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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).

Covered skills:

  • Big 5 traits
  • Conscientiousness
  • Openness
  • Extraversion-Introversion
See all covered skills

9 reasons why
9 reasons why

Adaface Big Five Personality Test is the most accurate way to shortlist Software Developers

Reason #1

Tests for on-the-job skills

The Big five personality test can help recruiters:

  • understand each candidate's natural strengths, inclinations, and preferences
  • understand which candidates work well in teams
  • compare a candidate's personality traits with top performers

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.

Reason #2

No trick questions

no trick questions

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 ->
Reason #3

Non-googleable 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.

Reason #4

1200+ customers in 75 countries

customers in 75 countries


Brandon Lee, 人的负责人, Love, Bonito

Reason #5

Designed for elimination, not selection

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.

Reason #6

1 click candidate invites

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.

invite candidates
Reason #7

Detailed scorecards & benchmarks

Reason #8

High completion rate

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.

test completion rate
Reason #9

Advanced Proctoring

About The Big Five Personality Test (OCEAN Test)

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.

Is the Big Five Personality Test better than the Myers-Briggs Personality Test?

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.

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

  • Software Developer
  • Web Developer
  • Data Scientist
  • Software Engineer
  • IT Consultant
  • Project Manager
  • Database Administrator
  • Business Analyst
  • System Analyst

What topics are covered in the Big Five Personality Test?

Big 5
Cognitive ability
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招聘经理认为,通过小组访谈中他们提出的技术问题,他们能够分辨哪些候选人的得分更好,并且与未得分的人有区别。他们是 非常满意 随着候选人的质量入围了Adaface筛查。






多余测试是评估候选人的最准确方法。为了获得最佳效果,您可以将5个Big 5个性测试与能力测试配对,因为Big 5个性测试不能单独告诉您候选人是适合还是不适合工作。







  • 不可解决的问题
  • IP策略
  • Web Protoring
  • 网络摄像头Proctoring
  • 窃检测
  • 安全浏览器







是的,这使您比较候选人变得容易得多。 MCQ问题的选项和问题顺序是随机的。我们有[抗欺骗/策略](功能。在我们的企业计划中,我们还可以选择使用类似难度级别的问题创建多个版本的相同评估。







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Join 1200+ companies in 75+ countries.
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Ready to use the Adaface Big Five Personality Test?
Ready to use the Adaface Big Five Personality Test?
40 min tests.
No trick questions.
Accurate shortlisting.
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