge matters to you, and there’s a good reason for that. Believing in the company's leadership and its vision will help you succeed and increase your satisfaction at work.

It is also useful to be aware that your manager and your company leadership are two distinct things. Surprisingly, evidence suggests that company leadership is generally more responsible for people quitting than their direct managers are. Even in situations with great managers but poor company leadership, only 38% of employees intend to stay with the company. However, in situations with poor managers but great company leaders, 60% intend to stay! In situations with great management AND leaders, a full 89% intend to stay. So, leadership matters a lot and people can, and do, overlook flaws in middle management when company leadership is great.

Studies show that in “good” companies managers make a big difference in whether or not people leave their jobs, but in “bad” companies, good or bad managers make little difference in a person’s decision to leave (they just leave). In the end, you don’t have a lot of say in who the company leaders are, but your manager will change fairly frequently. Ask current employees about their feelings about company leadership (not in front of other people). If they are effusive and practically glowing with positive feelings, this is probably a great place to work.

Also, keep an eye out for opportunities to take a management role. As someone who values good leadership, you likely have the instincts that would make you a good leader. Often when people who value leadership work in an environment where the management team is not effective or inspiring, they are able to fill the need for leadership and create value for the company and opportunities for themselves.

Interview Questions

  • Can you tell me about the CEO, VP, or Director)?
  • What do you find most inspiring about working here?
  • What opportunities are there for advancement?

Job Search Tips

  • Research the company founders and current leadership team. See if you can identify any similarities or red flags.
  • Apply for positions that have supervisory responsibilities. This will help you develop a leadership style or utilize your natural ability to lead.
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#3

Location

Strategic Insights

With location high in your report, it is important that you consider not only who your employer is but also where you are working. The physical environment we work in can have a tremendous impact on our creativity, productivity, and even our mental health. Some people work best in big cities, other small towns. Maybe living near family, or having some physical distance, is critical to your professional success. A commute to work may help you focus, or it may be a burden. And all of this can change over time. As you evaluate opportunities, consider how the geographic and physical environment of your workplace affects your chances for success.

Another key, but often overlooked, aspect of our work lives is the aesthetic of our work environment. For individuals with location high in their results, how their workspace is decorated, the temperature of the office, or even the "vibe" might have a profound impact on their ability to thrive at work. Having some leeway to decorate your own space can also be a big boon.

Covid-19 is changing the calculus of work and location. A 2021 Harvard study found that of those working remotely, only 12% wanted to go back to working in the office every day as they did before. The rest (88%) want to either stay fully remote or end up in a hybrid situation where they work remotely a few days a week and in the office a few days a week.

Even before Covid-19, there was research showing that “homeworking” is associated with increases in employee well-being and more balanced work-home relationships. Another major study in the fall of 2020 found that 94% of employees reported that remote work was as good as or better than working in the office. While companies are currently grappling with what to do, this will have a profound impact in some sectors. The reason for this is simple. The companies that will allow remote work will increasingly get the best talent, while the ones demanding a return to the status quo will only be able to hire employees who live nearby and WANT to commute every day.

Scoring high on location does not mean that you have a strong preference for either remote or in-office work. You might enjoy either one and, because of the last few years, you are likely to have more options than you did pre-Covid. So now it’s not just whether you like your work location, it may be whether you like a work location at all. If you’re staying home, think about arranging your workspace to allow some bumpers between work and other aspects of your life. Spend some thoughtful time and effort on building a physical location that helps you achieve your work and personal goals.

For many in the youngest generation of workers, those in their teens and early 20s, there may be benefits to working in person instead of remotely, at least initially. A recent Microsoft study found that many (but not all) Gen Z employees are not as well served by remote work as those in the older generations. Networking, mentorship, and training are easier in person. Often, workers at this age don’t have enough money yet to build a good work-from-home location, and because of their age, many are still single. Remote work, therefore, can rob them of built-in social connections and be incredibly isolating. Everyone’s situation is different, but location is worth more thought than many give it.

