Personality models, what can we do with them or what should we do with them? They are often used for study choices, but they can also be used in professional careers, for example for a switch or further development. You should assume that they are always “approximately”, but they usually give a clear indication.
Some background information
The name of this personality model refers to the five character traits that are mentioned. It is an important, generally accepted personality model and often forms the basis for . It is the basis of many psychological studies in personnel selection and study choice.
An important thing about this model is that the scores to be achieved indicate a distribution and you are not necessarily placed in an extroverted or introverted corner. After all, someone doesn’t have to be one or the other in everything. This model provides nuance and ultimately provides a better picture of the candidate. There is no value judgment attached to it.
The layout
- Extraverted/introverted The extent to which a person needs contact with others. Extroverts are social, active, talkative, person-oriented, optimistic. Introverts like to work alone or in a quiet environment.
- Agreeable/competitive Does someone mainly behave in a tolerant, accommodating and/or helpful manner? Or more competitive and less cooperative?
- Careful/sloppy Does a person work in an organized and goal-oriented manner or unstructured, aimless or sloppy?
- (In)stable Neurotic people worry a lot, are insecure and nervous. Emotionally stable people are satisfied with themselves, relaxed and not very emotional.
- Open/closed Openness as in seeking new experiences. People who score high on this scale are curious and imaginative. People who score low prefer to focus on the facts of the here and now.
Why this classification?
You can describe people’s personality traits with many more words, but if you categorize these words you will ultimately arrive at the five characteristics mentioned.
The work environment
This is essential whether you feel comfortable at your workplace or not. For example, an extrovert will feel more comfortable with many people around them. This also means that a pleasant working environment produces better performance and so such a test can clearly be of added value.
This does not alter the fact that a sought-after position will not take place for this reason, but a personnel officer who goes through such a test with you knows (or should know) what the working environment is like. Which type best suits this and if you indicate that you feel comfortable in the situation outlined, this can be tested using this test.
Of course, tests can be manipulated, but in the end that is what benefits you the most.
Finally
How much value is given to such a test all in all. This varies, some will see it as an important part of the procedure and others will not. Nevertheless, what emerges from an honestly completed test are characteristics that are fixed in humans and therefore not unimportant when it comes to the right man or woman in the right place. The conversations that took place in this procedure should actually confirm the picture.
It is not a waterproof system, there are none. People remain people and an extreme in the tests can still be successful people. As a candidate and personnel officer, attach the value that you yourself ascribe to it.