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L.A.B.E.L., the most complete and reliable psychometric test

[ Home > Blog > Psychometric test L.A.B.E.L., the most complete and reliable]

At People & Results we use the psychometric test L.A.B.E.L. (List of Bipolar Adjectives and on Likert Scale). It is a Swiss psychometric instrument, created for exclusive use in the corporate world, as it maps the personality and assesses the potential for future performance of professionals. It was developed at the University of Lausanne in Switzerland and has been in Brazil since 2003.

Why the L.A.B.E.L. is the most complete and reliable psychometric test?

This happens due to some differences:

  • The focus is on personality. Personality mapping identifies what the person truly is, unlike tests that map learned behavior;
  • Depth. The psychometric test L.A.B.E.L. measures 102 scales, which goes far beyond the superficiality of other tools that limit the individual to half a dozen characteristics;
  • Validity. The L.A.B.E.L. it is superior to the other tests, because through the control indexes it identifies manipulation;
  • Differentiation. Without labeling the individual, the L.A.B.E.L. displays dashes instead of types;
  • Multiplicity. The L.A.B.E.L. uses 15 proven and widely known psychological theories;
  • Trustworthiness. The instrument has an average reliability of 0.92, a value far above most market tests around the world.
  • Precision. The result is calculated using the functional method, which means that all responses are used in the calculation of all scales, minimizing any bias caused by a distorted self-image;
  • Consistency of interpretation. The results are presented in a raw form, which means that oranges are not compared with bananas, as is the case with tests that only bring a standardized result;
  • Reference population. It is based on the responses of 21,168 thousand Brazilian executives (when the test is applied in Brazil).
  • Perpetuity. Your map, when valid, is perennial. That is, the same report can be consulted and used forever.

Personality X learned behavior

Personality is our essence, our nature, what we do effortlessly, spontaneously and naturally. So, when looking at personality, we see what the person has as an abundant characteristic to deal with the challenge.

The L.A.B.E.L. is underpinned by the very important concept of strength management, as it takes into account the individual’s personality and natural abilities. So when the focus of development is on natural strengths the potential progress space is 11 times greater compared to the effort if the focus is on the evolution of weaknesses.

When a person has that lacking characteristic in their profile, but has learned to have a certain way of behaving to cope with the context, they play a character all the time. Doing this in a punctual situation is the famous “that sucks, but it’s part of it”. But doing it all the time, every day, has a negative impact on your happiness level.

Therefore personality must be used as a basis for identifying potential, something that mapping learned behavior is almost impossible. Competing using natural personality puts the professional at an advantage. There is a gain in satisfaction, resourcefulness in doing and happiness both with the result and on the way to get there.


The tool maps the profile from a questionnaire that contains 260 adjectives. Through the use of multiple linear functions, the result of the 102 personality traits of the individual is then calculated. The analyzed items are part bipolar and part unipolar. Since they are arranged on a 5-point Likert scale, plus a sixth option that despises both adjectives.


The psychometric test L.A.B.E.L. it is the only psychometric tool that has control indices that identify conscious or unconscious manipulation attempts. This increases the confidence of the results and makes the tool the most powerful and robust on the market.

What’s the point of applying any other test, even cheaper, since the tool is unable to tell if whoever was on the other side cheated, lied, hid, messed up or exaggerated when describing himself? This is throwing money in the trash. Without the confidence indicator, you see the person the way they want to be seen, which is often different from what they really are, especially when it comes to the professional universe.

So the L.A.B.E.L. they can tell if the test is valid or invalid, if the individual has tried some kind of manipulation, what the mood is at the moment and even if he is unmotivated or sad. In short, nothing goes unnoticed!

Type x dash

Another very relevant aspect of a tool is the way to interpret the results. People have commonalities, so labeling them by types can make sense in grouping situations.

The tool can be type or dash. Type tools put the individual on one side or the other, considering only the extremes. The stroke tool puts it on a scale, where we see the intensity of each feature, that is, you have white on one side, black on the other and all the gray scales in between.

Type tools classify people into 16 types on average. This means that the report presented to the mapper is ready, even with the nuances and details of your profile. In practice, whoever applies a type tool receives a binary report, for each characteristic the person is one way or another. Since a true trace tool never presents a ready report. This happens because it is necessary to analyze for each characteristic its intensity and its interdependence with the others. So one of the riches of the L.A.B.E.L. is that no report is the same, neither the graphic nor the textual part.

It is crucial to use a trace tool when trying to differentiate between people. For example, in cases of selection, promotion or succession, having clarity about the polarity and intensity of each trait is essential. In this way, two candidates of the same type have their differences highlighted, indicating exactly which one has the greatest potential for a given challenge.


Profile tests are usually based on one or another theory. The L.A.B.E.L. is the most complete personality mapping test on the market by using 15 proven psychological models.

