- 50 Personality MCQs
Ready to use
About the test:
The Big Five personality test (also known as the OCEAN personality test) is based on the Big Five model, which defines human personality as the combination of 5 key personality traits: Openness, Conscientiousness, Agreeableness, Extraversion and Neuroticism (OCEAN).
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The Big five personality test can help recruiters:
The insights generated from this assessment can be used by recruiters and hiring managers to identify candidates with strong personality traits. This Big Five Psychometry Test is ideal for helping recruiters identify which candidates have the right personality fit to do well on the job.
Traditional assessment tools use trick questions and puzzles for the screening, which creates a lot of frustration among candidates about having to go through irrelevant screening assessments.
The main reason we started Adaface is that traditional pre-employment assessment platforms are not a fair way for companies to evaluate candidates. At Adaface, our mission is to help companies find great candidates by assessing on-the-job skills required for a role.Why we started Adaface ->
We have a very high focus on the quality of questions that test for on-the-job skills. Every question is non-googleable and we have a very high bar for the level of subject matter experts we onboard to create these questions. We have crawlers to check if any of the questions are leaked online. If/ when a question gets leaked, we get an alert. We change the question for you & let you know.
With Adaface, we were able to optimise our initial screening process by upwards of 75%, freeing up precious time for both hiring managers and our talent acquisition team alike!
Brandon Lee, Head of People, Love, Bonito
The most important thing while implementing the pre-employment Big Five Personality Test in your hiring process is that it is an elimination tool, not a selection tool. In other words: you want to use the test to eliminate the candidates who do poorly on the test, not to select the candidates who come out at the top. While they are super valuable, pre-employment tests do not paint the entire picture of a candidate’s abilities, knowledge, and motivations. Multiple easy questions are more predictive of a candidate's ability than fewer hard questions. Harder questions are often "trick" based questions, which do not provide any meaningful signal about the candidate's skillset.
Email invites: You can send candidates an email invite to the Big Five Personality Test from your dashboard by entering their email address.
Public link: You can create a public link for each test that you can share with candidates.
API or integrations: You can invite candidates directly from your ATS by using our pre-built integrations with popular ATS systems or building a custom integration with your in-house ATS.
Adaface tests are conversational, low-stress, and take just 25-40 mins to complete.
This is why Adaface has the highest test-completion rate (86%), which is more than 2x better than traditional assessments.
The Big Five Psychometry Test or The Big Five (OCEAN) Personality Test measures scores on what it perceives as the five main dimensions of a candiate's personality traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness).
The big 5 personality traits are:
Conscientiousness: This trait represents thoughtfulness, impulse control, and goal-directed behaviours. Candidates who score high on Conscientiousness are organized, hard-working and persevere to get the job done.
Extraversion: This trait is easily identifiable and represents how much someone gets energized in the company of others. Candidates who score high on extraversion are outgoing, assertive, friendly, and active.
Agreeableness: Candidates who score high on Agreeableness are cooperative, trusting, polite, and compassionate. They are more inclined to be helping other people.
Neuroticism: Neuroticism is a physical/ emotional response to stress and perceived threats in day-to-day life. Candidates who score high on Neuroticism worry, are irritable, or are easily stressed. The opposite of this trait is called Emotional Stability.
Openness to Experience: This trait tries to encompass insight & imagination. Candidates who score high on Openness to Experience are keen to learn and experience new things.
You can read about the big five personality traits and how they relate to job performance.
A research study has discovered that 50% of individuals face a different outcome the second time they go through the Myers-Briggs exam, regardless of whether it's taken only a few weeks after the initial test. So the test is not reliable.
Many experts have assessed the old but famous Myers-Briggs and discovered it to be off-base and self-assertive. You can read more about why the Myers-Briggs test is baseless.
The Big Five Personality Test is the most scientifically validated and reliable psychological model to measure personality. The Big Five model has been proven to measure individual personality traits accurately.
Multi-measure tests are the most accurate way of assessing candidates. For best results, you can pair the big 5 personality test with an aptitude test since the big 5 personality test cannot singularly tell you whether a candidate is fit or unfit for a job.
Candidates are asked a series of phrases, which they can agree or disagree to, on a scale of 1 (Strongly disagree) to 5 (Strongly agree). Based on their answers, the results will show you where each candidate lies on the spectrum for each of the five personality traits.
Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify.
We have the following anti-cheating features in place:
Read more about the proctoring features.
The primary thing to keep in mind is that an assessment is an elimination tool, not a selection tool. A skills assessment is optimized to help you eliminate candidates who are not technically qualified for the role, it is not optimized to help you find the best candidate for the role. So the ideal way to use an assessment is to decide a threshold score (typically 55%, we help you benchmark) and invite all candidates who score above the threshold for the next rounds of interview.
Each Adaface assessment is customized to your job description/ ideal candidate persona (our subject matter experts will pick the right questions for your assessment from our library of 10000+ questions). This assessment can be customized for any experience level.
Yes, it makes it much easier for you to compare candidates. Options for MCQ questions and the order of questions are randomized. We have anti-cheating/ proctoring features in place. In our enterprise plan, we also have the option to create multiple versions of the same assessment with questions of similar difficulty levels.
No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.
You can check out our pricing plans.
Yes, you can sign up for free and preview this test.
Here is a quick guide on how to request a custom assessment on Adaface.