The Personality Profiler measures an individual’s strengths and growth opportunities based on underlying personality traits and workstyle preferences, and aid in understanding what behaviors a candidate is likely to engage in as a result of their preferences and predispositions.
It can be used in combination with other tools to provide a more holistic understanding of the individual’s pre-dispositions, as well as behavioral manifestations at the workplace.
Uses
While it can be used as a screening tool, it can also be used as key input into critical HR decisions such as::
- Learning and Development - understand the current proficiency level of employee; train and develop employees effectively
- Identification of High Potential - have a healthy pipeline of future leaders
- Succession Planning - fast-track high potential to retain them
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.
Psychologist 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 in order 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 trainability 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)
- Conscientiousness (efficient/organized vs. easy-going/careless)
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