WW Personality Test FAQ
Personality Test Frequently Asked Questions
Here are answers to frequently asked questions about the World Wide Personality Test
Personality can be defined as a combination of an individual’s unique systems of thinking, patterns of emotions, and sets of behaviors. You may have heard many different terms to try and describe personality characteristics such as soft skills, noncognitive traits, essential skills, cross-cutting capabilities, interpersonal skills, social and emotional learning (SEL), and others.
A well-established model for understanding personality is called the Big Five Factor Model (BFF). The BFF model suggests that there are five major dimensions of personality traits: Openness (Curiosity), Conscientiousness (Work Ethic), Extraversion (Communication Style), Agreeableness (Teamwork), and Emotional Stability (Stress Tolerance). It is a particularly robust and consensual scientific model, having been the topic of nearly one hundred meta-analyses in education, workforce, human development, mental health and wellbeing, clinical psychology, and economics. Indeed, it is currently the model used by the OECD in much of its recent policy work around social and emotional learning skills. It is also the main model guiding industrial-organizational psychology applications like personnel selection, upskilling, and succession planning.
Personality can be measured using a variety of different procedures. These include:
- The Self-Report method, where a statement or series of answers to questions provided by an individual as to his or her mental state, feelings, and beliefs, are calculated using appropriately codified rubrics into a series of standardized scores. Self-report methods may be impacted by the honesty and self-awareness of the participant.
- The Situational Judgment Test method, which presents complex work, education, or social situations in a written, video, or narrative format, and requires the respondents to assess the desirability of various action alternatives.
- The Forced-Choice Method, which uses two or more specific response options on a questionnaire or survey, for example “Yes” versus “No” or “Most Like Me” versus “Neutral” versus “Least Like Me”. The method forces the respondent to commit to an actual answer.
- The Peer-Report Method, in which evaluations of a person’s personality are made by a target person’s peers (e.g., classmates, work associates, etc.).
Each approach has noteworthy costs and benefits, including the time it takes to complete the assessment, the level of supervision required, and the stakes the assessment is targeted at (e.g., self-insight versus evaluating the effects of training versus being hired into a job). The WW Personality Test uses the self-report method to provide self-insight and assumes minimally you are providing honest answers.
Upon completion of the personality assessment, answers are scored using an algorithm that compares your scores against the population of test-takers that have completed this assessment previously. The scoring scheme is described in considerable detail in the accompanying score report.
Yes! Scientific research shows us that human brains are “plastic” (malleable) as opposed to “static” (unchanging). In other words, our personalities do change over time, (even if we do nothing purposeful to create that change!). Using science-based, targeted activities, individuals can improve skills related to the five factors of personality. For example, practicing good time-management and organization behaviors can improve your Conscientiousness / Work Ethic. If you are a person who often feels stress in challenging situations, practicing, and mastering specific breathing exercises can help you stave off anxiety and remain calm in difficult circumstances, improving your Emotional Stability / Stress Tolerance.
There are many excellent reasons to take a personality test! One is self-insight, i.e., knowing ourselves a little better. Research shows us that improving the skills underneath these five dimensions of personality leads to better and more successful work and life outcomes. Because we know dimensions of personality can be measured, taking a test to identify strengths and areas for improvement empowers us to better understand what we need to target and develop. For instance, let us say you know you have a strong work ethic, but have difficulty presenting information to others. In this case, you probably do not need to practice completing goals or finishing tasks, but instead, take a class on public speaking to improve your communication skills.
Another reason a personality test may be useful is if you are currently looking for new employment or hoping to add to your employment skills to advance in your career. Employers and hiring managers routinely report they believe a job candidate’s soft skills (getting along with others, attention to detail, transparent communication) are either as important, or more important, than traditional “hard skills.” Understanding areas where you may need improvement, and then practicing behaviors to help develop those areas, can help strengthen you as a jobseeker (and thereafter, help you to be a successful employee and perhaps even, an exemplary leader/employer).
