PARADIGM FiT In Personality Profile
Are you looking for a personality test which is:
- scientifically solid?
- accurate?
- easy to relate to competency models?
- instead of labelling people, it highlights motivational areas for development?
If you answered yes to the questions above, you have found a suitable tool from the BCF.
FiT In™ Professional Personality Profile, the "Five Trait Inventory" is an advanced personality test, based on the "Big Five" theory and developed for corporate HR use.
FiT In™ is an HR development tool, it gives your key staff higher self-awareness and highlights development areas. It also provides an effective selection reference tool, in short, FiT In™ helps select those people that can best work and grow with your organization.
Application fields:
- Development needs analysis
- Training and coaching
- Assessment centres
- Recruitment
- Selection
- Career planning, succession planning
Major benefits:
- Higher self-awareness
- Realistic personality development objectives
- Better recruitment decisions
- Increased performance due to better individual understanding - job fit
- Enhanced performance due to the right blend of personalities within work teams
- Increased effectiveness due to selection of suitable leaders
| DISC® | MBTI® | 16PF | FiT In™ | |
| Origin | Developed in the 1930’s in the USA, by William Moulton Marston | Developed in the 1940’s in the USA, by Katharine Cook Briggs and Isabel Briggs Myers based on the personality theory of Carl Jung (1921) | Developed in the 1940’s in the USA, by Cattell James | Developed 2001-2003 based on the latest advancements in personality testing (Big 5 and fundamental factor-analysis research by Samuel Goldberg (1993)). |
| Psychological model | 4 Dimensions that establish 16 typical Patterns | 4 Dimensions that establish 16 Types | 16 factors that establish a continuous comprehensive profile | 26 specific Scales grouped in 5 broad Dimensions to establish a continuous comprehensive profile |
| Resolution | Typemodel Patterns are rough, each pattern broad and complex. Therefore, if a person does not belong very clearly to one pattern, interpretation becomes difficult, because it is hard to grab the meaning of mixed types. |
Typemodel Types are rough, each type broad and complex. Therefore, if a person does not belong very clearly to one type, interpretation becomes difficult, because it is hard to grab the meaning of mixed types. |
Trait- Model. Each trait is independently defined. |
Trait-Model. Each scale is independently defined. This way FiT In® is capable of generating an original, unique and distinctive Profile for basically every Human Being on the Planet. |
| Purpose | Identifying certain emotional reaction-patterns a person shows in certain environments. Mainly self-oriented perspective. Results shall help the individual to better cope with his/her own patterns. | Identifying the basic way a person behaviourally and intellectually approaches his/her environment. Mainly social approach. Results shall help a person to better get along especially with other people. | Identifying the mental health and preferences a person shows in everyday life. Mainly social approach. Results shall help a counselor to better know the individual behaviour. | Designed to support the HR Management processes of modern corporations. Identifying work related behaviour-patterns and tendencies. Social as well as self-oriented approach. Results shall help both the company and the person to recognize his/her real professional potential an realize it. |
| Corporate Fields of use | Self-Management | Self- and Team-Development | Self-Development and mental diagnosis. | Recruitment, Succession-Planning, Self- and Team-development |
| Summary | Long and well established tool with widespread additional publications. But as being developed in the USA of the 1930s it is kind of the Ford T-Model of Personality-Tests. Further there is no possibility for customizations. |
Long and well established tool with widespread additional publications. But as developed in the USA of the 1940s it faces similar limitations as DISC: Maybe the VW Beetle of Assessment. Also no possibility for customizations. Not recommended for recruitment. |
Long and well established tool with widespread additional publications. But the main usage is to help counsellor and psychiatrist. Not recommended for recruitment. | An advanced and modern Test, developed with a broad spectrum of corporate applications and special reports in key areas of recruitment and HR-development. Web based, on-line system. Comprehensive user manual, user training and additional consulting is available. |
