Updated personality reporting

We continuously improve our products based on research, user feedback and developments in assessment practice. This time we’re updating our reports for our personality questionnaires Personality Full and Personality Compact. Our reports will become easier to use, more informative, and provide for more in-depth feedback conversations.

A clearer way to compare candidates and discuss results

Applies to:

We’ve divided the personality profile into 2 views:

  1. Comparison view — For candidate comparison and hiring decisions. This view enables direct comparison between candidates and helps clarify whether a score is genuinely high or low relative to others.
  2. Individual view — For feedback, coaching, and development purposes. Candidates will recognize their score because it is based directly on their responses. This enhances the quality of feedback discussions, coaching sessions, and similar activities, while also ensuring candidate recognition and acceptance of the results.

Because the 2 views answer different questions, they can sometimes point in different directions. A candidate might describe themselves as high on a trait yet score around average in the Comparison view, simply because the reference group described themselves in much the same way. In other words, the Individual view describes the candidate on their own terms, while the Comparison view shows how they differ from others.

Each view has its own purpose, which is why the report shows both, and you can pick the format that best fits the conversation you’re having.

The two new personality profile views, Comparison and Individual

New and improved feedback content

Applies to:

Our new feedback structure is divided into 5 sections that appear for every trait/aspect, at every score level:

  1. Definition — A definition of the trait/aspect, so it’s clear exactly what the scale measures.
  2. Score description — An improved description of the candidate’s result, explaining what their score means and their expected behavior. This is the exact same text that the candidate sees in their report.
  3. Example statements — Two self-report statements that make the result concrete. Written for the report, never lifted from the live item pool. Helps giving a clearer sense of what the candidate responded to and how they got their score.
  4. Potential advantages — How the candidate’s typical behavior may contribute positively and where this pattern tends to help, including at the low end of the scale.
  5. Potential watchouts — Possible risks and things to be aware of, and how the candidate’s typical behavior could create challenges, reduce their effectiveness or require development.

A numerical score rarely tells the full story. By providing examples of potential implications, the results become easier to interpret and provide a better starting point for meaningful feedback conversations.

The new personality feedback structure for admins

Directness has been replaced by the trait Consideration

Applies to:

Personality Full has received a new personality trait. Consideration is the tendency to phrase things carefully, take others’ feelings into account when raising difficult matters, and give weight to social harmony when deciding what to say.

(A Directness score and a Consideration score are not comparable. Do not read one across to the other, and do not treat a change between report versions as a change in the person.)

An improved Openness to perspectives and Open-mindedness

Applies to:

We’ve updated all items related to these scales so that they focus on openness to different ideas, viewpoints and ways of thinking, curiosity about other perspectives, and willingness to take them seriously. The result is a more precise measurement and clearer, better-targeted feedback and reports.

Reusing assessment results

Applies to:

Candidates can normally reuse their results if they have completed the test earlier. This update introduces an exception that only applies to Personality Full in certain cases.

Since we are making substantial improvements to two traits in Personality Full, candidates who have completed tests with the old traits cannot reuse their results. After completing the new version of the questionnaire, they can of course reuse these results as normal.

Personality Compact is not affected by this update, and candidates can reuse these results as normal.

Updated reuse results dialog to candidates

LAST UPDATED: 23.09.2026