Personality Assessment

According to our observations, in more than 33% of cases, before contacting us with a request for candidate recruitment, the client has already hired an employee based on the results of only 1 or 2 interviews, without conducting an in-depth assessment of the candidates, as a result of which the performance of the hired employee has proven to be unsatisfactory. The main reason for this is precisely the lack of insight into the candidate’s personality profile. It is not possible to fully assess a candidate’s personality traits through interviews alone.

According to our observations, 90% of employers do not adhere to a structured job interview, which leads to an unfair comparison of results between selected candidates. Assessing personality traits through personality tests can solve this problem. All candidates are asked identical questions, and the assessment results are mutually comparable.

The assessment service is used:

to retain employees and reduce turnover;

to assess the organizational climate;

for employee professional development and internal career planning;

to increase employee satisfaction with the organization;

in the development of personalized employee motivation plans;

in the assessment and improvement of manager competencies;

in the establishment of new teams;

in personnel recruitment.

About the UNLOCK Personality test

The UNLOCK Personality assessment test is an internationally developed, standardized, and adapted psychological test that incorporates several methods. The approach to assessing personality traits is based on the internationally recognized HEXACO and Big Five personality trait theories.

The test measures six basic personality factors: extroversion, organization, ideas, community, values and emotions, as well as the sub-factors of these traits), personality type (16 personality types according to C.G. Jung’s theory), and role in a team (according to M. Belbin and H. Mintzberg’s team role theory). The personality test has been standardized on a sample of 2,464 people. It has high internal consistency and reliability (Cronbach’s alpha 0.80–0.85).

The test assesses an employee’s personality traits, personality type and desired team roles. Individual and team-level reports are included.

UNLOCK Personality test allows you to build more sustainable and effective teams, avoid miscommunication at work and provide clear guidelines for behavioural change and personal development for your employees.

Who might benefit from it?

Company managers

Recruitment specialists

HR managers

Talent managers

Heads of Departments

Board members

Sales managers

The report includes:

The test assesses an employee’s personality traits, personality type and desired team roles. Individual and team-level reports are included.

6 personality traits and 24 sub-traits:
Extroversion – social self-esteem, social boldness, sociability, enthusiasm
Organization – ambition, perfectionism, prudence, orderliness
Ideas – aesthetics, curiosity, inventiveness, unconventionality
Community – forgivingness, tactfulness, flexibility, self-control
Values – equality, directness, compliance, modesty
Emotions – sensitivity, caution, tension, reliance
personality type, based on C. G. Jung’s personality theory;
8 team roles in the project implementation cycle, from the idea generation stage to their formulation, execution and evaluation.

Roles in the team during the project implementation cycle

Idea generation stage

Ideas Generator, Explorer

Formulation stage

Organizer, Unifier

Execution stage

Ruler, Doer

Evaluation stage

Quality Master, Critical Thinker

Explanation of 6 personality traits

Extroversion

People with low level of extraversion usually feel better working in a small team or alone. They are more successful in tasks that require maximum concentration on a specific project and do not require meeting strangers. People with high level of extraversion usually feel more comfortable working in larger teams and interacting with many people. They tend to become group leaders and feel comfortable speaking in public.

Organization

People with a weak organizational trait feel more comfortable in a work environment that is full of unknown elements, surprises, unpredictable actions, and where a flexible response to changing situations is desirable. Intuitive decisions are characteristic. They usually adapt easily to constant changes in plans. People with a highly developed organizational trait feel more comfortable in a work environment where order, diligence and discipline are valued, and where planning and sticking to planned steps are essential. They are distinguished by their diligence, ambitious goals, and usually avoid careless mistakes.

Ideas

People with a poorly developed idea trait prefer tried, tested, and practical things. They feel more comfortable in an environment that emphasizes practicality, usefulness and particularity rather than abstract ideas. They tend to focus on familiar methods and one or a few specific areas. People with a highly developed idea trait prefer ideas and innovations in various fields. They feel more comfortable in an environment that emphasizes creativity, originality, form and aesthetics. They are tolerant of unusual ideas and the people who propose them.

Community

People with a poorly expressed cooperation trait feel more comfortable in an environment where it is important to defend the interests of the organization or their own opinion. They are more successful in tasks where they cannot give in and must see things through to the end. They stand out for their vigilance and do not allow themselves to be deceived. People with a highly expressed cooperation trait usually strive to cooperate, seek compromises and common ground with others. Even in critical situations, they usually control their anger and do not emphasize the mistakes made by others.

Values

People with a poorly pronounced earth value trait usually stand out with a strong focus on results and achieving goals, even if the methods chosen are not viewed positively. They tend to manipulate others to achieve their goals. They have a sense of uniqueness and superiority. The opportunity to use luxury goods, wealth, and high social status are important drivers of their careers. People with a highly expressed value trait have a strong sense of justice and honesty. They feel comfortable in an environment where they need to build and strengthen trust in the organization. They treat others sincerely and do not manipulate people, even if it means suffering themselves. They are characterized by simplicity and avoid standing out with high status or luxury goods.

Emotions

People with a low emotional trait tend to cope better with stress and tension, and feel comfortable in an environment where problems are solved individually. They find it easier to make rational decisions without taking emotional sensitivity into account. People with a highly expressed emotional trait tend to pay close attention to other people’s emotions and human relationships. They feel more comfortable in a community environment where people support, encourage, and share problems. They are characterized by greater emotional sensitivity to problems.