Some may love the fast pace of a hectic and creative open office. Some may love the peace of their own office, with a door between them and the world. Others might rather live in a cabin with their family and get their work done over satellite internet. Even post-Covid, all in-person work offices aren’t going to die, you will just have more choices. You will increasingly have more opportunities to craft not just the career you want, but the location and nature of the life you want to lead. Taking a proactive approach to your location can be central to that.

Interview Questions

  • Would it be possible to get a tour of the office?
  • Where do most of the team live?
  • What is the commute like (train, walking, biking)?

Job Search Tips

  • Visit the actual location you will be working from. You need to see how you like the space.
  • Spend some time thinking about the places you have felt the most inspired and productive. Then try to find employment opportunities that match these places in pace, aesthetics, and geography.
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Low Report

These Attributes are the least relevant to your finding a professional fit. While not as important for you to recognize as the positively correlated Attributes, we have found that, because no job is perfect, it is helpful to know what you might be able to give in exchange for what you need from an employer.

#13

Clarity

Strategic Insights

Having clarity in your bottom three means that you are ok with relatively high levels of uncertainty. High tolerance for uncertainty, and even a little chaos, can allow you to thrive where others falter. Still, beware of managers that have unnecessarily vague expectations.

High tolerance for uncertainty is inherently entrepreneurial and makes you well suited for being on the cutting edge of new initiatives. You are a good fit for spearheading the creation of new projects within companies or even creating new companies. Consider looking for jobs in startups. There are job boards exclusively for positions in startups. These jobs often come with high levels of uncertainty, creativity, team comradery, and even a little company ownership, which can sometimes pay off in big ways. You never know, and that’s kind of the point. People who score very high on clarity have a hard time in creative fields, and often burn out. Because you don’t (right now) you can potentially thrive in fields such as the arts and entertainment where outcomes tend to be subjective and success is very hard to define upfront but easier to recognize after the fact.

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#14

Purpose

Strategic Insights

Having purpose at the bottom of your list doesn't mean that your life is without meaning, nor does it mean that you aren't passionate. It means that you don’t cound on your job to satisfy your passions or give your life purpose. Very often it means that you use the resources provided by your job to facilitate the things that do bring you purpose. Despite all the “follow your passion” rhetoric you were taught about your future career growing up, you are using your work to allow you to find purpose elsewhere and facilitate your other passions. This is very healthy, and more likely to lead to a happy and fulfilled life than trying to find your purpose from your job.

As you search for opportunities, consider that people often make compromises to work somewhere purposeful. The good news is that you don't need to do this. You can look for a job that maximizes your other career goals, even if it means you aren't working for an organization with a mission about which you have deeply held feelings. Flexibility and free time are great tradeoffs to bargain for, and studies show they can help you find more meaning in your life than others who seek purpose primarily from their work.

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#15

Status Lowest Attribute

Strategic Insights

Having status-seeking relatively low in your motivations means that you can more easily find value and meaning in your work without being constantly recognized by others, (though it virtually always feels good to be admired). It can also mean that even in less meaningful/enjoyable job you are getting enough respect and esteem in your life outside of work that you don’t need as much affirmation from your job and co-workers.

Not needing as much external validation opens up good opportunities that others might not enjoy and has the side benefit of helping to keep you away from some of the potential pitfalls and temptations of self-aggrandizement. On the flip side, you might not do a good enough job of self-promotion and might even downplay your accomplishments. You might want to look a little deeper and see if the work you have done is better than you are giving it credit for. Because you don’t get as much satisfaction as others from external affirmation, it might not occur to you how important it is to recognize your own achievements.

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Mid Report

These key-indicators, while not as relevant to your personal strategy, should be studied and understood because over the course of your career it is likely that one or more of these results will increase in importance to you. There also might be an insight or question that will be of value to you.

