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

By Wakie Team
January 5, 2026

About the Likable 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?

Take our free likable person test in 2 mins

Likable person test

  1. People perceive me as a trustworthy person who keeps their word.
    Rate these statements from 1 to 5
    12345
    1Not at all like me
    3Occasionally like me
    5Exactly like me

  2. In group settings, I am seen as a friendly and approachable individual.
    12345
    1Not at all like me
    3Occasionally like me
    5Exactly like me

OK

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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.

FAQ

What exactly does the Stereotype Content Model (SCM) measure?

The SCM is a psychological framework that identifies two fundamental dimensions of social perception: perceived warmth and perceived competence.

  • Warmth evaluates a person's intentions: are they a friend or a foe?.
  • Competence evaluates their ability to act on those intentions.

Together, these two dimensions account for approximately 82% of how we judge others in social spaces.

Why are Warmth and Competence considered the "Big Two"?

When we encounter someone new, our brain prioritizes two survival-based questions:

  • Intent: Does this person come to cooperate or to compete and exploit?.
  • Capability: Can they actually carry out their intentions?. Warmth is typically judged first because knowing if someone is dangerous is more urgent than knowing if they are effective.

How do people decide if I am "Warm" or "Competent"?

These judgments are often "accidents of history" based on social structures.

  • Warmth is inferred from relationship structures: cooperation breeds trust and warmth, while competition breeds distrust and perceived coldness.
  • Competence is inferred from status: people naturally assume those with high-status jobs, economic success, or prestige are more competent.