- 50 Personality MCQs
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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).
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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.
Brandon Lee, 人的负责人, 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.
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。