Theory | The Personality Evaluation Program allows you to make reliable statements about a candidate’s characteristics and abilities. It is based on the 16 personality factors test developed by Raymond Bernard Cattell, which logically combines 16 personality factors into five global dimensions. These dimensions are called the “BIG FIVE”, and offer a broad explanation of personal traits: introversion/extroversion, low anxiety/high anxiety, tough mindedness/receptivity, independence/accommodation, and low self-control/high self-control. These five factors constitute the basic structure of the personality. The “BIG FIVE” are behavioural tendencies that remain stable in a person and are not greatly influenced by time or particular situations. They only change to a very limited extent and over a long period of time.

Application | The PEP has been developed specifically for work psychology, and is generally used in individual assessments, coaching and career counselling. It is a convincing basis for decision-making related to the evaluation and selection of suitable candidates. The test takes about 40 minutes to complete.

Concept | As the PEP is founded on psychology, it gives comprehensive and objective information about a candidate’s characteristics and capabilities that influence his/her behaviour at work. With 180 questions the PEP captures a detailed personality profile that is based on the 16 personality factors. These 16 personality factors indicate opposites, such as UNINHIBITEDNESS / RESERVEDNESS, or CONCRETE THINKING / CONCEPTUAL THINKING. The descriptions of the 16 factors are very accurate, easy to understand, and can be used efficiently in practice. 6 global dimensions are then drawn from the 16 personality factors giving an excellent overview of the structure of a candidate’s personality. This two-step personality analysis offers accurate results that facilitate a professional, psychological diagnosis.

Evaluation | The corroborated results of the PEP are evaluated in a multi-dimensional analysis procedure, in which the 16 personality factors are combined in a so-called polarity profile. This personality profile offers an illustrative overview over an individual’s traits, and permits well-founded statements about a candidate’s characteristics and capabilities. Individual profiles can also be compared with average profiles of selected test persons, so that deviations from a norm can be easily identified.