INL-2 Questionnaire Test

Understand whether someone feels most at ease leading processes or executing tasks in just 5 minutes. Get a clear work orientation profile to place roles, guide development, and tailor coaching fast.

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Questions: 225 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

29122 views

1847 completions

1597 likes

Scale Explorer

How the Scales are Structured

example score

5/9

Information (I)

Measures preference for an informational work environment focused on processing and analyzing information.

Low

Moderate

High

0 – 3: Low | 4 – 6: Moderate | 7 – 9: High

A score of 5 indicates a moderate preference for informational work, suggesting comfort with information processing tasks without a strong specialization toward them.

example score

4/9

People (P)

Measures the extent to which a person prefers professional activities involving interpersonal interaction and working with people.

Low people-focus

Moderate people-focus

High people-focus

0 – 3: Low people-focus | 4 – 6: Moderate people-focus | 7 – 9: High people-focus

A score of 4 suggests a moderate preference for interpersonal aspects of work, with people-oriented tasks being acceptable but not dominant.

example score

4/9

Objects (O)

Measures preference for work environments focused on interacting with physical objects, equipment, or tangible materials.

Low object focus

Balanced / versatile

High object focus

0 – 3: Low object focus | 4 – 6: Balanced / versatile | 7 – 9: High object focus

A score of 4 suggests a balanced, flexible orientation with no strong preference toward object-focused work environments.

example score

5/9

Operational Efficiency (OE)

Measures how strongly a person regulates their work operationally and how quickly they adjust actions in response to changing conditions.

Low responsiveness

Balanced responsiveness

High responsiveness

0 – 3: Low responsiveness | 4 – 6: Balanced responsiveness | 7 – 9: High responsiveness

A score of 5 indicates a balanced level of operational regulation, with generally steady task execution and the ability to adapt when circumstances change.

example score

2/9

Strategies (S)

Measures the tendency to regulate activity through strategic planning and long-term goal orientation.

Tactical focus

Balanced planning

Strategic focus

0 – 3: Tactical focus | 4 – 6: Balanced planning | 7 – 9: Strategic focus

A score of 2 suggests a stronger reliance on immediate tasks and short-term decisions than on long-term strategic planning.

example score

4/9

Execution (E)

Measures the strength of preference for taking on executor roles focused on accurate task performance and following established requirements.

Low execution preference

Typical execution preference

High execution preference

0 – 3: Low execution preference | 4 – 6: Typical execution preference | 7 – 9: High execution preference

A score of 4 falls in the typical range, suggesting an average inclination toward executor-style work that aligns with common professional norms.

example score

4/9

Management (M)

Measures the strength of preference for managerial and leadership-oriented activities in professional work.

Low

Moderate

High

0 – 3: Low | 4 – 6: Moderate | 7 – 9: High

A score of 4 indicates a moderate managerial preference, suggesting some interest in leadership tasks but not a strongly dominant orientation.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and talent teams

41%OF USERS

They use it to match people to roles, plan development, and improve hiring or internal mobility decisions by clarifying leadership vs execution preferences.

Employees planning careers

34%OF USERS

They take it to understand whether they are more energized by managing processes or by precise task execution and to choose a fitting next step.

Team leads and managers

25%OF USERS

They use it to allocate responsibilities, set autonomy and control levels, and build balanced teams based on work-orientation profiles.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

Discuss with
an AI Psychologist

Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.

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Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

Information (I)

Average

2.7

Normal range

1 — 4.3

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

People (P)

Average

6.6

Normal range

5.3 — 7.9

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Objects (O)

Average

5.2

Normal range

3.5 — 6.8

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Responsiveness (R)

Average

2.9

Normal range

1.6 — 4.3

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Strategies (S)

Average

4.7

Normal range

3.6 — 5.8

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Execution (E)

Average

3.4

Normal range

2.2 — 4.5

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Management (M)

Average

6.2

Normal range

4.6 — 7.8

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

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CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It measures professional orientation, including preference for leadership versus execution roles, degree of autonomy and control, and preferred work environments. Results indicate which aspects of work are most attractive and comfortable.

How long does it take to complete and how many items are included?

Completion typically takes about 5 minutes. The questionnaire includes 22 items.

How should responses be selected?

Select the option that best reflects typical behavior or preference, not an ideal or expected answer. Use the same reference frame across all items.

What can the results be used for?

Results support role selection, career planning, and adjustment of motivation and training goals. They help match individuals to tasks, levels of responsibility, and work settings.

How are results interpreted?

Responses are scored using an author-developed model that yields a profile across multiple orientation factors. Interpretation focuses on patterns across scales rather than any single item.

WHAT THE TEST MEASURES

About This Assessment

INL-2 Questionnaire Test

career guidance

The INL-2 Questionnaire is a brief self-report measure used to describe work-related orientation and preferred role functioning (e.g., emphasis on directing/organizing versus structured task execution). It is intended to support rapid profiling of occupational preferences in applied settings.

The instrument contains 22 items and typically requires about 5 minutes to complete. Items assess preferences regarding autonomy and control in work activity and the types of task environments or objects a respondent is more inclined to work with. Results are commonly summarized as a profile that can inform role fit discussions, career planning, training focus, and related personnel decisions. The INL-2 Questionnaire is attributed to R. B. Cattell, Paul T. Costa Jr., and Robert R. McCrae.

Author: Paul T. Costa Jr., R. B. Cattell, Robert R. McCrae

Literature: Suler, J. The psychology of cyberspace. In R. Kraus, J. Zack, & G. Stricker (Eds.), Online counseling: A handbook for mental health professionals. Academic Press. 2004.; Holland, J. L. Making vocational choices: A theory of vocational personalities and work environments (3rd ed.). Psychological Assessment Resources. 1997.

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