What is Frontliners' personality test, and how does it work?

Introduction

Frontliners' personality test was developed in collaboration with the Institute for Behavioral Economics at Copenhagen Business School and the University of Chicago. The test combines five scientifically validated psychometric instruments into one cohesive assessment that takes candidates 8-10 minutes to complete.

The Scientific Foundation

The test is built on behavioral economics research that documents connections between specific personality traits and work performance. Each of the five components was selected because they are validated predictors of labor and economic outcomes in academic literature.

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The Five Test Components

1. Big Five Personality Traits (OCEAN Model)

What it measures: The Big Five is the most widely used and validated personality model in psychological research. It measures five fundamental personality dimensions:

• Openness: Curiosity, creativity, openness to new experiences
• Conscientiousness: Organization, reliability, self-discipline, goal-orientation
• Extraversion: Energy level in social contexts, sociability
• Agreeableness: Cooperativeness, trust in others, helpfulness
• Neuroticism: Emotional stability vs. tendency toward negative emotions like stress and anxiety

Relevance for the restaurant industry:

• Conscientiousness is the strongest predictor of job performance across all job types and predicts reliability, punctuality, and quality focus
• Extraversion correlates with customer service quality and ability to thrive in fast-paced, social environments
• Agreeableness shapes team dynamics and the ability to handle guests professionally
• Emotional stability (low neuroticism) indicates ability to handle stressful situations under high work pressure

What it tells you about work ethic: High conscientiousness is the most reliable indicator of diligence, reliability, and consistent effort. People with high conscientiousness show up on time, follow procedures, and deliver consistent quality.

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2. Rosenberg Self-Esteem Scale

What it measures: Self-esteem - a person's fundamental perception of their own worth and competence.

Relevance for the restaurant industry:

• Employees with healthy self-esteem handle feedback and learning better
• Resilience against criticism from guests
• Better ability to take initiative without fearing mistakes
• Healthier handling of rejection and challenges

What it tells you about work ethic: People with balanced self-esteem tend to:

• Take responsibility for their own development
• Seek feedback proactively
• Maintain motivation during challenges
• Be less likely to give up when facing setbacks

Warning: Very low self-esteem can indicate vulnerability in customer-facing roles, while extremely high self-esteem (narcissism) can create collaboration problems.

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3. Rotter's Locus of Control

What it measures: Whether a person perceives their life as controlled by their own actions (internal locus) or by external factors like luck, fate, or other people (external locus).

Internal vs. External control:

• Internal: "My work affects my career" - takes responsibility for results
• External: "Luck determines whether I succeed" - attributes results to external circumstances

Relevance for the restaurant industry:

• Internal locus correlates with proactivity and initiative-taking
• People with internal control actively seek solutions rather than waiting for guidance
• Better handling of personal responsibility for work tasks

What it tells you about work ethic: People with internal locus of control:

• See the connection between effort and results
• Are motivated by their own performance rather than external rewards alone
• Take ownership of both successes and failures
• Are less likely to complain or blame circumstances

Optimal balance: A slight internal lean is ideal - purely internal control can lead to excessive self-criticism, while purely external control can create passivity.

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4. Duckworth's Grit Scale

What it measures: "Grit" - perseverance and passion for long-term goals. Angela Duckworth's research shows that grit is often a stronger predictor of success than talent or intelligence alone.

Two dimensions:

1. Consistency of Interest: Ability to maintain focus on the same goals over time
2. Perseverance of Effort: Endurance and persistence despite challenges

Relevance for the restaurant industry:

• The restaurant industry has high employee turnover - grit identifies people who will stay
• Ability to work through busy periods and stressful shifts
• Persistence in mastering new skills (menu knowledge, systems, procedures)

What it tells you about work ethic: Grit is perhaps the most direct indicator of work ethic:

• People with high grit don't give up when tasks become difficult
• They maintain long-term goals (e.g., becoming a bartender, sous chef)
• They're less likely to leave the job at the first challenge
• They invest time in continuous improvement

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5. Baron-Cohen's "Reading the Mind in the Eyes" Test

What it measures: Social intelligence - the ability to read and understand other people's emotional states based on their eye expressions.

Test format: The participant sees images of eyes and must identify the correct emotion or mental state from four options.

Relevance for the restaurant industry:

• Ability to read guests' moods and needs proactively
• Better handling of dissatisfied or stressed guests
• Stronger team communication through understanding colleagues' signals
• Critical for quality service without explicit instruction

What it tells you about work ethic: While this test doesn't directly measure diligence, it identifies:

• Employees who can anticipate needs (proactive rather than reactive)
• People with better collaboration skills
• Those who can adapt their behavior to social situations
• Ability to read when a guest needs attention vs. space

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How the Test Predicts Work Ethic

The Combined Profile

No single test can perfectly predict work performance, but the combination provides a robust picture:

Strong indicators of work ethic:

1. High conscientiousness (Big Five) → Reliability, structure, diligence
2. Internal locus of control → Sense of responsibility, proactivity
3. High grit → Persistence, endurance, long-term goals

Complementary factors: 4. Balanced self-esteem → Resilience and willingness to learn 5. Social intelligence → Efficiency in customer interactions

What the Test Does NOT Do

Important to understand:

• The test does not replace job interviews or references
• It measures potential, not experience or specific skills
• Cultural fit is best assessed through personal contact
• Some excellent employees score atypically

Recommendations:

• Use the test as a supplement to your existing process
• Identify patterns among your best current employees
• Consider the industry's specific requirements (fine dining vs. fast food have different profiles)

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Practical Application in Frontliners

For recruitment:

• View applicants' test results before job interviews
• Compare with profiles of your best current employees
• Identify potential strengths and development points to discuss

For employee development:

• Understand individual motivation factors
• Adapt communication to employees' profiles
• Identify training needs based on personality traits

For team composition:

• Balance extroverts and introverts on the same shift
• Pair employees with complementary strengths
• Avoid teams with widespread low grit or external locus

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Scientific Validation and Ethics

Research background:

The test battery was compiled by the Institute for Behavioral Economics based on decades of psychological and economic research. Each component has documented validity in peer-reviewed literature.

Data handling:

• Test results are personal and must be treated confidentially
• Employees/applicants have the right to view their own results
• The test must be activated under "Show personality profiles" in settings
• All users are informed that test results may be shared with employers

Ethical considerations:

• The test does not discriminate based on protected characteristics
• Results should be supplemented with human judgment
• No "wrong" profiles - only different strengths
• Transparency toward candidates about the test's purpose

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Time and Resources

Test time: 8-10 minutes per candidate
Result review: Immediate access in the Frontliners platform
Implementation: No special training required

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Conclusion

Frontliners' personality test provides you with a scientifically grounded tool to identify candidates most likely to demonstrate:

• Reliability and punctuality
• Persistence under pressure
• Proactive work approach
• Strong customer service skills
• Long-term employment relationships

By combining five validated tests, you gain nuanced insight that goes far beyond the resume and gives you a head start in building stronger teams in your business.