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Short Big Five Personality Test

The Short Big Five Personality Test is preferred by recruiters to assess on-the-job skills of candidates before an interview. It reduces technical screening time by 80% by enabling employers to identify qualified candidates.

Screen candidates with a 8 mins test

Test duration:  8 mins
Difficulty level:  Moderate
Availability:  Ready to use
Questions:
  • 20 Personality MCQs
Covered skills:
Big 5 traits
Conscientiousness
Agreeableness
Openness
Extraversion-Introversion
Neuroticism

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Adaface is used by 1500+ businesses in 80 countries.

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

Amazon Morgan Stanley Vodafone United Nations HCL PayPal Bosch WeWork Optimum Solutions Deloitte NCS Sokrati J&T Express Capegemini

Use the Short Big Five Personality Assessment Test to shortlist qualified candidates

The Short 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:

  • Ability to be organized and meet deadlines
  • Ability to work well in a team and collaborate with others
  • Ability to adapt to new situations and handle change
  • Ability to think creatively and come up with innovative solutions
  • Ability to communicate effectively and clearly
  • Ability to manage time efficiently and prioritize tasks
  • Ability to work independently and take initiative
  • Ability to stay calm under pressure and handle stress
  • Ability to pay attention to detail and be thorough
  • Ability to empathize with others and show understanding
  • Ability to be open-minded and embrace new ideas
  • Ability to be assertive and express opinions

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 Short Big Five Personality Hiring Test topics

Conscientiousness: Conscientiousness is a measure of the extent to which individuals are organized, careful, and reliable. It is important to measure this skill in the test as it provides insights into a candidate's level of responsibility, attention to detail, and ability to manage tasks effectively.

Agreeableness: Agreeableness refers to the degree to which individuals are cooperative, friendly, and compassionate. Assessing this skill helps recruiters understand a candidate's ability to work well with others, maintain harmonious relationships, and contribute positively within a team.

Openness: Openness is a measure of an individual's willingness to embrace new ideas, experiences, and perspectives. Including this skill in the test enables recruiters to gauge a candidate's adaptability, creativity, and curiosity, which are valuable qualities in a rapidly changing work environment.

Extraversion-Introversion: Extraversion-Introversion measures an individual's preference for social interaction and stimulation. This skill is important as it helps recruiters assess a candidate's level of assertiveness, sociability, and energy level, which can impact their performance in roles that require frequent collaboration and networking.

Neuroticism: Neuroticism is a measure of the extent to which individuals experience negative emotions, such as anxiety, depression, and irritability. By including this skill in the test, recruiters gain insights into a candidate's emotional stability, resilience, and ability to cope with stress, which are crucial factors for overall job performance.

Big 5 Traits: The Big Five Traits, also known as the Five-Factor Model, comprise a set of five personality dimensions: conscientiousness, agreeableness, openness, extraversion-introversion, and neuroticism. These traits provide a comprehensive assessment of an individual's personality, allowing recruiters to gain a holistic understanding of a candidate's strengths, weaknesses, and potential fit within an organization.


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love bonito

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

Brandon
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

Brandon
love bonito

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

Brandon
love bonito

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

Brandon

Have questions about the Short 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 Short Big Five Personality Assessment Test for?

Here are few roles for which we recommend this test:

    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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