#4

Autonomy

Autonomy is an APPROACH

Satisfaction in our careers depends on how we do a job, not just the nature of the work performed.

Two people can fill a role effectively but approach their work very differently. Their success and happiness depend largely on their ability to work in the most effective way for them.

Strategic Insights

With autonomy high in your results, you value being trusted and appreciate having room to figure out your own way of doing things. The intrinsically motivated respond most positively to autonomy, and when given that autonomy they become more motivated.

Autonomy is the level of discretion you have over your work and how you do it and is deeply intertwined with ownership and trust. The higher the skill level needed for a job, the more autonomy you have. Being an expert at something has many perks, and one of them is higher levels of autonomy. Studies show that workers who have higher levels of autonomy in their job tend to have better job performance, satisfaction, organizational commitment, lower work-related stress, less fatigue, and more intrinsic motivation.

You can approach attaining high levels of autonomy from three different angles. Autonomy is largely decided by what position you’re in within the company, what type of work you do, and who your manager is. Some positions lend themselves to more autonomy, but a micromanaging manager can interfere with your independence.

One secret to finding jobs with high autonomy is to become a manager. Managers, however, are not always known for being particularly good at what they do, which is no wonder, because most of them have never had formal training in management (it’s been proven)! Professional management training is a great way to get a high-autonomy job in virtually any field you’re interested in. Consider an MBA or MPA, for example. People who complete these kinds of programs have very high starting salaries, learn skills that can be applied almost anywhere, and usually find jobs with very high levels of autonomy.

You will have success if you look for jobs where your performance is outcome-based and your work processes don’t rely on high levels of coordination. It’s also worth noting that autonomy doesn’t necessarily mean working alone (though it can). High functioning and close-knit teams can still have high levels of individual, and team, autonomy. You’re looking for a role where your tasks are relatively self-contained, and levels of trust are high.

Interview Questions

  • How is success measured in this role?
  • Who else do people in this role need to work with to be successful?
  • Who else in the company can do this role? (Often roles that cannot be done by others have higher levels of autonomy—whether that’s being the company data-wizard, tax accountant, or courier. If nobody else can/will do it, it’s harder to micromanage you.)

Job Search Tips

  • One of your greatest assets here is current employees; they are often far more willing to share how things actually happen than those in charge of the hiring. You can ask the hiring manager if you can talk to a current employee, or, if you’re a little braver, just reach out to them yourself. Tell them you're considering taking a job at their company and that you’d like to ask them a few questions about working there.
  • Jobs with high levels of autonomy often come with higher levels of reward (intrinsic or extrinsic), some can also come with higher levels of risk (for instance, pure commission sales). You now know that you care about autonomy, so think about applying that to your job search. Do an honest self-evaluation to determine how much you want social interaction with co-workers, and/or some level of oversight to keep you on task. That can help you narrow down the types of high-autonomy jobs you’re looking for.
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#5

Training

Strategic Insights

Earlier in our careers, as well as when we are changing industries or job functions, training can be one of the most valuable forms of compensation. Training is an investment. It can be valuable both monetarily and for our long-term progress. Professional training is, on some level, why we go to university and accept apprenticeships or internships. With training high in your results, you might be at a time in your career where gaining access to expertise could be of value to you. Consider a position where you will get quality mentorship and learn the "insiders' tricks" even if this training comes at the cost of a larger starting salary, an impressive title, or other desirable outcomes.

While many focus on the external benefits of their job, you can focus more on the internal. Rather than simply giving you things of value, you want a job that will make you more valuable. This pays great dividends in the future. Studies show that we are constantly seeing ourselves on a path towards our “ideal self.” Though we may not talk about it a lot, we do care about it, and a job that you feel is helping you to move in that direction is a job where you are happier and less likely to leave.

