Quizzes and personality tests: how do they work?

How does a quiz or personality test work?

The Big Five model

Most personality tests and quizzes are based on the theoretical model of the Big Five, developed by D. W. Fiske and further developed by other researchers such as Norman, Smith, Goldberg and McCrae & Costa (1987). The criteria incorporated are based on the results of this psychological study of personality. According to this theory, personality is composed of five fundamental dimensions:

• Degree of extraversion and introversion
• Friendliness
• Openness to the new and unknown
• The conscientious spirit, or professional conscience
• Neuroticism and anxiety

The quiz Shape was developed following the recommendations of other major studies conducted by researchers such as Gordon (1951) Pytlik, Zillig, Hemenover and Dienstbier (2002). These studies covered the emotional, behavioral and cognitive aspects of each Big Five trait.

Personality tests and quizzes: where does Data fit in?

Thanks to the use of Data, the personality test or quiz assesses the talent's personality traits, measures its spontaneity, analyzes its motivational levers and the way it behaves in a team, in order to obtain its potential for each key behavior. The twenty personality traits evaluated by Shape are integrated into its data collection module. The aim? Optimize the prediction of candidate behavior and performance in a professional context. A consistency control algorithm has been integrated to reliably measure the spontaneity of respondents on each group of items. The confidence level displayed indicates the reliability of the results obtained. Data also identifies eight factors to watch out for, and highlights areas for development specific to each individual. Once the assessment is complete, the personality test or quiz offers personalized advice, feedback and resources tailored to each individual's areas for improvement.

What's the point?

Personality tests and quizzes, a valuable tool for employers

A quiz or personality test analyzes a candidate's soft skills, values and way of relating to others. The results of the test can therefore be used as a support during the interview, if you need to go into more detail or go into more depth with the candidates. As a tool to help you make the final decision, it can also be used to confirm, or not, an opinion about a candidate. The degree of correspondence with the position to be filled, the team and the professional environment can help to separate two talents with similar professional experience, or with equal qualifications. Thanks to this information, you have all the keys you need to build teams that will be able to collaborate effectively together. Personalized management advice also facilitates the onboarding of new arrivals. A personality test or quiz is therefore a key indicator of a candidate's future ability to integrate and commit. By taking into account the candidate's ability to adhere to the corporate cultureculture, it considerably reduces turnover within the company. What about recruitment bias? Giving all candidates the same test or quiz avoids recruitment bias and standardizes your process. Feelings and intuitions are replaced by factual data!

Get to know and value yourself with a personality test or quiz

Taking a personality test or quiz is a rewarding way to get to know yourself. Once the quiz is over, talented people can even share their results on social networks with their community. Professionally speaking, the person being assessed becomes aware of his or her strengths, and thus learns to value him or herself. Relying on precise figures helps develop the talent's ability to talk about himself. And that's not all: a personality test or quiz gives the candidate the opportunity to progress thanks to personalized advice, feedback and resources. Finally, during an interview, candidates can use the results of the test or quiz to describe their qualities, values and management style. management style or the motivational levers needed to keep them motivated.