Big-5 TESTS

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Revised NEO Personality Inventory - NEO PI-R


This tool was designed to measure and test the Big-5 personality traits outlined in the Five-Factor model.

SCIENTIFIC OR RESEARCH SUPPORT: According to The European Journal of Psychiatry, "five studies were performed with normative samples (33%), 3 with employment samples (20%), and 7 with clinical samples (47%). Cross-sectional designs were most common (60%), although there were also experimental

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The Caliper Profile


According to the test provider's website, this assessment accurately measures an individual's personality characteristics and individual motivations to predict behaviors and potential in the workplace." The assessment data can be utilized throughout the employee lifecycle, including selection, development, promotion, team building, and succession planning."

SCIENTIFIC OR RESEARCH SUPPORT: The tests

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have been scientifically validated by nearly six decades of research resulting in "test-retest reliability across several studies is 81%.The average validity coefficient between Caliper Profile scores and job performance ranges from .29 to .39, which is at or above industry standards."
http://www.calipermedia.calipercorp.com/
whitepapers/us/Caliper-Profile-for-Selection.pdf


Price: Contact Caliper for Pricing.

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SHL Occupational Personality Questionnaire OPQ32r


This test gives employers an understanding of how candidates' behavior will impact work performance. “The three domains in which the 32 personality characteristics can be found: Relationship with People, Thinking Style and Feelings, and Emotions".

SCIENTIFIC OR RESEARCH SUPPORT: On the report of the source, "Over 90 independent validation studies have been conducted on the OPQ over 25 years,

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across 20 countries and 40 industries, providing concrete evidence of its power to predict performance in the workplace”.

https://q-assessments.nl/wp-content/uploads/2015/02/OPQ32-BPS-Review-20071.pdf

Price: Contact SHL for pricing.

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Hogan Personality Inventory (HPI)


The HPI is based on the Five-Factor Model and describes normal or bright-side personality traits that define how we relate to others when we are at our best. Although it was initially designed for the socio-analytical context in the 1980s, "the HPI is now considered a consistent and reliable tool for evaluating a candidate's job compatibility."

SCIENTIFIC OR RESEARCH SUPPORT: Validity: The predictive

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validity of the Hogan Personality Inventory (HPI) is .29 but combined with the Hogan Development Survey (HDS) and Motives, Values, and Preferences Inventory (MVPI), that number jumps to .54.
Validity: The predictive validity of the Hogan Personality Inventory (HPI) is .29 but combined with the Hogan Development Survey (HDS) and Motives, Values, and Preferences Inventory (MVPI), that number jumps to .54.
Reliability: Short-term test-retest reliability is .81 for the HPI, and the average internal consistency for the HPI scales is .76.

https://www.hoganassessments.com/quick-dirty-guide-validity-reliability/

http://www.hoganassessments.com/sites/
default/files/uploads/Criterion%20Tech
%20Report%20Sample%20%282%29.pdf


Price: Contact Hogan for pricing.

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The 16 Personality Factor Questionnaire


The 16PF was developed by Raymond Cattell. It provides an in-depth analysis of an individual's personality by considering both professional and personal spheres. By assessing candidates' behavior, stability, development needs, and potential, businesses are offered a broader view of the candidate to best fit a role. The 16PF is widely used in counseling and human resources. In general, this is an

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excellent tool for recruiters to see if a candidate matches a specific position.
SCIENTIFIC OR RESEARCH SUPPORT: Overall, the 16PF IS an established assessment receiving thousands of publications and qualified recommendations. A moderate to good reliability rating has been reported for the 16PF. "Based on a sample of 10,261 individuals, Internal consistency reliability is, on average, 0.76 for the primary scales and a range of 0.68 to 0.87 for all 16 scales."
https://www.statisticssolutions.com/16-personality-factors/

Price: Freemium plattform (depending on the company).

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NEO Personality Inventory 3 - NEO PI-3


The instrument is specially designed to measure the big five factors of personality and give insight into each domain's defining facets. In addition to measuring the five major areas of personality, the NEO-PI-3 provides insight into the six sides that define each domain.