The extrinsic motivations for training are easy to explain. More skills generally equate to greater monetary reward for using those skills. Don’t overlook the internal benefits, however. When you feel you are improving in something, you feel better about yourself, and for good reason! You’re succeeding on your path toward a more ideal self! In a sense, when a job is helping you to develop, there is more to who you are today than there was yesterday. Training may be formal, through workshops, tuition reimbursement, or certifications, or informal, through challenging but (mostly) achievable goals that require you to learn new things to succeed.

Recognize that not all training or mentors are equally valuable to you. You've likely heard that "the advice is only as good as the person giving it." Be selective about who you trust to train you. The mentor-mentee relationship is one of the most powerful in business. Choosing the right mentor can accelerate your career rapidly. Just as selecting the wrong trainer can set you back.

Interview Questions

  • Can you tell me about any training programs you have for new hires?
  • Are senior members of the company available to advise newer employees?
  • If I have a question or want feedback on my performance, to whom should I direct my questions?

Job Search Tips

  • Seek out positions with formal mentorship or onboarding programs for new hires.
  • Identify the attributes of your ideal mentor and then seek out opportunities to work with individuals who possess these qualities.
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#6

Remuneration

Strategic Insights

How much money you make impacts practically every aspect of your life. It determines what you can buy, where you live, and when you can retire. With remuneration high on your list, you are aware of the power of money. Your lifestyle, and, to a degree, your self-worth are tied to how much you make. Accordingly, your job needs to be aligned with your life and financial goals. It may feel similarly important to you that your pay accurately reflects your contribution to your employer. If what you are paid and how you value yourself are out of balance, you will likely be dissatisfied at work. You might even come to resent your employer.

Pay transparency can be crucial for those who value remuneration highly. A common source of conflict between individuals with high remuneration in their results and their employers is the differences in pay between employees, particularly if the employee's contribution is viewed as inconsistent with their compensation. These issues are exacerbated when that information is discovered rather than disclosed.

Valuing remuneration does not mean that you will tolerate a terrible job. One huge study of current employees found that across all income levels, pay is not the top predictor of workplace satisfaction. Instead, it is the culture and values of the organization, followed closely by the quality of senior leadership and career opportunities within the company. These are the hallmarks of good employers. This makes sense. Making a lot of money can help you achieve certain goals in your life, but it does not make a miserable job much less miserable, nor does it make up for relationship casualties that can come from an unbalanced life. There is absolutely nothing wrong with valuing remuneration. Money creates opportunities and can enable a very balanced, fulfilling life. Keeping that balance is up to you. So, within the scope of your financial goals, continue to diligently research the jobs that are available and pick the one that meets your financial needs, but that you will also enjoy as much as possible.

Interview Questions

  • What is the starting salary (if not posted)?
  • If I perform well, what can I expect to earn five years from now?
  • Are there opportunities to earn additional commissions or bonus pay?

Job Search Tips

  • With remuneration high on your list, you should consider employers who are transparent about pay. It would also be worthwhile to consider commission-based employment or opportunities with performance-based bonuses.
  • Apply for jobs where the pay scale can be determined. Some employers publish their salary information. For other positions, you may need to search for this information elsewhere. Often you will be able to find at least an approximate salary. Without salary insights, you will likely apply to jobs that aren't viable options for you, based on your financial requirements.
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#7

Sociability

Strategic Insights

Sociability relates to the importance of your relationship with others, whether they are your coworkers, clients, vendors, or customers. The people that we work with are often those with whom we spend the most time. As someone with sociability high in your results, you are particularly attuned to these relationships, whether positive or negative. It is therefore important that you do your best to choose an environment that suits your personality and your social needs.

Everywhere you work will have a company culture. Even within the same industry, one firm might be very professional and another more laid back. Your ability to fit in and be a valuable part of the team may depend on your innate connection to the company’s culture and the team. There is nothing wrong with you if you don't fit in at a particular business. Like romantic relationships, sometimes it just doesn't work out.

