How to choose a great career based on personality profile and interests

If you're looking to land that dream job, good communication skills in group discussion and personal interviews (GDPI), and a great CV may not be good enough anymore. Increasingly, companies are taking a deeper dive into a candidate’s mind, using psychometric analysis to look for a great professional attitude and reject bad apples during the hiring process itself. Recruiters want to test beforehand whether the candidate they are evaluating will be a great cultural fit and whether they have some potential red flags like lack of intellectual or professional integrity, latent aggression or insensitivity to the cultural or gender norms of the day.

Psychometric evaluations most definitely add value to the hiring process. They can help the recruiters gauge emotional stability, customer service orientation and other such traits which are important from the organisation's perspective using behavioural analytics. Every year thousands of fresh graduates seek to enter the job market and there is a pressing need for a platform that can create a profile of their skills, aptitudes and interests so that they can choose a certain career in which they can not only be successful but also be happy in the long term.

Think Exam, conceptualised and developed by Ginger Webs Pvt. Ltd is a psychometric assessment platform with a view to solve this problem faced by both the candidates as well as the recruiters. The goal of the platform is to provide the best quality psychometric assessments for fresh graduates as well seasoned professionals who are looking to take up a role that fits their skill profile. To this end, Thinkexam’s product suite is capable of conducting psychometric assessments involving minimal human-intervention using state of the art technologies like Artificial Intelligence, Remote Proctoring, etc.


ThinkExam provides solutions for the management of examination and assessment, using an advanced, easy to use and hassle-free transactional interface. It provides an improved communication link between the assessor and the assessee. Another area where it excels is in providing career guidance to fresh graduates as per their interests as well as long term suitability in a career based on an assessment that helps fresh graduates to:

• Know Their Employability Quotient: Knowing how employable you are and how to improve upon it.
• Skill Inventory Report: A comprehensive understanding of your skills
• Soft Skills Report: Identify critical soft skill areas for improvement
• Learn Workplace Skills: Learn crucial workplace skills like communication skills, negotiation etc.
• Be A Leader: Develop leadership and managerial abilities
• Manage People Effectively: Learn People Management Skills

The various programs that are on offer in ThinkExam are:

• Stream Selector Program for 9th-10th: Under this program students studying in classes 9th & 10th can choose the academic stream based on their aptitude and interests.
• Career Guidance for 11th-12th and fresh graduates: Thinkexam provides career guidance for students of class 11th & 12th because it is a critical time in their journey and decisions taken at this point have a long term impact on their lives. In order to provide accurate career guidance based on the fit of students as well as fresh graduates, Thinkexam uses the RIASEC Model for Career Profiling. Initially developed by American psychologist John L. Holland, The Holland Codes or the Holland Occupational Themes (RIASEC) refers to a theory of careers and vocational choice (based upon personality types) that classifies personality types into "Realistic (Doers), Investigative (Thinkers), Artistic (Creators), Social (Helpers), Enterprising (Persuaders), and Conventional (Organizers)".

• Career Interest Profiler: As described above, the Career Interest Profiling is done using the RIASEC Model of Holland.

• Employability Assessment for Graduates, Post Graduates & New Hires: One of the main pain points of organisations looking to recruit candidates for various roles is to find out their Employability Quotient. In order to solve this crucial pain point, Thinkexam uses state of the art psychometric assessment tools that are backed with sound theoretical grounding e.g. Ocean Model, FIRO B, etc.

• Personality Evaluation: Under this, the assessment is based on Ocean Model and FIRO B. According to the OCEAN Model, there are only five main components of personality. These five components are Openness, Consciousness, Extraversion, Agreeableness and Neuroticism (OCEAN). Fundamental Interpersonal Relations Orientation- Behaviour (FIRO-B) is a theory of interpersonal relations, introduced by William Schutz in 1958. This theory mainly explains the interpersonal interactions of a local group of people.

The candidates are also analysed on various aspects of the personality that include but are not limited to: Learning approach (Crucial for growth in the workplace), Interpersonal Skills (Absolutely necessary for managing teams, for vertical as well as horizontal communication and to lead), EQ (For managing self and others), Creativity, Motivation, Leadership etc.

• Assessment of Cognitive Abilities: It’s important to assess cognitive abilities to gauge the present as well as the future performance level of an individual. Under this the candidates are tested for the following:

1. Communication
2. Problem Solving
3. Attention to Detail

• Aptitude (Advanced Level): While the previous two parameters are necessary for judging the “Aptitude” of an individual, it is also necessary to evaluate the aptitude because that is also very important for an individual to succeed in their chosen fields. Under this parameter, Thinkexam’s psychometric assessment tests for the following types of aptitude:

1. Logical Reasoning
2. Financial Reasoning
3. Verbal Reasoning
4. Spatial Reasoning

The psychometric tests play another role in addition to helping the recruiters in the hiring process — they also help in the management of the new hires. A lot of companies use the tests to first conduct behavioural analyses of the employees and based on that, counsel people they hire. It is basically risk mitigation once the negatives of hired candidates can be identified.