Used to measure individual’s likelihood to behave in a certain manner on key job-related competencies, the person’s strengths and growth opportunities, and aid in understanding what behaviors a candidate is likely to engage in because of their preferences and predispositions.
Purpose & Use:
- Test Key Personality & Behavioral traits.
- Filtration tool.
- Identify Input Areas for critical HR decisions.
This test is used to measure individual’s likelihood to behave in a certain manner on key job-related competencies, the person’s strengths and growth opportunities, and aid in understanding what behaviors a candidate is likely to engage in because of their preferences and predispositions.
It can be used in combination with other tools to provide a more holistic understanding of the candidate’s pre-dispositions, underlying aptitude as well as behavioral manifestations at the workplace.
The Personality Profiler Test was developed in the context of the Five Factor Model.
The FFM (Five Factor Model) specifies that people can be described based on their standing on the five broad personality traits.
The developers went beyond the well-established model of the broad “Big Five” personality factors and developed 26 ‘scales’ or narrower facet-like constructs, which form the building blocks of our assessment.
These scales span a wide domain of personality and will be mapped to companies’ or job roles’ specific performance models or behavioral competencies to obtain the optimal prediction of job success.
The “Big Five” personality traits have shown to predict important job-related outcomes such as job performance, a person’s potential for burnout, their train-ability and subsequent job satisfaction.
These five factors are:
- Extraversion (outgoing/energetic vs. solitary/reserved),
- Openness to experience (inventive/curious vs. consistent/cautious),
- Emotional stability (secure/confident vs. sensitive/nervous),
- Agreeableness (friendly/compassionate vs. cold/unkind), and
- Conscientiousness (efficient/organized vs. easy-going/careless)
|Number of items||86|
|Test duration||30 minutes|
Validity and Rigor of the Tool:
|Reliability (Cronbach alpha)||0.63 to 0.88|
|Validity (Convergent)||0.4 to 0.75|
|Norming and Standardization||Normed on a sample of 6000 respondents across different geographies – India, US, Europe, South Africa and Southeast Asia (representative sample with different age, gender, job level, occupations)|
|Adverse Impact||The tool has also been tested for adverse impact in terms age, gender and ethnicity, for which mean group differences for the MPP is examined. The mean group difference is majorly not significant among ethnic, age and gender groups.|
|Team Members||Part of SIOP (Society of Industrial and Organizational Psychology)|
|Tool Development||In compliance with,
APA (American Psychological Association);
EEOC (The Equal Employment Opportunity Commission).
|Test Design Guidelines||By ATP (Association of Test Publishers).|
What to expect from the results – Report Details & Competency Analysis
1. Executive Summary
- Areas of Development
- Ethical Propensity
3. Emotion Regulation
- Stress Management
- Learning Agility
- Initiative Taking
5. Team Work
- Interpersonal Skills/ Social Competence
- Process Orientation
- Result Orientation
8. Customer Service
- Service Orientation
- Quality Focus
How to Interpret the Report?
When interpreting the results, it is important to remember that the scores are not good or bad, only more or less appropriate to certain types of work. Since the results are based on one’s own view of behavior, the accuracy of the results depends upon both honesty and self-awareness while taking the test.
This assessment measures work-relevant personality traits that might be manifested in work behavior and therefore influence success on the job.
To best use this report:
- Review the overall recommendation first. Based on your need, you might want to prioritize candidates who are ‘recommended’, followed by those who are ‘cautiously recommended’.
- If you’re choosing among different candidates within the same band of recommendation, review the competencies’ results. Focus on the competencies you believe are critical for success in the role you’re hiring for and use those scores to help you prioritize which candidates to select for the next step.
- Remember: This assessment is just one piece of the puzzle. While hiring, it is recommended that you review other information as well – functional and job knowledge, background and past behavior (e.g. using structured behavioral interviews), reference checks, etc. in addition to the personality assessment.
- Use of Response Styles for Recruitment/Selection: The ideal response style is “Genuine” and it is recommended for further analysis. However, if any candidate’s response style displays Social Desirability, he/she needs to be considered with caution.
We do not recommend candidates who display Extreme Responding/Central Tendency/Careless Responding as they indicate that the candidate has not attempted the assessments in the desired manner, and that interferes with an understanding of his/her personality since it would not evoke genuine responses from the candidate’s answers. This in turn is expected to interfere with the proceeding decisions, so the candidate may be considered for a re-test. Such cases are usually not considered for a statistical/detailed analysis of scores if required further.
How it works:
Add this test to your cart and order online
You will receive the test link via mail – send this to your candidate
Candidate take the tests
The test result is uploaded onto the client area.