How the tests work

The questions are written for ProfileMap on the basis of open models of personality: the Big Five (openness, conscientiousness, extraversion, agreeableness, emotional stability), DISC (a model of behavioural style), Schwartz's theory of basic values, and self-determination theory (kinds of motivation). The 16 Types test follows the familiar four-axis idea.

The models and these questionnaires are different things. The Big Five, Schwartz's theory of values and self-determination theory are well studied in psychology; DISC and 16 Types are widely used in practice, with a thinner research base. The questions here were written anew for ProfileMap: they are not the official published instruments, and no separate validity study has been run on them. That is why the site does not call them validated, and why it lists no studies: there is nothing to cite about these particular questionnaires.

• Each statement is answered on five steps: strongly disagree (1), disagree (2), neutral (3), agree (4), strongly agree (5).
• Statements worded in the opposite direction are flipped first (a 5 counts as a 1), so a higher number always means more of the scale.
• For each scale the answers are averaged and stretched to 0–100: (average − 1) ÷ 4 × 100, rounded.
• Emotional stability is the Big Five neuroticism scale turned around: a higher score means steadier.
• The same answers always give the same scores, in every language of the site.

50 is the middle of the scale. You end up near 50 if your answers are mostly “neutral”, or if your agreements and disagreements balance out. It is not “the average person”: the numbers are not compared with anyone.

A 70 means your answers lean towards the high end of that scale. It does not mean you are above some share of people. There is no reference sample behind these numbers, so the site does not use percentiles, “above average” or “rare” about a score.

Each of the four axes is scored like any other scale. A four-letter type is shown only when all four axes are at least 10 points from 50. When some are closer, the site shows the letters that are clear and a dash for the rest, or no type at all: it does not pick a side from a tie.

• They are self-reports: a snapshot of how you see yourself today. Mood, context and the wording of a question all move the answers.
• Answering “neutral” to nearly everything, or agreeing with a statement and with its opposite, makes a scale unreliable. The site flags both.
• The same scale name in two tests (for example conscientiousness in the Big Five and in DISC) is measured with different questions, so the two scores are not interchangeable.
• Of these models the Big Five has the strongest research base. DISC and 16 Types are widely used in teams and coaching, but the research behind them is thinner.
• A translation can shift the meaning of a question slightly.
• The results are not a diagnosis and not a basis for decisions about hiring, treatment or anyone's rights (see the terms of use).

The paid readings are written automatically by an AI model. It receives your scores only, not your individual answers, and is instructed to describe tendencies, to write modestly where scores sit near the middle, and not to cite studies, give percentages for jobs or say what another person thinks. It can still be wrong or too general, and it is not the opinion of a psychologist.