A noncognitive skill from the Five Factor Model of personality, associated with qualities such as intellectual and artistic interest, curiosity, and related terms — the opposite of Closedness on this continuum. Within the WW Personality assessment system its market facing label is Curiosity. Traits typically associated with both low and high performance in this domain are given below:
| Low (Negative) Pole | High (Positive) Pole |
| shallow, unintellectual, unreflective, uncreative, unimaginative, imperceptive, unobservant, dull, unintelligent
|
curious, inquisitive, creative, imaginative, innovative, inventive, contemplative, intellectual, introspective, meditative, philosophical, complex, deep, insightful, perceptive, bright, intelligent, smart, artistic, cultured, refined, sophisticated, worldly
|
Conscientiousness is a major noncognitive factor of the Five Factor Model of personality that reflects the individual’s achievement striving, orderliness, organization, and related behaviors. Notably the combination of disorderly, easy-going, and other related behaviors is seen as the opposite of Conscientiousness on this trait continuum. Within our assessment system its market facing label is Work Ethic. Traits typically associated with both low and high performance in this domain are given below:
| Low (Negative) Pole | High (Positive) Pole |
| lazy, slothful, aimless, unambitious disorganized, haphazard, inefficient, scatterbrained, sloppy, unsystematic, careless, negligent, undependable, unreliable, erratic, inconsistent, unpredictable, forgetful, absent-minded, rash, reckless, indecisive, extravagant, frivolous, nonconforming | achievement-orientated, industrious, persistent, tenacious, ambitious, thorough, planful, orderly, organized, systematic, concise, exacting, efficient, fastidious, self-disciplined, dependable, reliable, responsible, meticulous, perfectionistic, precise, careful, cautious, prompt, punctual, decisive, deliberate, firm, purposeful, dignified, formal, consistent, predictable, steady, economical, thrifty, conventional |
Extraversion is a broad personality trait of the Five Factor Model of personality characterized by outgoing, social, and gregarious behavior. It is seen as the opposite of Introversion on this continuum. Within the WW Personality Test its market facing label is Communication Style. Traits typically associated with both low and high performance in this domain are given below:
| Low (Negative) Pole | High (Positive) Pole |
| inhibited, restrained, seclusive, detached, reserved, secretive, bashful, shy, timid, quiet, silent, untalkative, unsociable, withdrawn, docile, passive, submissive, unadventurous, unaggressive, uncompetitive, lethargic, sluggish, bitter, pessimistic, somber | enthusiastic, spirited, vivacious, zestful, gregarious, sociable, adventurous, playful, communicative, expressive, verbal, carefree, spontaneous, impetuous, uninhibited, unrestrained, active, energetic, vigorous, talkative, verbose, wordy, assertive, dominant, forceful, demonstrative, exhibitionistic, brave, courageous, daring, assured, confident, proud, direct, frank, straightforward, humorous, cheerful, jovial, merry, optimistic |
Agreeableness is a major noncognitive factor associated with the Five Factor Model of personality, referring to the tendency to act in a cooperative, friendly, collegial, unselfish, and non-hostile manner. On this continuum its opposite is disagreeableness. Within the WW Personality Test, we give both its technical name and market facing label (i.e., Teamwork). Traits typically associated with both low and high performance in this domain are given below:
| Low (Negative) Pole | High (Positive) Pole |
| selfish, greedy, self-indulgent, prejudiced, unfriendly, ungracious, unkind, miserly, stingy, inconsiderate, tactless, thoughtless, cranky, cold, impersonal, insensitive, antagonistic, argumentative, combative, harsh, unforgiving, unsympathetic, bossy, demanding, domineering, manipulative, abusive, disrespectful, impolite, rude, scornful, cruel, ruthless, vindictive condescending, pompous, smug, snobbish, boastful, conceited, egocentric, egotistical, deceitful, dishonest, vain, obstinate, stubborn, cynical, distrustful, skeptical, suspicious, caustic, curt, flippant, gruff, surly, crafty, cunning, devious, sly | cooperative, accommodating, helpful, patient, peaceful, reasonable, amiable, cordial, friendly, genial, pleasant, considerate, kind, empathetic, sympathetic, trustful, understanding, lenient, uncritical, undemanding, courteous, diplomatic, polite, respectful, tactful, benevolent, charitable, generous, obliging, humble, modest, selfless, unassuming, ethical, honest, moral, principled, sincere, truthful, affectionate, compassionate, sentimental, warm, earthy, casual, easygoing, informal, natural, relaxed |
Emotional Stability is a major noncognitive factor associated with the Five Factor Model of personality, referring to a calm and resilient temperament. Neuroticism is considered the opposite pole on this continuum. Within the WW Personality Test its market facing label is Stress Tolerance. Traits typically associated with both low and high performance in this domain are given below:
| Low (Negative) Pole | High (Positive) Pole |
| emotional, excitable, temperamental, touchy, unstable, vulnerable, impulsive, defensive, fretful, insecure, negativistic, self-critical, self-pitying, anxious, fearful, nervous, envious, jealous, gullible, naive, suggestible, intrusive, meddlesome, nosey | good-natured, happy, calm, unexcitable, patient, satisfied, impulse-controlled, unemotional, autonomous, secure, temperate, tranquil, self-esteem, self-efficacy, independent, individualistic, moderate |
The answer may be surprising. Openness aside, not much. Being high on Conscientiousness, Agreeableness, and/or Emotional Stability may help compensate for average IQ scores in your educational aspirations and career goals. These factors also may be more important than IQ if your goal is to be satisfied in your life, have positive relationships, and/or avoid financial hardships. Openness is the exception for a fairly clear reason. If you enjoy the arts and sciences, contemplate the mysteries of life, and are philosophical and inquisitive you will obviously engage more in pursuits that will enhance your IQ.