Do you need to be “tested”?

Do you need a Personal Profile or a cognitive test?

On this page you will find answers to the most common questions regarding the use of personality tests and cognitive testing tools. How are they used? What do they mean to you? And what you are entitled to in the process?

A PeopleTools person profile paints a picture of a person’s traits, preferred behaviors, drivers and motivation expressed in different factors. The profile provides a nuanced and unique picture of the person, expressed in easy-to-use language. The profile is the basis for a targeted dialog that qualifies decisions on e.g. hiring, team composition, adjusting job content and responsibilities, etc.

A PeopleTools cognitive test is used to give an indication of a person’s ability to solve complex problems and handle information. The test, along with other tools, provides a good basis for an overall assessment of a person’s potential to succeed in a job.

If you are unsure about the process or how your profile is stored or used, you are always welcome to call PeopleTools on +45 70 27 72 70.

What is feedback?

Feedback “reads back” what the profile shows and tells about you. You will have the opportunity to identify with the profile and nuance the picture with examples that either confirm the profile or add new nuances.

The benefits of the feedback can be:

  • New insights and understanding of your personality and behavior
  • A language to express strengths, weaknesses and challenges
  • Realizations and reflections about your work life and perhaps thoughts and ideas for action

Your profile allows the PeopleTools certified to form different and nuanced ideas about you in certain situations – including how you think, act and feel. The profile does not determine anything definitive about you, but gives the PeopleTools certified person the opportunity to ask you some questions about your behavior in different situations. Through these questions, you and the PeopleTools certified person will investigate, explore and uncover what’s right for you.

A cognitive test is often not given much time in the feedback. The result is used as part of the assessment and there is typically little need for conversation about it. However, you can expect the consultant to put some words to your answer and listen to how you experienced taking the test. You may not get a report or an exact number on your answer. It’s not a requirement and often giving exact numbers to the respondent can have a negative effect on the process.

We don’t test – we profile

Despite its name, a personality profile or personality test is not a test you can fail or pass. Profiling tools, on the other hand, provide a profile/picture of your behavioral preferences, strengths and weaknesses when on the job. So your profile is always OK. If you’re looking for a job, the match between the job and your personal profile can be more or less good in terms of the content and challenges of the job.

A cognitive test, on the other hand, is more of a test that has right and wrong answers. However, as it is only used as one part of a process, you can’t say you need a certain result to pass.

Job interview

The company you are applying for a job with uses PeopleTools’ person profiles and cognitive testing tools in the recruitment process. They want to get to know your personal skills and how they align with your professional skills and the challenges of the job. This ensures a fair and consistent assessment basis for all candidates. You avoid being selected or rejected based on gut feelings alone.

Team building or leadership and talent development

When building or strengthening your team, PeopleTools’ profiles give your team a common language to speak from. Your profile doesn’t become a good or bad profile, but rather a picture of how you are valuable to the team. Your qualities are highlighted through dialog with a PeopleTools certified and other team members. The profiles are also very well used in leadership and talent development.

Who is watching when you’ve filled out a profile?

Only you and the PeopleTools certified person have access to your profile. However, in recruitment contexts, by filling in your profile, you give permission for the PeopleTools certified person to give a presentation of your profile to the hiring committee or manager. Make sure to clearly agree with the PeopleTools certified person how your profile is presented and used.’How is your profile stored?
Your profile is stored electronically and anonymously in the PeopleTools database. We do not store your name, email or other sensitive personal data. The company profiling you may store your profile according to company policy and for as long as it serves a purpose. This is usually 6 months, unless otherwise agreed between the company and you. However, you are entitled to have all physical copies of your profile deleted immediately.

Who’s in charge of your profile?

You are always the one who decides who can view your profile, how your profile is stored and used. The profile is yours.

Once you have completed a Personal Profile, you are entitled to

  • Get a proper introduction and feedback on the profile, including how the results are used in the further process
  • The feedback manager is trained and certified as a PeopleTools profiler
  • Receive a copy of the profile and an introduction booklet
  • Know who has access to the profile and how long it is stored
  • Know that the profile will not be shared with other people without your explicit consent
  • Have all physical material related to your profile shredded
  • Learn about your complaint options

Good advice

Before you need to fill out your profile:

  • It is important that you complete your profile undisturbed. Avoid being tired, unwell or frustrated as this will affect your answer
  • If you are experiencing a personal crisis (divorce, stress, grief, etc.), you should carefully consider whether to create a profile
  • Remember, it is your right to say no to having a profile created

Below your personalized feedback:

  • Be honest with yourself and the PeopleTools certified
  • Speak up if you feel you’ve been short-changed or if you find the topics in the feedback irrelevant
  • Feel free to ask questions about what you’re wondering about
  • Be open and approachable and make the most of the conversation

After your personalized feedback:

  • Contact the PeopleTools Certified if new questions arise or if you need to clarify something from the interview

Myths about personal profiles

“The certified person can see through who I am and read my mind”

No – the certified person can only make assumptions about your behavior in certain situations.

“The profile measures my intelligence”

No – A profile does not measure intelligence or skills and therefore does not have a score.

“I have to answer a certain way for the profile to show I’m real”

No – Answer as honestly and spontaneously as possible. The profile doesn’t show whether something is good or bad, right or wrong, only your preferences.

“I am assessed and selected based on the profile’s performance”

No – You will never be selected or rated based on profile performance alone. You should always have personalized feedback and the opportunity to put your words on the profile’s performance.