There are over 2,500 approaches in psychometry in the US and we can find a hundred circulating in Canada. So, what is the difference between the MPO personality inventory and the other psychometric evaluations (psychometric tests) available on the market? In the context of our business solutions with the MPO approach (Management et Performance Organisationnelle), it goes without saying that we frequently get asked this question. In fact, many wonder what makes the MPO solution presented by Créacor stand out.
Let us be clear, the common and unavoidable element to every approach in the field of psychometry is the reference to the famous “Big Five”; a model that has, since the 80s, been known for its stability and notoriousness.
As for the MPO solution, it includes other fields of study. We count among them originality, spontaneity, assertiveness, extraversion, as well as weighting (the person’s rhythm) and the individual’s adaptability to their professional environment.
The noteworthy difference is precisely the concept, not of personality test, but in fact of personality inventory. As defined in the Merriam-Webster, a “test” means to “[measure] the skill, knowledge, intelligence, capacities, or aptitudes of an individual or group”. In other words, there is in all likelihood a potential for failure!
However, the approach of the MPO solution borrows the concept of “personality inventory”, which reflects an identification that is neutral and without judgement of the motivational needs of a respondent. No matter whether the individual is highly creative or very clearly pragmatic, the MPO solution casts no judgement in the analysis of the candidate or employee who has completed the personality questionnaire.
Unlike the personality test, the inventory has the virtue of not being perceived as menacing in the participants’ eyes. The psychometric evaluation thus becomes a simple and efficient tool for the clients to better grasp the motivation sources of their personnel. In consequence, it reinforces the managers’ mobilization quality which ensures a better productivity and retention of personnel within their teams.
It is also important to point out that most of the methodological approaches available on the market only have one scale of normative evaluation. This approach is known for being more general and less precise. However, the MPO methodology relies on two dimensions: the relative scale and the normative scale.
Also on the methodological aspect, most personality tests use questionnaires with forced choices. The respondent thus has no other choice but to select the answer closest to their personality. The personality inventory of the MPO solution, however, offers a spectrum of nuances in the answer options available to the respondents.
Through the evaluation, it is crucial to grasp not only the respondent’s motivational needs, but also to finely define the profile of the job. In the eventual context where there would be a major gap between the individual’s traits (in hiring or endowment) and the target profile of the job, more in-depth evaluations will be required. It will notably be necessary to evaluate the potential difficulties that this candidate could encounter during their mandate. Plus, it will be essential to measure the risks connecting the personnel’s inadequacy and the position to fill.