Blog. The Wartegg Test in Recruitment and Personnel Selection: A Complete Guide to Assessing Candidates More Accurately

Talent selection goes far beyond reviewing CVs or conducting interviews. Human Resources departments now seek tools for deeper insight into candidates’ personalities, behavior and potential. One of the most widely used tests for this purpose is the Wartegg Test.

In this guide, discover what the Wartegg Test is, how it works, what each quadrant evaluates and how to integrate it correctly into modern recruitment for better decisions.

What is the Wartegg Test?

The Wartegg Test is a projective personality test developed by German psychologist Erik Wartegg. It aims to identify psychological traits, behavioral patterns and personality tendencies through drawings made by participants.

The assessment consists of a sheet divided into eight boxes containing simple graphic stimuli—dots, lines or shapes. Candidates complete each space by creating a drawing from these stimuli.

Unlike technical tests, the Wartegg Test measures neither knowledge nor work experience. It provides supplementary information on aspects such as:

• Adaptability.
• Emotional intelligence.
• Analytical capacity.
• Interpersonal relations.
• Level of initiative.
• Conflict management.
• Workplace Motivation.
• Creativity.

That's why many organizations have been using it as their support during their recruitment processes.

Why do companies use the Wartegg Test in recruitment?

A key recruitment challenge is determining whether someone will truly fit the organizational culture and job requirements.

Although an interview reveals part of a candidate’s personality, some behaviors or characteristics may not be apparent in a conversation lasting only a few minutes.

The Wartegg Test helps recruiters obtain additional information about:

Assessment of adaptation potential

It allows us to identify how an individual responds to ambiguous or unstructured situations, something common in many currently occurring work environments.

Identification of soft skills

Aspects such as leadership, teamwork, communication, organisation and emotional management can be reflected in the graphic patterns developed by the candidate. 

Complements other assessments

The Wartegg Test should not be used as the sole hiring criterion. It is most valuable when combined with competency-based interviews, technical tests and psychometric assessments.

Reduction of bias in selection

When analyzing behavioral indicators beyond physical appearance, experience or communication skills, it can give an additional perspective in talent assessment.

What Does Each Quadrant of the Wartegg Test Assess?

Each of the eight pictures is associated with specific dimensions of the personality.

Quadrant 1: Self-concept

Assesses the person’s perception of themselves.

Recruiters usually analyze:

• Personal safety.
• Trust.
• Self-esteem.
• Self-image.

This quadrant can provide clues about how the candidate faces new challenges and responsibilities.

Quadrant 2: Relations and affectivity

It explores how the individual interacts with other people.

Helps identify:

• Empathy.
• Social awareness.
• Need for Belonging.
• Communication skills.

It's especially important for jobs that require customer care, leadership or collaborative work.

Quadrant 3: Goals and aspirations 

Measures the level of motivation and achievement orientation.

It can offer clues about:

• Professional ambition.
• Target planning.
• Perseverance.
• Competitiveness.

It's useful for commercial, management and leadership positions. 

Quadrant 4: Emotional Management 

It relates to unconscious aspects and how a person faces pressure situations.

The evaluators note:

• Emotional stability.
• Reaction to uncertainty.
• Stress management.
• Tolerance to frustration.

These variables are critical in high demand work environments.

Quadrant 5: Energy and Action 

It evaluates the capacity to channel personal resources to implementation.

The following factors have been analysed:

• Initiative.
• Dynamism.
• Persistence.
• Reaction capacity.

That's an important indicator for commercial and operational positions.

Quadrant 6: Reason and analysis

Examines how a person processes information and solves problems.

Can reflect:

• That's logical thinking.
• Analytical capacity.
• A mental organization.
• Conflict resolution.

It's especially valued in administrative, financial and engineering areas.

Quadrant 7: Labour relations 

It allows for an assessment of the willingness to collaborate and to build links within an organization.

Indicators noted are:

• Teamwork.
• Cooperation.
• Social integration.
• Adaptability to the group.

That directly affects the work climate. 

Quadrant 8: Adjustment to the Professional Environment

It measures how a person relates to organizational norms, processes and structures.

Recruiters can identify:

• Level of autonomy.
• Adherence to Procedures.
• Flexibility.
• Capacity for adaptation.

That quadrant is usually especially important during selection processes for corporate positions.

How to correctly administer the Wartegg Test in a recruitment process?

To obtain reliable results, it is important to follow an appropriate methodology.

1. Define the post profile

Before administering any assessment, Human Resources must identify the position’s critical competencies.

For example:

• Leadership.
• Attention to detail.
• Problem solving.
• Performance oriented.

That will allow them to be interpreted within the appropriate context.

2. To explain clearly the instructions

The candidates should be aware that:

• The artistic quality of the drawing isn't evaluated.
• There are no right or wrong answers.
• They have to complete all eight pictures spontaneously.

A clear explanation reduces anxiety and improves the validity of the test.

3. To set a reasonable time

The application usually ranges from 20 to 30 minutes.

The test should be performed in a quiet and distraction free environment.

4. Analyzing results with trained personnel

Interpreting the Wartegg Test requires specialized knowledge in organizational psychology and personnel assessment.

The conclusions should be based not only on an isolated drawing but also on an integrated analysis of all quadrants.

5. To complete with other tools

Recruitment best practices indicate that the Wartegg Test should be used alongside:

• Competency-based interviews.
• Psychometric tests.
• Assessment Center.
• Technical evaluations.
• Labour references.

That allows a more complete and objective vision of the candidate.

Advantages of the Wartegg Test for Human Resources

It reveals aspects that are difficult to detect in an interview

Some behavioral traits aren't always clear during a structured conversation.

It's quick to apply

The evaluation can be completed in less than half an hour.

Facilitates the identification of soft skills

Aspects such as leadership, initiative and adaptability can be seen through professional analysis of results.

Provides supplementary information for decision-making

When used correctly, it helps to strengthen talent selection and development processes. 

Limitations of the Wartegg Test

Although widely used, it also has some limitations.

• It doesn't itself predict work performance.
• It requires specialist interpretation.
• It can be influenced by temporary emotional factors.
• It should not replace interviews or technical tests. 

There is even debate among Human Resources professionals and candidates about how much weight this test should carry in recruitment processes. The current trend is therefore to use it as a complementary tool rather than the sole selection criterion. 

Conclusion: beyond a test, an integral vision of talent

The Wartegg Test remains one of the most widely used recruitment and selection tools because it provides valuable information on candidates' personality, motivations and behavioral style.

Nevertheless, its true effectiveness lies in using it as part of an integrated evaluation strategy. Combined with structured interviews, technical tests and psychometric evaluations, it can help human resources professionals to make more informed decisions and increase the chances of hiring the right talent for each organization.