Preferences,
personality test

The "Preferences®" personality test assesses five personality preferences. Each preference can be understood as an "Appetence" and a "Competence".

I'll take the test!

Vocational guidance counselors
Trainers wishing to run training courses
Recruitment manager

Who is this test for?

The "Preferences®" test is for anyone over 25 who wants to find out more about themselves, so they can make decisions in harmony with their true personality. It is also for :

Vocational guidance counselors:

To help people make the right career choice ("choose a profession or type of company that matches your personality"),
Recruitment managers :

Who want to take personality into account when selecting candidates, with the aim of achieving a better match between candidate and position,
Trainers wishing to run training courses:

On the themes of personality and team cohesion, designed to help you get to know yourself and others better.

This test can also be used in management coaching to help managers better understand their own personalities and those of their colleagues, so that they can adapt their attitudes and posture more effectively .

Dimensions assessed

The "Preferences®" personality test assesses five personality preferences. Each preference can be understood as an "Appetence" and a "Competence". This means that each "Preference" highlighted by the test reveals the actions and postures in which the person finds most pleasure and performs best.

Social preference

The type of interaction preferred by people and their level of intensity (relational dose).

Receptive preference

Preferred way of perceiving the world (abstract or concrete), as well as an appetite for creativity and projects.

Emotional preference

The preferred way of making decisions (rational or empathic) and the way of dealing with conflict.

Behavioral preference

The level of energy deployed by the person in daily life, with a preference for intense, medium or calm rhythms.

Environmental preference

The way you organize your daily life, giving priority to organization or adaptation to circumstances and events.

Social preference

The type of interaction preferred by people and their level of intensity (relational dose).

Receptive preference

Preferred way of perceiving the world (abstract or concrete), as well as an appetite for creativity and projects.

Emotional preference

The preferred way of making decisions (rational or empathic) and the way of dealing with conflict.

Behavioral preference

The level of energy deployed by the person in daily life, with a preference for intense, medium or calm rhythms.

Environmental preference

The way you organize your daily life, giving priority to organization or adaptation to circumstances and events.

Interest and added value of the test

For the person taking the test personally

Benjamin Franklin once wrote: "There are three things extremely hard: steel, diamonds and knowing yourself". Better self-knowledge also means a better ability to make decisions in line with who you really are.

Taking the "Preferences®" test helps people gain a better understanding of themselves, and helps them develop self-confidence, self-esteem and assertiveness.

It also helps us to make decisions that are more consistent with who we really are, whether in a professional or personal context.

As part of a career guidance program

Knowing one's personality is a decisive factor in finding the right career path. It's only by working in a profession that's in tune with your personality that you'll find fulfillment and happiness in your work.

"Preferences® is a powerful tool for identifying one's inner personality and, ultimately, the professions and professional environments that best suit a person. It's also a tool that enables us to better understand the causes of unhappiness or burnout. When a person takes this test, everything becomes clearer about the reasons why, in a given situation, he or she felt good and was successful, and why, in another situation, he or she felt bad and was a failure.

Please note that there is a version of "Préférences®" for young people (aged 15-25).

For recruitment :

For the recruiter, this test helps to identify the personality and deep-seated preferences of the candidate he/she is considering recruiting, as it measures five dimensions, each grouping two possible preferences, and gives a valid quantitative indication of this large ensemble. Its 88 questions minimize the chances of the candidate resorting to social desirability bias (candidates may be influenced by the desire to please or to present themselves in a better light) in the recruitment phase. This tool is also an aid to understanding employees' work styles, in order to place them in positions that suit their skills and preferences.

By using this tool, the employer will be able to encourage personal and professional development, by identifying areas in which the employee could develop further. Communication within the team can be improved if managers use these results to adapt to employees' profiles and/or to inform employees about their colleagues, enabling them to better understand them.

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Order a single test

Preferences, personality test

Who is this test for?

Dimensions assessed

Social preference

Receptive preference

Emotional preference

Behavioral preference

Environmental preference

Social preference

Receptive preference

Emotional preference

Behavioral preference

Environmental preference

Interest and added value of the test

For the person taking the test personally

As part of a career guidance program

For recruitment :

Preferences,
personality test