Marty's Personality Assessment is designed to give insight into how individuals typically think, feel, and behave in professional settings. This model captures five broad dimensions of personality: Openness to experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism (often referred to as Emotional Stability).
We use a scientifically validated, self-report questionnaire based on the 50-item IPIP (International Personality Item Pool), which represents the Goldberg (1992) markers for the Big Five factor structure. This approach ensures a balanced combination of reliability, validity, and practical application.
How to Read the Results
Each trait is displayed as a position on a continuum between two poles (e.g., Practical ā Imaginative). Candidate results show where they fall compared to a large benchmark sample of over 15,000 English-speaking adults.
Results are not binary. Individuals are not labeled as simply an "introvert" or "extrovert"āthe score reflects a relative preference.
All scores are valid. There are no right or wrong results. Different traits are useful in different roles or environments.
Interpreting Each Trait
Each trait is accompanied by a description of observed tendencies based on the candidate's score. These descriptions are written to provide context and insight into likely workplace behaviors and preferences. They are not evaluative or prescriptive.
Understanding a Result: Example
"The candidate shows a low level of extraversion. When extraversion is low, individuals tend to be introverted. Introverts often have a rich inner world of thoughts and ideas and are prone to deep thinking and analysis. They generally prefer deep engagement over extensive social interactions and find value in individualism. They can be reserved in social interactions.
The candidate is likely to:
Prefer quieter work environments.
Prefer written communication
Prioritize deep work over social interactions
Prefer individual tasks."
This description provides a narrative summary of how the individual is likely to behave based on their score. It helps contextualize the result by connecting it to real-world preferences and tendencies.
For instance, a low score on extraversion does not mean the candidate is antisocial. Rather, it highlights a preference for introspection, independent tasks, and a quieter work environment. This kind of trait might be highly beneficial for roles that require deep concentration, writing, analysis, or creative thinking.
Each result also includes practical behavioral indicators, making it easier to link the personality dimension to workplace habits or needs. These statements are not absolute predictions but are helpful generalizations that provide a starting point for understanding the candidateās natural tendencies.
Disclaimer
Our team is committed to continuously improving the accuracy and relevance of our benchmark data. We regularly review and update the normative information behind the assessment to ensure it reflects current population trends and maintains scientific validity. As our sample grows and diversifies, these updates help us deliver fairer and more representative comparisons.
This personality assessment is based on self-report responses, meaning it reflects how individuals perceive themselves at the time of taking the assessment. Results may be influenced by temporary factors such as mood, stress, or recent experiences.
The information provided is descriptive, not diagnostic. It should be used for general insight and development, not as the sole basis for critical decisions such as hiring, promotion, or mental health evaluation.
If comparisons are made, they should only be within the same population, as trait distributions and interpretations may vary across groups and cultures.
It is recommended to use these results alongside other methods such as interviews, feedback, and performance evaluations for a more complete understanding of an individualās potential and fit.