"Psychometric tests put people in boxes!" It’s a common belief, but one that overlooks the richness and complexity of the results these tests can provide. In reality, these so-called "boxes"—or potential profiles—are virtually limitless, as the combination of various personality factors reveals a unique diversity of traits in each individual.
By fully leveraging the potential of these tests, HR professionals can go beyond simplistic labels to truly understand their candidates. Let’s explore how the combined interpretation of personality traits unveils deeper insights, enriching talent acquisition and management processes.
Extroverted, introverted… but what else?
Is the candidate described as sociable, cheerful, and a good communicator? It’s no surprise—they scored high on the "extroversion" trait. However, this general description could easily apply to many people. It’s by combining this trait with other key characteristics that the unique nature of each extrovert is revealed. For instance, extroverts naturally seek human connection, but when this trait is paired with high "autonomy," the extroverted candidate retains their social qualities but prefers to work independently, motivated by the freedom to manage their projects their own way. Similarly, when combined with "individualism," the extrovert may build a robust network—not out of a desire to collaborate, but to advance their own interests.
What about introverts, often labeled as reserved, quiet, or not very talkative? When this trait is positively correlated with "group orientation," the introvert comes out of their shell, expresses themselves more comfortably within a small group, and seeks to build deep relationships with a select few. Additionally, if the introvert has a strong "persuasiveness," their often-underestimated communication skills can flourish. They may excel in written communication, crafting impactful messages with ease. Finally, contrary to common misconceptions, introverts can thrive in leadership roles. An introvert with a strong "desire for power" may initially come across as serious and thoughtful but will quickly inspire trust through their sense of responsibility and ability to offer thoughtful, well-considered advice.
Sensitive but not creative?
Sensitivity is often associated with creativity, and this is true—but only when this trait is combined with other characteristics that drive creative potential. For example, if a sensitive person has a natural preference for "rationality," reinforced by a "conventional," "methodical," and "rule-oriented" disposition, they are far from a creative profile. Such individuals are more practical and grounded, with a tendency to intellectualize their experiences and work sequentially according to a predetermined plan. They may even feel anxious about deviating from established procedures, avoiding innovative approaches altogether.
For sensitivity to translate into creativity, it must be propelled by "intuition". A person with both traits will excel at handling abstract concepts, using their imagination to view things from new perspectives and explore different possibilities. If we add "improvisation" to this profile, the individual might wait for inspiration before starting a task but will then propose innovative solutions and adapt creatively to unexpected challenges. Furthermore, by incorporating "novelty seeking," this person will exhibit curiosity and an ease in generating ideas, which they will aim to realize in an innovative environment.
Leadership potential
A trait frequently used to assess leadership potential is "desire for power". While this can help identify certain competencies and motivations for leadership roles, relying solely on this dimension is insufficient. It doesn’t indicate how the leader will handle challenges, make decisions, manage projects, or guide their teams. Some leaders even prefer the term "support" over "manage," as they see themselves as more people-centric leaders. These leaders combine traits such as "flexibility," "altruism," and "humility," positioning themselves as inclusive, participative managers. Attuned to the needs of others, they focus on empowering individuals according to their potential. Humble and confident in their skills, they lead by example and let their actions speak for themselves.
Conversely, a more traditional leader, often described as paternalistic, blends traits like "preference for familiarity," managing through conventional methods in an environment where tasks and norms are well-defined. If this trait is paired with a strong "respect for rules," they are likely to adopt a strict management style, ensuring that projects adhere to established guidelines. This profile can be further enhanced by traits such as "organized" and "rational," resulting in a leadership approach focused on measurable results and tangible progress.
On the other hand, leaders who prefer the "intuitive" dimension adopt a more empathetic and flexible approach, guided by their ability to understand situations and the individuals involved. When combined with "free-thinking," these leaders view rules critically, recognizing that every situation is unique and requires tailored solutions.
The power of psychometric tests
These examples illustrate the value of psychometric tests and the importance of combining different dimensions to reveal an individual’s full potential. By integrating multiple facets of personality, these tests offer deeper insights into each person’s unique attributes and functioning. This multidimensional approach generates a wealth of possibilities, highlighting the individuality and value of every person and empowering HR professionals to make more informed, strategic decisions.
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