You would like to avoid negative social situations and for good reason! Studies have estimated that between turnover, loss of productivity, loss of commitment to the company, and decreased creativity, having one major jerk on staff can cost a company over $100,000 annually.

There are situations, such as highly competitive jobs/cultures, where being intimidating or putting others down can appear to help people gain power. The effectiveness of the organization and team, however, will suffer as those individuals have built no goodwill or trust, yet they will carry on thinking that their cutthroat ways are the key to their success. Numerous studies show that this is false, but they still believe it, and so will others. You will often run into some amount of competitiveness in your workplace, and that’s ok, but look for red flags that the entire culture is competition-based.

Being high in sociability does NOT mean that you are emotionally dependent; it means that you desire and appreciate the relationships you have with people at work. It also doesn’t mean that you can’t handle having a jerk around. The world’s top researcher on dealing with workplace jerks suggests that his favorite way to cope with them is emotional detachment, or teaching yourself not to care about negativity from that person. It’s their problem, not yours, and you don’t have to play their game. This is also a useful life skill in general.

You aren’t necessarily doomed because of less ideal social situations at work, it’s just harder. It’s even possible to gain great satisfaction from being a force for goodwill, forgiveness, and service in a previously less-functional group. You’re never going to find a job with perfect people who are always kind to each other. So just do what you can to be a force for good, foster a healthy relationship with your coworkers, and then go from there.

Studies show that if you work for a jerk, you are more likely to become one. So, no matter who ends up around you, take control of your own choices and choose to be a decent human being first. As someone who prizes sociability, you’ll appreciate the friendships and goodwill that come from being kind at work.

And finally, take this mantra to heart: Be slow to label others as jerks, be quick to label yourself as one. Being quick to label yourself the jerk, or at least pausing to consider how you might be contributing to the problem is vital. All humans tend to deny and downplay their imperfections. Just because you highly value sociability doesn’t necessarily mean you’re good at it (sorry!). But knowing that you value your workplace relationships means that you have the advantage of knowing what to get good at. You may benefit more than anybody else by learning and practicing the skills of sociability, teamwork, peacemaking, and friendship-building.

Interview Questions

  • Can I meet a few other members of the team?
  • Could you describe the company culture to me?
  • Can you describe your ideal coworker?

Job Search Tips

  • When considering opportunities, pay special attention to how the employees interact with one another. Try to even sit in on a meeting. Can you see yourself contributing to their conversations?
  • Try to find someone who has worked with or for the company you are considering. Often the impressions others have of an employer and their team can help us determine how we might fit in.
  • It doesn’t take many jerks to affect a workplace. Feel free to ask employees if any such people are working there. A word of caution, don’t ask for WHO they are—that’s gossip, and it sets everyone up for trouble. Instead ask something like, “I don’t want any names, but are there some workers here that you feel generally make your life difficult/miserable?” If you get a couple of people who say yes, realize that there is a decent chance this will be more contagious than it might seem upfront.
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#8

Excitement

Strategic Insights

First things first, scoring low on excitement doesn't mean you like boring work or that you are boring. There are plenty of very boring wilderness firefighters. What this means is that you don't need your work to provide that excitement for you. This is a great asset because it gives you flexibility where others, who really want to find excitement AT WORK, don't have it.

Because excitement is often the result of some amount of chaos, jobs that focus on making things run smoothly, creating steady growth, and organizing or arranging things can be very fulfilling even if they are less exciting.

Excitement is a whole-body experience, and day-in-day-out, excitement can be rough on a person. People who desire excitement at work often pay for it in other areas, like salary. They may also be more susceptible to dropping the ball in the less adrenaline-filled aspects of their life, such as personal development or their relationships. You can maximize your need for adventure and excitement elsewhere, and let work be work.

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#9

Variety

Strategic Insights

First off, everybody likes a change of pace from time to time. Having variety low in the report says nothing about your personality. What it says is that you want to know what you’re going to do at work so you can prepare well and become good at it. High variety positions often preclude people from becoming particularly good at any one or a few things. More predictable positions allow you to become better at specific things than when you have little idea what you will be doing from day to day.

