Personality Profiler Test for identifying underlying personality traits and work style preferences

The Personality Profiler Test comprehensively reviews a candidate's personality traits and work style preferences. It is a powerful tool for understanding what behaviors they are likely to display due to their preferences and predispositions.  

The test is based on the OCEAN Model, which identifies five key areas as the building blocks of a robust personality profiler. The Big Five personality traits listed below help predict important job-related outcomes such as professional performance, potential, trainability, and subsequent job satisfaction.  

1. Extraversion (outgoing/energetic vs. solitary/reserved)  
2. Openness to experience (inventive/curious vs. consistent/cautious)  
3. Emotional stability (secure/confident vs. sensitive/nervous)  
4. Agreeableness (friendly/compassionate vs. cold/unkind)  
5. Conscientiousness (efficient/organized vs. easy-going/careless)  

Our specialized team of psychometricians and subject matter experts is a part of the Society for Industrial and Organizational Psychology (SIOP). They have developed twenty-six scales based on the five-factor Model. These scales are mapped to specific performance models or behavioral competencies necessary to thrive in a job role/industry. The process helps in:  

• Identifying candidates displaying the most desirable personalities.  
• Analyzing candidates for culture-fitment  
• Gaining key inputs for vital human resource decisions such as high-potential identification, learning and development, and succession planning.  
• Improving the quality of recruitment  
• Boosting employee engagement  
• Reducing attrition

Overview  

Understanding employee personality is crucial for ensuring operational success. This way, employers can gain a better understanding of their workforce. In addition, decoding employee personalities enables managers to leverage their workforce's strengths and boost productivity.  

It helps employers understand candidates' traits that may affect their performance at work. It may include how they perceive certain situations and their potential response. Gaining such insights beforehand can make things easier for employers. Employers can uncover these attributes in their prospective employees with Mercer | Mettl’s Personality Profiler Test.

What is a Personality Profiler Test?  

A Personality Profiler Test is a screening tool to determine the true potential of candidates. The test is based on one of the most established theories, the Big Five personality model, which has been shown to impact job satisfaction and suitability unequivocally. It helps align a candidate's personality and interests to real-world jobs.  

Designed by experts, this Personality Profile Assessment evaluates individuals from a behavioral perspective to determine their personality. These tests focus on five critical traits: openness, conscientiousness, emotional stability, agreeableness, and extraversion. Employee Personality Profiler Tests are crucial for organizations to help them better understand their workforce.

About the Big Five Personality Test 

The Big Five personality test is a widely used psychological assessment tool that measures an individual's personality traits. It is based on the belief that personality can be described and understood through five broad dimensions or factors: openness, conscientiousness, extraversion, agreeableness, and neuroticism (OCEAN). These dimensions capture different aspects of an individual's personality and provide insights into their behavioural tendencies, preferences, and characteristics.

Big Five Personality Test in Mercer | Mettl 

Mercer | Mettl provides various personality tests that employ the Big Five factor model. The Mercer | Mettl Personality Profiler (MPP) is an assessment based on the Big Five model of personality traits. It is suitable for assessing employees' personality traits and behavioural competencies.  

The Big Five personality traits model states that people can be described depending on their standing on five personality traits. At Mercer | Mettl, the scientists utilized the broad Big Five personality factor model to develop 26 'scales' or narrower facet-like constructs, forming the assessment's building blocks.  

The Big Five personality traits have been shown to predict critical job-related outcomes like job performance, potential for burnout, trainability, and job satisfaction. Mercer | Mettl Personality Profiler comprises eighty-six items (five-point semantic scale) across the Big Five personality factors model. The use of semantic differential item format minimizes the issue of respondents' faking good', thereby improving the assessment's usefulness.

Importance of a Personality Profiler Test

Organizations can achieve maximum productivity by ensuring new hires are a good fit for given jobs. However, this is achievable by gaining insights into their employee's underlying behavior, personality, and motivation. The Personality Profiler Test helps determine the suitable candidates with desirable personality traits by providing a holistic overview of their personality characteristics.  

These tests help the hiring process and improve employee experience, motivation, and engagement. Thus, Personality Profiler Tests play a pivotal role in the workplace. Employers must leverage this test in the hiring process.

Matching talent with organizational objectives

The biggest confrontation for HR and learning and development professionals is calibrating their teams with the organization's goals while ensuring their contribution is substantial and on track to achieving them.   

For companies longing to adopt agility and creativity to stay relevant in the market, finding talented employees with immense creative and critical thinking abilities and problem-solving skills is vital. In addition, highly engaged employees are better aligned with the organization's objectives and diligently carry out their responsibilities.  

The demand from consumers and communities is burgeoning at an unprecedented rate, prompting organizations across sectors to address their talent and skills gaps fast enough to accommodate this demand. Despite placing a high premium on employee development programs, the return on investment often must be more convincing. Skills gaps must be addressed at the right time; the gap continually increases.  

Organizations of all sizes realize how crucial it is to introduce an accelerated change in employee performance, behavior, and effectiveness. Yet, they need actionable insights to fill the missing pieces and initiate that highly coveted change. The Personality Profiler Test assists in evaluating the aspects of an employee's personality that remain relatively constant throughout the professional's lifetime. These tests ascertain how well-aligned an employee is from the behavioral and performance perspective.

Validity information of the test   

Mercer | Mettl's assessments undergo rigorous research and analysis to establish a strong relationship between the tests and the personality traits they evaluate. 

The Personality Profiler Test is based on the validated system of classifying personality, the Big Five personality test model. The individual traits measured by the test predict success for numerous positions in many industries. The traits measured include- openness, emotional stability, agreeableness, conscientiousness, and extraversion. This test is a recognized personality measure that assesses an individual's work-related personality traits across the employee life cycle, including recruitment, high potential identification, learning and development, and succession planning.

Free sample questions  

1. Do you prefer open office spaces and collaboration or individual workspaces in a work or team setting?   

2. Do you prefer brainstorming ideas with others or working through them independently when facing a challenge?  

3. How do you feel about meeting new people?  

4. When making decisions, do you rely more on your instincts and feelings or seek input from others?  

5. How do you approach problem-solving?  

6. When meeting new people, are you more likely to initiate conversations and introductions or wait for others to approach you?  

7. How do you typically handle conflict or challenging conversations?  

8. When making decisions, do you prioritize logical analysis and objective criteria or consider the impact on people and relationships?  

9. How do you handle criticism or feedback?  

10. How do you prioritize tasks and responsibilities?