SCIENTIFIC OR RESEARCH SUPPORT: They have a document stating: "Internal consistency for NEO-PI-3 Form S domains and facets range

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from .89 to .93 for the five domains and from .54 to .83 (Median = .76) for the 30 facets.”

https://www.parinc.com/WebUploads/samplerpts
/Fact%20Sheet%20NEO%20PI-3.pdf


Price: Starting at $56

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Work Personality Index


"The Work Personality Index assessment provides a clear framework for understanding the impact of personality on job performance. Unlike other personality assessments, the Work Personality Index assessment only measures personality traits directly related to the work environment and job performance. It also avoids complex personality factors making interpretation of results easier than traditional

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personality assessments. " SCIENTIFIC OR RESEARCH SUPPORT: They have a reliability document where they state different research data, for example: "the reliability coefficients range from 0.87 to 0.95 for the Norm sample. The average consistency across all scales is 0.91 for the norm sample."

http://workpersonalityindex.com/pdf/
reports/WorkPersonalityIndexReliability.pdf


Price: Contact Work Personality Index for pricing.

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Traitify


Traitify created an image-based test to hire and assess candidates. With a revolutionary 90 Second Mobile Assessment, Traitify´s Big Five Assessment is perfect for high volume hiring.

SCIENTIFIC OR RESEARCH SUPPORT: The Big Five model (which Traitify is based on) is backed by 50 years of research and align with crucial job and performance metrics: Validity: "Construct validity for Big Five ranges from

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0.52 to 0.75, comparable to other questionnaires. Predictive validity is determined on a proprietary basis upon request."
Reliability: "Our assessments are internally consistent and stable over time. Multiple studies have been conducted and show good test-retest reliability. Our Big Five assessment test-retest scores range from 0.66 to 0.77, for example."

https://www.traitify.com/science/

Price: Contact Traitify for pricing.

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Criteria Corp


Criteria is a platform with "multidimensional assessments, backed by science and delivered through a robust and user-friendly platform." They have five personality assessments to help employers understand their candidates: Employee Personality Profile (EPP), Workplace Productivity Profile (WPP), Customer Service Aptitude Profile (CSAP), Sales Achievement Predictor (SalesAP), and Criteria Personality

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Inventory (CPI). All of these assessments are based on the Big 5 Model, "the dominant taxonomy of personality that decades of research have shown to be predictive of workplace performance."

SCIENTIFIC OR RESEARCH SUPPORT: Each of their assessments have strong and rigorous scientific support in terms of validity and reliability: "We extensively validate our assessments, both in the process of developing the assessments as well as on an ongoing basis with client implementations. We adhere to all relevant government and professional guidelines (e.g., UGESP), and take a multilayered approach that optimizes prediction of job performance while mitigating any subgroup differences."

https://www.criteriacorp.com/science/testing-validation

Price: They have a free 21-day trial; after that, Criteria Corp gives you a quote.

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Big Five Personality Test (NEO-PI-R)


This test classifies respondents according to Big 5 typology allowing the respondent to learn about themselves and compare with others.

SCIENTIFIC OR RESEARCH SUPPORT: Over 700,000 people have taken this test,and their developers believe that is a scientifically validated and reliable psychological model: "The Big Five Personality Test is the most scientifically validated and reliable psychological

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model to measure personality. Tests and evaluations for this site are gathered from ipip.ori.org inventory is from Johnson's (2014) 120-item IPIP NEO-PI-R.”( bigfive-test.com ,2020).
https://bigfive-test.com/about

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Big Five Personality Test (IPIP-BFFM)


Open-Source Psychometrics Project created this test as a tool to match users to rate respondents into the Big 5 personality factors:
extraversion, neuroticism, agreeableness, conscientiousness, and openness. This test is provided to educate the public about this personality test and its meaning, the theory of personality, and also to collect data for research. Therefore, this test should not be used

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as psychological advice of any kind.
SCIENTIFIC OR RESEARCH SUPPORT: The test is based on Big-Five Factor Markers from the International Personality Item Pool, developed by Goldberg in 1992, a pool of items previously developed to measure all the factors. Using a technique called factor analysis, researchers looked at the responses of samples of people from all over the world to hundreds of personality items. They noticed that even though there were unlimited personality variables, five stood out from the pack.
https://ipip.ori.org/new_ipip-50-item-scale.htm

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