Predictable jobs are generally less likely to cause you anxiety. Expected outcomes are generally clearer, so you can look forward to what you're going to do at work with some surety, and you’ll have the chance to get quite good at it. There is a multitude of benefits to having stability in your work.

Low variety positions are where experts are forged. Virtually every single Olympian has a very low variety job. Yet it’s thrilling, they are extremely good at what they do, and they are openly admired by others for it. Low variety overlaps well with specialization. Many people are worried that they don’t know what they want to become experts in. Even if you’re not sure upfront, just pick something and move on it. Studies are clear, just the feeling that you are becoming an expert in something is more satisfying and fulfilling than the anxiety-inducing quest to pick a passion out of thin air. Over time you will discover things you enjoy and learn enough to become the expert you want to be.

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#10

Specialization

Strategic Insights

Scholars often delineate between generalists and specialists. Because you care less about being a specialist, that means you can focus all of your efforts on being an excellent generalist. Great generalists are extremely valuable because they can “speak the language” of different areas of expertise and help them work together. The best generalists are excellent at making connections between different specialties because they have some familiarity with all of them. Specialists are generally less equipped to do this and must rely on generalists to work well with different groups. Generalists often become the best managers.

The generalists who thrive are often specialists in organization and social politics. What this means is that they are particularly good at helping teams work together, organizing their efforts, smoothing over social mismatches between various factions, and helping everyone get the most from their work.

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#11

Flexibility

Strategic Insights

Having a job that's low on flexibility can be a wonderful thing, especially if it's coupled with a generous vacation/sick policy. An excellent example here is most government jobs. Many people are not aware, but most types of jobs that are available in the private sector are also available in the public sector. One of the great benefits to such work is that virtually all positions for the federal/state/local government have very firm start and end times, and come with good vacation/sick policies, healthcare, and retirement. The very same positions, outside of government, may come with more flexibility in some ways, but also have a way of taking over your life, keeping you late at work, and providing you less time for other things. Many lawyers, for instance, opt for jobs with the government because they can have a good income and still be home at a predictable time every day.

Many people prefer jobs with rigid time-in/time-out requirements because it gives them a reliable schedule. The right non-flexible job can provide a wonderful work-life balance. Structure allows you to compartmentalize and give more to each aspect of your life.

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#12

Collaboration

Strategic Insights

Having collaboration at the bottom of your results means you enjoy jobs that many others might find too isolating. This might be because you just happen to like it that way, or perhaps because you feel that your social needs are being met outside of your job through your bowling team, chess club, seven kids, partner, or the hobby farm you come home to every day. Great! Organizations need people who can thrive in jobs where they are self-directed and largely independent. Working successfully with minimal oversight can often lead to opportunities for promotion.

Although you enjoy captaining your own boat, that doesn’t mean that you (or any human) will thrive in isolation. So, even if you can succeed as a lone wolf, make sure you find ways to connect with others in meaningful ways. Having lunch with friends or coworkers, getting a coffee, drinks, or some food outside of work, invite a coworker to join you or your family for a hike on the weekend, or even participating in a thriving meme-sharing culture on Slack can help you build worthwhile professional relationships.

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The Job-Hunt Guidebook

A collection of the most important myths and truths found in the last 20 years of academic studies on interviews, resumes, and applications.

The Truth Behind Job Postings

The great mismatch between how hiring managers view job postings and how applicants view job postings, and how that’s derailing applicants.

The Three Things Employers are Looking For in Applications

in Applications and Interviews and the central questions the interviewer is asking themselves about you.

The Four Lies Employers are Worried About in Your Application

  • These affect how they view all applicants, even the 100% honest
  • How this changes the way you need to present yourself
  • Detailed and specific steps you can take to use this knowledge in your application, resume, and interviews to rise to the very top of the stack