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Big Five Personality 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).

Screen candidates with a 15 mins test

Test duration:  15 mins
Difficulty level:  Moderate
Availability:  Ready to use
Questions:
  • 50 Personality MCQs
Covered skills:
Big 5 traits
Openness
Conscientiousness
Extraversion-Introversion
Agreeableness
Neuroticism

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Adaface skill assessments measure on-the-job skills of candidates, providing employers with an accurate tool for screening potential hires.

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Use the Big Five Personality Assessment Test to shortlist qualified candidates

The Big Five Personality Test helps recruiters and hiring managers identify qualified candidates from a pool of resumes, and helps in taking objective hiring decisions. It reduces the administrative overhead of interviewing too many candidates and saves time by filtering out unqualified candidates at the first step of the hiring process.

The test screens for the following skills that hiring managers look for in candidates:

  • Demonstrating creativity and originality
  • Having a strong attention to detail
  • Being organized and efficient
  • Being outgoing and sociable
  • Showing empathy and compassion towards others
  • Managing stress and handling pressure
  • Being adaptable and open to new experiences
  • Having a strong work ethic
  • Being emotionally stable and resilient
  • Communicating effectively with others
  • Analyzing and problem-solving

Screen candidates with the highest quality questions

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.

How we design questions

Test candidates on core Big Five Personality Hiring Test topics

Openness: Openness is a dimension of personality that reflects a person's willingness to embrace new experiences, ideas, and perspectives. Measuring this skill in the Big Five Personality Test allows recruiters to assess a candidate's level of intellectual curiosity, creativity, and willingness to explore unconventional approaches to problem-solving.

Conscientiousness: Conscientiousness refers to an individual's tendency to be organized, dependable, and responsible. This skill is measured in the Big Five Personality Test because it provides insights into a candidate's work ethic, attention to detail, and ability to follow through on tasks. Recruiters can use this measurement to identify candidates who are likely to be diligent, reliable, and committed to achieving goals.

Extraversion-Introversion: The extraversion-introversion dimension measures an individual's level of sociability, assertiveness, and preference for external stimulation. Including this skill in the Big Five Personality Test helps recruiters identify candidates who are energized by social interactions, enjoy being the center of attention, and excel in roles that require collaboration and networking.

Agreeableness: Agreeableness reflects an individual's tendency to be compassionate, cooperative, and accommodating towards others. This skill is measured in the Big Five Personality Test to assess a candidate's interpersonal skills, ability to work well within a team, and propensity for maintaining harmonious relationships. Recruiters can use this measurement to identify candidates who are likely to be empathetic, diplomatic, and supportive in their interactions with colleagues and clients.

Neuroticism: Neuroticism refers to the tendency to experience negative emotions, such as anxiety, moodiness, and insecurity. Including this skill in the Big Five Personality Test allows recruiters to gauge a candidate's emotional stability, resilience, and ability to handle stress. This measurement can help identify candidates who are likely to remain calm under pressure, adapt well to changes, and maintain a positive attitude in challenging situations.


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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

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love bonito

It's very easy to share assessments with candidates and for candidates to use. We get good feedback from candidates about completing the tests. Adaface are very responsive and friendly to deal with.

Kirsty Wood, Human Resources, WillyWeather

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We were able to close 106 positions in a record time of 45 days! Adaface enables us to conduct aptitude and psychometric assessments seamlessly. My hiring managers have never been happier with the quality of candidates shortlisted.

Amit Kataria, CHRO, Hanu

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We evaluated several of their competitors and found Adaface to be the most compelling. Great library of questions that are designed to test for fit rather than memorization of algorithms.

Swayam Narain, CTO, Affable

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Have questions about the Big Five Personality Hiring Test?

How does pricing work?

You can check out our pricing plans.

Can I customize the test?

Yes, absolutely. Custom assessments are set up within 48 hours based on your job description, and will include questions on all must-have skills you specify. Here's a quick guide on how you can request a custom test. You can also customize a test by uploading your own questions.

Can I combine multiple skills into one test?

Yes, absolutely. Custom assessments are set up based on your job description, and will include questions on all must-have skills you specify. Here's a quick guide on how you can request a custom test.

What roles can I use the Big Five Personality Assessment Test for?

Here are few roles for which we recommend this test:

  • Software Developer
  • Web Developer
  • Data Scientist
  • Software Engineer
  • IT Consultant
  • Project Manager
  • Database Administrator
  • Business Analyst
  • System Analyst
Can I see a sample test, or do you have a free trial?

Yes!

The free trial includes one sample technical test (Java/ JavaScript) and one sample aptitude test that you will find in your dashboard when you sign up. You can use it to review the quality of questions and the candidate experience of giving a test on Adaface.

You can preview any of the 500+ tests and see the sample questions to decide if it would be a good fit for your requirements.

How do I interpret test scores?

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.

I'm a candidate. Can I try a practice test?

No. Unfortunately, we do not support practice tests at the moment. However, you can use our sample questions for practice.

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