Gallup character assessment tool

Develop thriving managers and teams by providing them with CliftonStrengths solutions, now available in Gallup Access. The CliftonStrengths assessment helps you identify your team members' unique strengths to increase their engagement, build teamwork and achieve breakthrough results. Within Gallup Access, you can easily track, manage and distribute codes for the CliftonStrengths assessment.

Put your team's latest information at your fingertips when you download the Gallup Access app. Transform Your Workplace Gallup Access empowers leaders with the information and tools they need.

Contact Us. Ask the Right Questions. Analyze Your Results. Act With a Clear Plan. Competition "It has helped me get crystal clear about who I am. Includer "I appreciate people feeling like they're seen, valued and heard -- that's really powerful.

How it works. View Sample Report. View Popular Assessments. Find the Assessment That's Right for You. I'm interested in CliftonStrengths for: Myself Learn how to use your strengths to succeed at work and live your best possible life.

To understand how the test works, we first need to look at the difference between these two terms. To do so, we need three core components:. Skills and knowledge can be acquired with the investment of time and effort, but talent is a natural gift. It is based on the way we typically think, feel and behave, and is rooted in our personality.

To engage a customer in the sales process, they must learn about a product and its features, and be trained in techniques like open-ended questioning. They have the right knowledge and skill set, but do not have the talent, and can therefore not count the art of selling as one of their strengths. Essentially, our talents are our characteristics, and our strengths develop when we apply these characteristics productively.

There are 34 talents in total, described as themes. Each of these falls under one of four categories, known as domains. Executing — The themes under this domain relate to the way you get things done. If you have strong talents in this area, you are someone who can make things happen when given the right resources. Influencing — Themes here refer to your talents for communication, and your ability to inspire and motivate those around you. Those with strong influencing themes often make effective leaders.

Strategic thinking — Themes under this domain relate to how you process information and visualize possibility. Innovation, creativity and decision-making are all talents that fall under this category. Achiever — Achievers are driven individuals who work tirelessly to reach their goals. They have an inherent need for accomplishment and are most fulfilled when productive. Arranger — These individuals are adept at organization and look for the best possible way to make things happen.

Belief — Those who identify with the belief theme are driven by values and ethics. They are consistently reliable and take satisfaction in achieving goals that align with their principles. Consistency — The consistency theme refers to those who value equality above all else.

They achieve by working to clearly defined rules and practices through which everyone is treated fairly. Deliberative — An individual with deliberative talent sees the world through cautious eyes. They look ahead to identify potential risks and plan strategically to mitigate them. Discipline — This relates to those who desire structure. They get things done by setting strict routines and deadlines, and pay close attention to detail. Focus — Those with this talent focus on an end goal and prioritize their actions accordingly.

They dismiss anything that may steer them off course and, as such, are highly efficient. Responsibility — This refers to a sense of ownership and the need to follow through with every commitment taken on. Those with a talent for responsibility are dependable and loyal. Restorative — These individuals are effective problem solvers. They take immense satisfaction in finding a root cause, applying the ideal solution and seeing the success of their efforts.

By putting a greater focus on strengths, Gallup style interviews can be a much more positive experience for a job seeker, versus the traditional rapid-fire style interview method.

Gallup interview questions ask the job seeker to describe their most considerable natural talents, as applied in everyday life and a workplace setting. By focusing on past successes as a predictor of future success, the Gallup interview presents a more relaxed and natural approach to most interviewers and interviewees. Gallup has created multiple world-renowned people management tools that are widely used by companies such as Stryker.

Founded on the psychology principles of a man named Don Clifton, Gallup has introduced well-researched and proven interview techniques that help companies to uncover the traits that help people succeed in particular jobs or occupations. Another tool from Gallup, called the CliftonStrengths Assessment, is widely used when assessing candidates or considering employees for internal promotions.

The CliftonStrengths themes should be a consideration during a Gallup style interview. To better understand the themes or strengths that an interviewer may be looking to discover during a Gallup style interview, take some time to think about which traits describe you most accurately. Includer Individualization Positivity Relator. These 34 themes may not mean a lot to you now if you are just being introduced to the Gallup approach; however, we recommend diving deeper if you will be participating in a Gallup style job interview.

More information is available on the Gallup website. Because all Gallup style interview questions are situational, behavioral, performance-based, or personal in nature, you will perform at your best if you get to know yourself and your natural strengths on a deeper level. For this reason, we recommend that you review but not over-prepare for a Gallup style interview. The interviewer will expect you to answer questions honestly while spotlighting your true personality and genuine character.

For this reason, you will want to avoid sounding rehearsed or robotic. THINK back to your previous work experiences, achievements.

Revisit the highs and the lows of your education and career. Understanding your career path and future goals will help you to form more natural responses. Think of A time when you acted like a leader without being asked A time when someone needed your help, and you jumped right in A time when your integrity was tested, and you came out on top A time when you were in a competitive situation and thrived A time when you used self-motivation to get through a challenge A time when you delivered more than expected in the workplace A time when you quickly adapted to a major change A time when you showed great initiative A time when you used creativity to solve a problem LEARN the STAR method.

When answering the behavioral and situational-based interview questions often presented in a Gallup style interview, the STAR method will help you to keep your response relevant, easy to follow, and on track.