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Likable Person Test: Find Out If You’re Actually Likable - Or Just Tolerated

By Wakie Team
January 5, 2026

About the Likeable Person Test

Stop guessing based on surface-level traits. This 60-second assessment uses Princeton’s Stereotype Content Model to reveal how the world actually perceives your intentions (Warmth) and your status (Competence).

  • 100% Free & Scientific
  • No credit card required
  • Instant Social Profile

The Science Behind Likable person test

This test is a 12-item adaptation of the SCM framework by Susan Fiske, published in the Journal of Personality and Social Psychology and hosted by the NIH.
Unlike standard 'likability' tests that lump everything together, Fiske’s model demonstrates that 82% of our social judgment is based on just two independent dimensions:

  • Warmth: Your intentions. Are you kind? Are you honest? Are you a friend or a foe? This is the primary assessment we make for our own safety.
  • Competence: Your capability. Can you act on your intentions? Are you intelligent? Are you effective?

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Archetype Insights

Below, you can explore detailed recommendations for your specific archetype to complement your test results. We have delved deeper into the original research to break down the "social mechanics" of your profile and understand exactly how the world perceives your status and intentions.
  • The Social Star 🌟
    High Warmth / High Competence

    The Halo Effect Paradox
    Your primary challenge isn't a lack of skill; it's that your charisma "blinds" those around you. When everything looks effortless, people subconsciously devalue the hard work behind your results. If you don't show the grit behind the grace, your competence becomes an invisible ghost.

    The Growth Path: Introduce "Rational Friction." Don't be afraid to challenge an idea with data-backed dissent. When you break your streak of being "agreeable" to protect a project's quality, your professional authority instantly materializes in the eyes of your peers.
  • The Kind Soul 🧸
    High Warmth / Low Competence

    The Emotional Labor Trap
    You are often perceived as a "safe harbor," but there is a hidden cost: leaders are usually viewed with a degree of healthy friction. As long as you only provide warmth, you risk remaining a "useful resource" in the eyes of others rather than a strategic power player.

    The Growth Path: Shift your narrative from Support to Agency. Practice replacing "How can I help?" with "I need X to hit our common goal." Explicitly stating your requirements forces others to stop seeing a helper and start seeing a driver.


  • The High Achiever🚀
    Low Warmth / High Competence

    The Excellence Gap
    Your success creates a natural, often unintended distance. Most people aren't "cold" to you because they dislike you - they are intimidated by the bar you've set. Without a bridge of shared vulnerability, your "perfect" exterior can make it impossible for others to truly trust or align with you.

    The Growth Path: Use the "Visible Seam" technique. Share the messy middle of your process, not just the trophy at the end. When people see the effort and the "failed drafts" behind the win, they stop viewing you as a competitor and start seeing you as a mentor they want to follow.
  • The Lone Wolf 🐺
    Low Warmth / Low Competence

    The Social Friction Deficit
    You operate in a social "blind spot" not because you lack value, but because you create zero social friction. You are so autonomous and self-sufficient that others literally have nothing to "hook" onto. To the collective, you’ve become part of the background noise - functional, but invisible.

    The Growth Path: Create "Interface Points." Whether it's taking a firm stance on a niche topic or sharing a specific professional goal, you need to become a "noticeable obstacle" in the social field. Give the group a reason to engage with your presence rather than just working around it.

Is my social archetype permanent?

No. Stereotypes and social images are malleable through framing.

  • Perceived warmth can be increased by framing your goals as cooperative rather than competitive.
  • Perceived competence can be shifted by highlighting status, skills, or ambitious goals.

Questions Overview

1. People perceive me as a trustworthy person who keeps their word.
2. In group settings, I am seen as a friendly and approachable individual.
3. My primary focus is to cooperate with others rather than compete for resources.
4. Others describe my personality as sincere and genuine.
5. I am viewed as someone with good intentions toward my peers.
6. People feel a sense of mutual trust when working or socializing with me.
7. I project a sense of capability in everything I do.
8. People respect my intelligence and my ability to solve complex problems.
9. I am perceived as a highly skilled individual in my professional or personal field.
10. I demonstrate the confidence needed to achieve my goals.
11. Others see me as an efficient person who gets things done.
12. My social status or prestige reflects my high level of competence.
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