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Research indicates that an appropriate match between person and job leads to numerous beneficial outcomes, such as a reduced risk on burnout, increased job satisfaction and job performance. The BasicProfileScreen (BPS) is a vocational personality questionnaire, constructed with the specific aim of assisting organizations in employee selection and coaching job seekers in vocational choices by assessing nine vocational personality traits and matching personality profiles with job requirements.To date, little is known of the psychometric properties of the BPS. The goal of the current study is to fill this gap by assessing the psychometric properties of the rating scale version of the BPS. In particular, we will evaluate the reliability of the BPS, by computing a lower bound to reliability and the test-retest reliability of the BPS scales. Further, convergent validity will be assessed by verifying predicted correlations between BPS scales and the scales of six other questionnaires. Finally, in order to assess the construct validity of the BPS, a principal component analysis (PCA) will be conducted. Lower bound to reliability, test-retest reliability and validity estimates of the empirical scales, resulting from the PCA, will be calculated as well. In general, participants were recruited via email and facebook. First-year psychology students were recruited as well, in exchange for course credits. Data were collected by submitting two questionnaires to the participants across a time frame of six to seven months. The first part of data collection consisted of an online questionnaire containing the BPS and six other questionnaires relevant for calculating the convergent validity of the BPS. Participants who completed the first questionnaire were invited by email to fill out the second online questionnaire containing the BPS.The current study yields first evidence for an adequate reliability and convergent validity of the theoretical scales of the BPS. The principal component analysis yields evidence for only six principal components while the theoretical assumptions underlying the BPS assume the existence of nine principal components. The reliability and convergent validity of the principal component scales can be interpreted as good. The current study should be considered as a first step in the validation process of the rating scale version of the BPS. Further research can focus on a thorough item analysis and item adaptation and can conduct a confirmatory factor analysis to verify current principal component structure. Application of the rating scale version of the BPS in vocational settings can be based upon matching observed BPS personality profiles (patterns of scale scores) with reference BPS personality profiles. Thus, conducting a profile analysis can be considered as an important second part of the validation process of the BPS.