Character and Profession Test
How the Scales are Structured
Who Usually Takes This Test?
See How You Compare
Below is a preview of how scores are typically distributed across each scale.
Example Questions From the Test
- A) often
- B) rarely
- C) no, because I write them down
- D) I do not think about this
- warm-hearted
- responsible
- cheerful
- disciplined
- I like to be the center of attention.
- I feel uncomfortable.
- I usually feel bored.
- I have difficulty finding something to talk about.
Character and Profession Test - Description and methodology of the test
People considering a change of direction, comparing work environments, or trying to understand recurring strengths may use the Character and Profession Test when weighing practical questions about their interests and working preferences. It connects everyday choices, reactions, and career interests with character tendencies. As a personality and career test, it can prompt reflection on how those tendencies may interact with different work demands.
What This Assessment Explores
Eight character tendencies inform possible work preferences. The career personality assessment offers signals, not a fixed identity. Its dimensions are:
- Original, Impulsive, and Hyperthymic each use 0-12; Low 0-4, Moderate 5-9, High 10-12. In that order, they reflect unconventional thinking and individualism, creativity, bold action with irritability or inflexibility, and energetic sociability with low tolerance for routine.
- Pedantic uses 0-12; Flexible 0-4, Balanced 5-9, Very meticulous 10-12. It reflects neatness, responsibility, and formalism; ambiguity may feel stressful.
- Goal-Oriented, Anxious, and Demonstrative each use 0-12; Low 0-4, Moderate 5-9, High 10-12. In that order, they reflect persistent conviction with possible conflict, caution and worry under risk or social intensity, and expressive recognition-seeking with difficulty in methodical work.
- Emotive uses 0-12; Low 0-3, Moderate 4-6, High 7-12. It reflects sensitivity, responsiveness, and empathy with possible difficulty making firm decisions.
Methodology and Scientific Basis
The items use four-option self-report choices about social reactions, decision-making, interests, clothing, leisure, values, and preferred occupations. This format lets you select the description that feels most characteristic, while the result organizes responses into separate profile dimensions rather than one overall score.
Rezapkina's 2011 work and Lichko's account of character accentuation are conceptual sources for the themes assessed here. The questionnaire is not presented as that published instrument or as a documented adaptation of it. Holland's vocational-personality theory offers a complementary lens for considering how personal tendencies may relate to work environments.
The displayed career personality profile provides descriptive bands, but the questionnaire does not state a normative sample, reliability estimates, clinical cutoffs, or a complete published scoring key showing how every answer contributes. Interpret it by comparing your preferences with actual experience, skills, responsibilities, and workplace demands.
Self-report is sensitive to current mood, self-presentation, and self-awareness. A profile can support reflection and discussion, but it cannot by itself establish ability, occupational success, or a clinical condition or diagnosis.
- Rezapkina, G. V. (2011). Accentuation and Career Choice. School Technologies, No. 1, 170-179.
- Lichko, A. E. (1983). Psychopathies and Character Accentuation in Adolescents (2nd ed.). Medicine, Leningrad.
- Holland, J. L. (1997). Making Vocational Choices: A Theory of Vocational Personalities and Work Environments (3rd ed.). Psychological Assessment Resources, Odessa, Florida.
- Holland, J. L. (1959). A Theory of Vocational Choice. Journal of Counseling Psychology, 6(1), 35-45. 10.1037/h0040767
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