The different psychological models found in the L.A.B.E.L. are:

  • The “BIG FIVE” (Norman & Goldberg);
  • Transactional analysis (E. Berne);
  • Professional personality (Holland);
  • Welsh cognitive styles (Welsh);
  • Theory of needs (Murray);
  • ACL – Scales of the Adjective Check List of (Gough);
  • DSM IV Axis 2 estimate – Strack (Millon) scales;
  • The 9 types of the Enneagram (Ichazo);
  • DISC (William Moulton);
  • MBTI (Myers-Briggs);
  • Scales of the unified biosocial model (Cloninger);
  • The Theory of the 4 Hippocratic Temperaments (Hippocrates);
  • CPI – California Personality Inventory (Gough);
  • Professional dimensions (F. Gendre);
  • Defense mechanisms and humors (F. Gendre).

Precision, the psychometric test L.A.B.E.L.

Usually the tools calculate the result using the classic method. That is, when you ask on a scale of 1 to 5 if the person likes red, and they answer 5, the report will bring up red as something that represents them very much. In the L.A.B.E.L. the calculation is done using the functional method, that is, in addition to asking about the preference in relation to red, it also asks about how much the person identifies with pink, burgundy, orange, brick color and so on. Therefore All answers are used to calculate the result of the person using linear multiple functions. This means that if the person gave 5 for red plus 1 and 2 for other similar colors, your report will give a result for red less.

Thus, the way of processing the answers and arriving at the result even shows points that the person is unaware of in relation to himself. That’s where the biggest contribution to self-knowledge comes in, is the person receiving the result and saying “Gee, I didn’t even know it was like that”. The tool captured precisely the areas of ignorance of the person about himself.

Theories used as the basis of the functional method:
• TRI or IRT (Rash);
• MMPI (Starke R. Hathaway and JC McKinley);
• Principles of control indices (F. Gendre).

Interpretation consistency, raw vs standardized result

At the L.A.B.E.L. the results are delivered in their raw form, without putting the respondent in “boxes”. Then the test delivers a personalized report to each respondent, taking into account the intensity of all their characteristics.

Think of a population in your surroundings. First of all, consider that we measured the height of each person and arrived at 1.50 m for the shortest person and 2.05 m for the tallest. Because by plotting this on a graph, we find that it is a normal distribution curve.

When standardizing the measurement, the smallest result is equivalent to 0 and the largest to 100, with the average being 50. That is, if we are talking about height, it is obvious that this zero is relative. ZERO only indicates the person with the lowest result in that population, after all, not even a newborn has zero centimeters.

When the measurement becomes the level of creativity, for example, this concept of relativity is forgotten. And that’s when the instrument is interpreted in a distorted way. Raw results indicate the exact reality of what was measured. As well as standardized results lead to perception and decision distortion. Therefore, before interpreting the result of an instrument, check whether the results are real or relative.

Reference Population

The L.A.B.E.L. was created for use in the corporate world. So those who do it have as a basis for comparison the average of the responses of 21,168 thousand Brazilian executives. The reference population changes according to each country, thus having a faithful and adequate sample for each reality.

Remembering that the results follow a different logic of the school. While having its characteristics below or above the average, these isolated data say nothing. For example, if your result shows that you are above average in terms of creativity, it means that you are more creative than the average Brazilian executives, and the intensity of this characteristic will show if you are a little more creative or if you are a out of the curve.

Now, to know if it is good or bad, it will depend on your objective. Do you have super high creativity and will you work developing advertising campaigns? Great, go ahead. Or do you have this predominant characteristic, but want to work with accounting? In this case this trait is an anchor for your goal and insistence on it will surely lead to unhappiness.


The personality is quite stable, because it rarely changes after it’s formed. So your report, being validated, is perennial. In conclusion, it is the end of the need to do and redo tests. L.A.B.E.L. valid is a lifelong decision support compass. Which saves money, time and energy.

Who is it for?

The psychometric test L.A.B.E.L. it makes sense if you are looking to manage your career, the career of your team, those you lead or if you work as HR. It makes the management to be done in a completely different way, because we abandon that model of management of weaknesses, which keeps trying to see if the guy improves a little bit and puts the person precisely in the position where he naturally stands out . In this way, all investment in development, training and evolution achieves a much superior result.

So once you get to know him, you’ll never be able to see the other tests with the same eyes again. Because it really has remarkable potential to transform and evolve the lives of professionals, that’s what we hear every day here at People & Results.

When to use psychometric test L.A.B.E.L.?

  • Selection;
  • Potential Mapping;
  • Coaching;
  • Succession planning;
  • Career Guidance;
  • Tailored retention and development.

Published in September 2022.

AUTHOR [Danielle Amate]