Most personality job tests are based on the “Big Five”. This pack covers practice materials for “Big Five” personality tests including but not limited to: Caliper, PAPI 3, SHL OPQ\ OPQ32, MMPI, CPI Test, Predictive Index (PI), NEO Personality Inventory, Leadership Assessment, Gallup’s StrengthsFinder, Saville Wave, McQuaig Word Survey, Hogan tests (HPI, HDS, MVPI), Korn Ferry Leadership Assessment, DDI Leadership Assessment, personality management tests, and sales personality tests.
The pack includes:
- Personality Tests
- Study Guides
Tests: 3 Questions: 300
The Big Five Personality test is an evaluation of a person’s core personality and how it can be described through the 5 most prevalent personality traits – conscientiousness, agreeableness, neuroticism, openness to experience, and extraversions.
These traits are mapped on what is called the Big Five Model, or the Five-Factor Model, which is considered the most widely accepted measurement of personality in the psychological world. The traits on the model are acronymized into the word OCEAN and each has a grouping of opposite traits that dictate a sliding scale on which a person can be placed.
Openness to Experience
This personality factor is determined by looking at whether a person prefers routing and is practical or if they are spontaneous and imaginative.
Conscientiousness
Conscientiousness is measured by determining if a person is impulsive and disorganised or if they are more disciplined and careful.
Extraversion
Extraversion is determined by looking at a person’s tendency to be either reserved and thoughtful or sociable and excitement-seeking.
Agreeableness
Agreeableness is a quality employers tend to seek out. The level of agreeableness in a personality is determined by looking at a person’s tendency to be either suspicious or trusting along with being uncooperative or being helpful.
Neuroticism
Neuroticism refers to the tendency to be stuck in negative thinking and high levels of anxiety for prolonged periods of time. This personality trait is gauged on a sliding scale ranging from being calm and confident to being anxious and consistently pessimistic.
How the Big Five is Influenced by Nature and Nurture
The effects by nurture and nature on the Big Five have been thoroughly researched by looking at both individuals and twins who were raised together and apart. Through all this a few things became clear:
- There is a 40-60% range for personality traits that are inherited and therefore a large portion of our personality is based on genetics.
- The environment in which we are raised and the traits we are trained to exemplify make up a similar portion of our personality.
- The Big Five personality evaluation is the best way to assess where a person’s personality truly lies in regard to the 5 variables provided.
- In industrialized nations, there is a variation of personalities among all genders, which points to the effects of nurture on our personality. In other words, those who do not feel the need to conform to gender roles or standards have personalities that are less predictable than in collectivist societies.
What Does the Big Five Personality Test Entail?
The Big Five test typically contains 50 questions that take inventory of your personality traits. However, some companies have variations of the exam that can ask up to 300 questions for an even more specific evaluation of your personality.
On the standard test, it takes less than 10 minutes to complete for most people. However, it is unlikely that there will be a hard time limit on your exam.
Each question is an item that describes a scenario or hypothetical description of your personality. You will be asked to choose whether you agree with, disagree with, or are neutral to the statement.
Why Companies Care About Your Personality Type
You might think your personality is irrelevant when it comes to your job skills, but that is not entirely true. While most companies do care about your skills and history more than anything else, a good personality assessment can help hiring managers to avoid taking on employees with a higher risk for failing at that position.
Here is an example of how a hiring manager might utilize the results of a personality assessment:
The manager of a movie theater is hiring a new cashier. He is down to two candidates with the following traits.
| Candidates | Education | Job Experience | Personality Assessment Results |
| Option A | High School Diploma | 1 year as a cashier | Impulsive, extroverted, not agreeable, neurotic |
| Option B | High School Diploma | 1 year as a waitress | Conscientious, extroverted, neutral on agreeability, calm and confident |
Comparing these two candidates on job and education history alone may point to Option A. However, by looking at the personality profiles the manager will see that Option B is more likely to excel at a customer-facing role and be less difficult to work with.
How to Prepare for the Big Five Personality Test
As with any test, preparation for the Big Five is essential to doing well. Even though there is no math or other advanced subject work involved, nervous test-takers can still find themselves overthinking and doing poorly on the test. At JobAssessmentHelp, we want you to go into your test with the confidence you need to get the best and most appropriate results on your exam.
That’s why we have created our expert preparation guides for the Big Five Test and hundreds of other pre-employment assessments. If you are ready to prepare for your next job, take a look through our offering of practice tests and prep guides, today.