Frequently Asked Questions
The Five-Factor Model, the gold standard for personality assessment, originated in the psychological and academic communities. It is an empirical assessment, not based on theories like some commercially well-known assessments, but is derived from applying factor analysis (a statistical technique) to common language descriptors of personality. The Five Factors generalize across subjects, observers, variables, factor-analytic algorithms, languages, and cultures. Jane and Pierce Howard were the first researchers to write and publish an article about the Five-Factor Model in a trade journal in 1995. The model was first shared with the corporate world in the early 1990s and continues to win market share and converts from theoretical assessments.
We offer the WorkPlace assessment in:
My company has been using the Myers-Briggs Type Indicator (or DISC, etc.) and is satisfied. Why should we change?
The Five-Factor Model is what researchers are using—it is more precise and goes beyond “types,” which cover a small percentage of the population. Organizations and consultants assert that the WorkPlace Big Five Profile™ offers greater depth and insights in a cohesive reporting framework. Simply put, the Five-Factor Model addresses an individual’s uniqueness in a profoundly insightful way that many other assessments do not.
Primary applications for consultants and organizations include:
- Team building
- Leadership development
- Succession planning
- Management/supervisory training
- Career development
- Sales training
- Conflict management
- OD interventions
The WorkPlace Big Five Profile™ has an average coefficient alpha (a measure of reliability, or consistency) of .83 – one of the highest in the industry. The test-retest correlation from first to second administration across the five supertraits averages .88. Both assessments comply with International Test Commission standards.
To see a thorough review of psychometric properties of the WorkPlace and School Big Five Profiles™, see Section 6 of the Professional Manual for the WorkPlace Big Five Profile™ and Section 5 of the Professional Manual for the SchoolPlace Big Five Profile™.
Absolutely. While developing the WorkPlace Big Five Profile™, employment attorneys thoroughly reviewed the test to ensure it was legally appropriate for hiring and selection.
There are only two reasons that courts might find fault with using personality trait assessments for hiring: 1) poor tests and 2) improper application. In other words, you could be liable if you use a test that is poorly constructed. Or you could be liable if the test administrator administers the test improperly, handles results improperly, or doesn’t understand how to statistically analyze or interpret the tests.
The psychometric properties and overall test construction of the WorkPlace Big Five Profile™ are highly regarded in the academic and professional communities. Additionally, our certification programs are designed to ensure individuals are fully competent to use the WorkPlace Big Five Profile™ for a variety of human resources, organizational development, and workforce needs.
To see a thorough review of the WorkPlace Big Five Profile’s™ psychometric properties, see Section 6 of the Professional Manual for the WorkPlace Big Five Profile™.
The Five-Factor Model suggests personality traits are genetic. Does this mean then that we take on similar traits as our parents?
Roughly 60% of our personality makeup is genetic, and roughly 40% is affected by the environment. So we inherit a majority of our personality and environmental circumstances influence the rest.
We primarily offer personality/behavioral assessments for the workplace, as well as personality/behavioral assessments for students ages 12 to 22. We also offer consulting services that apply information from our assessments and published material for work and school applications.
These services include:
- Executive coaching
- Leadership development
- Succession planning
- Job profiling/validity studies
Please contact us for additional information on our services.
Dr. Pierce Howard and Jane Howard have authored several works that offer an abundance of knowledge on applying the Five Factor Model of Personality:
- The Owner’s Manual for Personality at Work
- The Owner’s Manual for Values at Work
- The Owner’s Manual for Personality from 12 to 22
- The Owner’s Manual for the Brain
- The Owner’s Manual for Happiness
- Professional Manual for the WorkPlace Big Five Profile™ 4.0
- Professional Manual for the SchoolPlace Big Five Profile™ 4.0
- Professional Manual for the WorkPlace Performance 360°™
- Professional Manual for the WorkPlace Values Profile™
To purchase any of these publications, contact us.
Because it is:
- Based on the Five-Factor Model—the benchmark in measuring personality.
- Designed for a variety of human resource and organizational development applications.
- Psychometrically rigorous—based on a scientifically-backed model and not theory.
- Fast and simple. It is administered online and only takes 10 to 15 minutes to complete.
- Clear and concise. Reports use graphical representation to enhance understanding and self-awareness for both individuals and teams.
- Reasonably priced compared to competitor assessments of similar caliber.
- A deep dive. Popular, in-depth special topic reports, such as the Leader and Teamer are available by using a person or group’s WorkPlace questionnaires.
- Supported by Paradigm Personality Labs’ commitment to superior customer service.
- Widely used. It has a very strong seal of approval: The Center for Creative Leadership uses the WorkPlace in its flagship leadership development programs.
The best way to understand the benefits the WorkPlace offers is to take the assessment yourself! Contact us to find out how you can take the WorkPlace Big Five Profile™ 4.0.
The WorkPlace Big Five Profile™ is classified as a Level B psychological test by the American Psychological Association. As such, the WorkPlace™ requires:
- Individuals becoming certified through our WorkPlace Big Five Profile™ Core Certification Program.
- Individuals who meet the minimum requirements may apply to Paradigm Personality Labs for qualification approval to use the WorkPlace products. The minimum requirements are at least an undergraduate degree in psychology or related field, with courses completed in tests and measurements (psychometrics), educational or psychological statistics, and/or test interpretation. Qualified individuals are required to purchase and read the Professional Manual for the WorkPlace Big Five Profile™ 4.0 prior to administering assessments.