SHAPE : Personality Evaluation

Evaluate the personality of your candidates and colleagues with our SHAPE questionnaire.

  • What is the objective of this questionnaire?
  • How is it constructed?
  • How do I interpret it?

How do we evaluate personality in the world of work?

Personality ?

Because the personality allows an individual to distinguish themselves in what they can naturally do better than anybody else. Evaluating personality is essential to guarantee professional success of a candidate or colleague.

  • The SHAPE evaluation allows you to evaluate personality and identify what distinguishes someone in what they can naturally do better than others, within a specific work environment
  • It’s constructed using the most internationally recognised model for personality: the BIG 5 theory.
  • It allows you to understand a personality with reference to 20 different dimensions and to anticipate 12 key professional behaviours such as working style, emotional management, and change management.

#1 The purpose of the SHAPE questionnaire

Why evaluate personality?

Personality is what will determine someone’s behaviour in the context of professional relationships, working style and emotional management.

Evaluating personality allows you to anticipate the manner in which a person will behave in a professional environment, whether it be in day-to-day activities, or in situations of stress. As a result, we can be sure that a person’s natural behaviours will fit into their future working environment- without compromising who they really are, which could be detrimental in the long term.

Someone’s personality can be thought of as an individual’s ‘psychological spine.’ It’s what will allow an individual to remain in their comfort zone, yet have the ability to adapt to different situations.



The SHAPE evaluation is based on the most widely accepted and oldest model validated by the international scientific community: The BIG 5 Theory!
This theory came about thanks to the work of numerous renowned work psychologists, such as Raymond Cattell.

The BIG 5 model allows us to describe the personality according to 5 dimensions:

  • Openness – everything relating to creativity and thinking outside the box
  • Conscientiousness- which takes into account all the notions relating to rigour in work and methodology
  • Extraversion- representing the person’s relationships with others
  • Agreeableness- everything relating to empathy and listening
  • Neuroticism-  the emotional dimension, i.e. how we live and communicate our emotions.

#3 Interpret the SHAPE results


Based on the BIG 5 theory you have access to two reports, which allow you to discover the personality of a candidate or employee.

1/ In the ‘complete results’ report

We’re going to be able to describe the personality of a candidate or employee according to 20 personality traits regrouped into the 5 dimensions we find within the BIG 5 THEORY- translated into the following 5 groups;

    • Leadership and influence represent Extraversion in the BIG 5 THEORY
    • Consideration of others, which relates to agreeableness
    • Creativity and adaptability, which relate to openness
    • Rigour in work, which relates to conscientiousness
    • Personal balance, because it sounds nicer than neuroticism 🙂

Within each of these 5 groups, we analyse 4 related personality traits, looking at a total of 20 traits altogether. Each personality trait has a score from 1 to 10, interpreted as follows:

  • Low score (1 to 4) 
  • Average score (5 and 6) 
  • High score (7 to 10)

On any given personality trait, 40% of people score a 5 or 6. On the contrary, only 2% of people score a 1 or 10.

So it’s these high and low scores that are going to differentiate our candidates and identify what makes each person unique.

Average scores can be understood as being traits where behaviours can adapt, depending on the situation.

Attention: a low score is NOT a bad score!!

For example, if the personality trait ‘controls own emotions’ receives a low score, this simply means that this is a very expressive individual.

Similarly, a low score for ‘pays attention to details’ shows that this person can take a more global vision of things.

To learn more about the interpretation of the high/low scores of the 20 personality traits, all you have to do is download our guide « SHAPE – Dimensions Guide ».

2/ In the ‘Key Behaviours’ report:

Based on the SHAPE radar, we analyse 12 key work behaviours, sub-divided into three main domains.

These three areas are:

  • Relations with others
  • Working style
  • Emotional management

This approach allows us to have an easy and quick view which is particulary effective for identifying the working style of the person evaluated. 

Each key behaviour is generated by crossing two of the personality traits we can find on our radar.

These “crossings” (shown as graphs in the report “Key behaviours” SHAPE) allow us to view these different behaviours, one after the other and to have an in-depth and dynamic vision of this persons working style.

For everything you need to know about interpreting these 12 key behaviours all you have to do is download « SHAPE – Key Behaviours Guide ».

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