Our objective through this work is to determine the possible links between the personality of future young employees and their performance within the company. Today, many countries already use personality testing during the recruitment phase. The interview presents a short interaction that may reflect the candidate knowledge and skills however, there are many other hidden facets such as personality traits that are difficult to measure only by interviewing. In contrast, the right candidate can take the organization to new heights. These mechanisms play a crucial role in the future performances of an institution or a company, as the selection of the wrong candidate can ruin an organization. The mechanisms of professional selection of young graduates in the labour market remain an open debate and involve all stakeholders: students, educational system, companies and administrations. Thus, the result of this research is an archetypical personality test with content validity confirmed for all 84 statements, ready for application in innovative teams. These original statements were re-formulated and confirmed in a second and third survey. In the first survey, four of the original statements were not confirmed. The survey tested the match between the test items and the archetypes with their corresponding motifs. A survey with n1 = 88 and n2 = 100 German-speaking participants was conducted in January and February 2021.

It uses a quantitative approach to confirm the content validity of the test items. This paper suggests an archetypical personality test as a tool to uncover archetypical roles in innovative teams. Jungian archetype theory allows team members to uncover unconsciously assumed social roles. Personality testing is a popular method to enhance mutual understanding in teamwork settings. For innovation to thrive, different personalities must collaborate effectively in teams.

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