Personality tests

A personality test maps personal traits, behavioral preferences and natural working styles. The test provides insight into how someone interacts with others, makes decisions, approaches new situations and collaborates.

Personality tests are used for, among other things:

• Recruitment and selection
• Talent development
• Career guidance
• Study choice
• Team development
• Reintegration
• Coaching and personal development

NOA's personality tests are based on six personality dimensions:

• Extraversion
• Conscientiousness
• Emotional stability
• Openness
• Friendliness
• Integrity

NOA's personality models are based on an extension of the well-known Big Five model. In addition to the well-known five personality dimensions, Integrity is also included as a separate dimension. This model is very similar to the so-called HEXACO model. This creates a more complete picture of behavior and personal preferences.

NOA offers various personality instruments:

• MP-B6
• MP-B6 Work
• MPT-BS
• MPT-BS Work
• MPT-BS Study
• MPT-BS Quickscan (abbreviated version)
• Situation Judgment Test (SBT)

This allows a suitable test to be chosen for almost every question.

The MP-B6 is NOA's latest personality test and contains six main scales and eighteen subscales. The reports and scale names are simpler, more neutral and more accessible. The MPT-BS provides more comprehensive reporting with six main scales and twenty-five subscales.

Yes. Personality tests can help to gain insight into characteristics that are relevant to a position, education or team. They are a valuable addition to interviews, competency measurements and capacity tests.

Yes. The development of the tests takes into account differences in age, gender, language skills and cultural background. In addition, understandable language is used and attention is paid to the possible influence of cultural differences.

A personality test provides insight into strengths, development opportunities, work style, communication preferences and collaborative behaviour. This information can be used for selection, coaching, career development and personal growth.

A personality test usually does not have right or wrong answers. The most important thing is to answer questions honestly and spontaneously, so that a reliable picture of the candidate's personality and preferences is created.

That depends on the instrument chosen. The duration of the test varies from about 10 minutes for a quick scan to about 25 minutes for more extensive personality questionnaires.

People may try to present themselves in a more favorable light on a personality test. However, modern personality questionnaires have been developed to provide a reliable and consistent picture of an individual's personality. Furthermore, separate norm groups are usually available for selection situations. And some personality tests, such as the MPT-BS, have a separate social desirability scale, which can provide an indication of whether someone is giving noticeably socially desirable answers. In addition, a personality test is usually used as part of a broader assessment, where the results are discussed and combined with other information, such as interviews, cognitive abilities, competencies, and experience. This creates a more complete and objective picture of the candidate.

A cognitive ability test measures what someone can do cognitively, for example logical reasoning or arithmetic. A personality test measures how someone naturally thinks, works and cooperates. Both instruments complement each other and are therefore often combined within assessments.