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Kantoorgebouw De Blend

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3532 AD Utrecht (NL)

Personality

Work-related Personality Inventory

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Quick Facts WPI-N

  • icon_globe

    Language

    NL | EN | DE | FR

  • icon_learn

    Level

    Advice (N=5629), Selection (N=1514)

  • icon_clock

    Time

    35-45 minutes

  • icon_money

    Credits

    125

  • Alpha-grijs

    Reliability

    Advice
    Scales = 0.90
    Factors = 0.97

    Selection
    Scales = 0.88
    Factors = 0.96

Quick Facts WPI-I

  • icon_globe

    Language

    NL | EN | DE | FR

  • icon_learn

    Level

    Advice (N=861), Selection (N=526)

  • icon_clock

    Time

    40-50 minutes

  • icon_money

    Credits

    125

  • Alpha-grijs

    Reliability

    Advice
    Scales = 0.80
    Factors = 0.87

    Selection
    Scales = 0.77
    Factors = 0.85

The Work-related Personality Inventory (WPI) is a comprehensive personality questionnaire that can be applied in both selection and advice procedures.
Characteristics are:

  • Differentiated outline of work-related personality traits
  • Compact descriptive report
  • Link to competences
  • Highly reliable
  • Large and representative norm groups
  • Validity sufficiently proven
  • Available in three variants: normative, ipsative and compact

adaptief-testen-en-1

Areas of application

The WPI can be applied to all issues whereby insight into personality is important. Many professionals use the WPI for all kinds of assessments, coaching and career advice situations.

Development

The WPI has been developed on the basis of the needs of assessment psychologists and the Big Five personality theory. That has resulted in a number of important improvements in the HR working area.

Conscientiousness is known to be an important factor for assessing someone’s way of working and performance. The WPI makes a distinction between two Conscientiousness factors, namely Exuberance and Structure. This enables you to distinguish between the precise side and the conscience-driven side of Conscientiousness. That is important, because these scales are a good indicator of successful performance. But it enables you to place a different focus according to the job position. For example, many account managers are driven but not always precise. For them, it is all about the bigger picture. For other job positions, it is exactly the structure side and eye for detail that is much more important, such as for Controllers.

In addition, there are a number of differences with traditional Big Five questionnaires that make the WPI eminently suitable for an assessment programme. For example, Influence forms a separate factor, with scales such as Dominance, Status, Competition and Self-assurance.

You have access to three WPI variants:

WPI Normative
In the normative version, the candidate indicates the degree to which he recognises himself in a statement. This questionnaire has two norm groups, one for advice situations and one for selection situations.

WPI Normative Example

WPN-EN

WPI Ipsative
We constructed an ipsative WPI version at the request of our clients. In this version, candidates have to choose between two possible answers. This questionnaire is less susceptible to ‘faking good’ and socially desirable responses. Some advisors prefer to use this ipsative version in selection procedures for this reason.

WPI Ipsative Example

WPI-EN

WPI Compact
All questions have been translated to the B1 language level for the WPI Compact. This version also achieved good results with candidates with an A2 language level. It means this questionnaire can be applied to candidates with lower language proficiency levels or lower educational levels.

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Would you like some advice regarding the tests?

Feel free to contact us at +31 (0)88 49 59 000 or ask your question via the chat