Hiring the right person isn’t just about resumes and interviews—it’s about understanding who they really are, how they think, how they work with others, and how they’ll fit into your team.
That’s where personality tests come in. And if you’re looking for one that’s grounded in science and packed with insight, the Big Five Personality Test (also called the OCEAN model) should be at the top of your list.
In this blog, we’ll walk you through the best Big 5 personality tests used in hiring today—what they measure, how they help, and which ones are worth using. Whether you’re an HR pro, a hiring manager, or a CEO, you’ll walk away knowing how to choose the right Big 5 test for your team.
What Is the Big 5 Personality Test?
The Big Five model—also known as OCEAN—assesses five key dimensions of personality:
| Trait | What It Measures |
| Openness | Creativity, curiosity, willingness to try new things |
| Conscientiousness | Organization, dependability, work ethic |
| Extraversion | Sociability, assertiveness, energy in interactions |
| Agreeableness | Cooperation, kindness, empathy |
| Neuroticism | Emotional stability, stress resilience |
These traits have been widely validated by researchers and are known to predict workplace behaviors, job performance, and even leadership potential.
👉 You can learn more in our detailed breakdown:
Big 5 Personality Traits Explained with Real-World Examples
Why Use Big 5 Tests in Hiring?
Here’s why the Big 5 stands out compared to other personality tests:
- Scientifically validated and reliable
- Free from typology traps (unlike MBTI, which puts people in rigid boxes)
- Applicable across roles – from entry-level to leadership
- Linked to job performance and team compatibility
📚 In fact, comparative studies on personality assessments in hiring show how Big Five tests offer practical insights into applicant suitability—often outperforming other tools when it comes to consistency and job relevance.
You can explore one such analysis inuse of personality tests in pre-employment screening, which highlights their strengths in organizational contexts.
Want to dive into the research behind it? Check out:
Is the Big 5 Personality Test Scientifically Valid and Reliable?
How to Use Big 5 Tests for Hiring
Big Five tests are best used during the screening or interview preparation phase. They help hiring managers:
- Customize interview questions
- Predict culture fit
- Reduce bias in decision-making
If you’re integrating personality tests into structured interviews, don’t miss this guide:
How to Use Big Five Test in Structured Hiring Interviews
Best Big 5 Personality Tests to Consider
Let’s take a look at the top tests that apply the Big Five framework in a way that’s useful for hiring.
1. Big 5 Personality Test
- Best for: Structured hiring in growing teams
- Pros: High-difficulty questions, tailored reports, workplace relevance
- Bonus: Integrates with applicant tracking and other assessments
- Use Case: Helps HR teams screen for leadership, collaboration, and adaptability
The Big 5 Personality Test, also known as the OCEAN model, is one of the most scientifically validated frameworks in modern psychology.
It measures five key traits—Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism—providing deep insights into how candidates typically behave, interact, and perform in workplace settings.
Because it focuses on behavior patterns relevant to real job performance, it helps employers move beyond gut feelings and hire based on data.
Whether you’re looking to identify potential leaders, build collaborative teams, or assess how well someone may handle change and stress, the Big 5 offers a structured, research-backed approach.
It becomes even more powerful when combined with other hiring tools, such as applicant tracking systems and cognitive ability tests, giving you a complete view of each candidate’s fit for the role and your company culture.
2. IPIP-NEO (International Personality Item Pool)
- Best for: Academic-style depth
- Pros: Free, open-source, very detailed
- Cons: May be too long or clinical for quick hiring decisions
- Tip: Use when you want deep insight on senior candidates
3. Truity Big Five Personality Test
- Best for: Simpler hiring setups or quick assessments
- Pros: Easy to use, beginner-friendly interface
- Cons: Less robust reporting for hiring teams
4. Psychology Today Big 5 Test
- Best for: Supplementing soft skill interviews
- Pros: In-depth analysis
- Cons: Not designed specifically for employment use
If you’re looking for a reliable, employer-focused version of the Big Five,
👉 Check out our Big 5 Personality Test designed specifically for hiring teams.
Want a Free Option?
There are a few free versions of Big 5 tests online. But not all are made equal. For a breakdown of trustworthy options, read:
Free Big Five Personality Tests: Which One Should You Use?
What to Look for in a Big 5 Test for Hiring
When choosing a Big Five test for employment purposes, prioritize the following:
| Factor | Why It Matters |
| Workplace relevance | Tests should be tailored to job performance and teamwork |
| Detailed reporting | Helps interpret results and make better hiring calls |
| Scalability | Supports bulk testing or integrations with ATS |
| Customization | Lets you align test focus with role-specific traits |
Need help decoding test results? Explore:
Big 5 Personality Test Results: What They Mean & How to Interpret
Career Fit and Personality
The Big 5 isn’t just for hiring—it’s also a powerful career assessment tool. If you’re helping candidates discover the right roles for their personalities, here’s where to start:
Using the Big 5 Personality Test for Career Assessment
Related Resource:
- Big Five Personality Traits Test: A Comprehensive Guide for Hiring Professionals
- History of the Big Five Personality Test and How It Was Created
- Big 5 Personality Test PDF Guide & Printable Version (With Score Sheet)
❓ Frequently Asked Questions About Big 5 Personality Tests in Hiring
1. What is the Big 5 personality test used for in hiring?
The Big 5 test helps you understand a candidate’s behavioral traits—like how reliable, adaptable, or sociable they are. It’s especially useful for predicting how someone will work within a team, handle stress, or stay organized on the job.
2. Is the Big Five test better than MBTI (Myers-Briggs) for hiring?
In most cases, yes. The Big Five is scientifically validated and focuses on trait spectrums rather than putting people in rigid “types.” That makes it more nuanced, especially for workplace decisions.
3. Can the Big 5 test predict job performance?
While it doesn’t predict performance alone, traits like conscientiousness and emotional stability have strong links to success in many roles. When combined with interviews and skills tests, it adds a powerful layer of insight.
4. How long does it take to complete a Big 5 test?
Most versions take around 10 to 15 minutes. Some extended versions with deeper analysis may take up to 30 minutes, but for hiring purposes, shorter versions are often more practical and effective.
5. Are free Big Five tests accurate enough for hiring?
Some are, but many lack job-specific insights. Free tests can be a good starting point, but for structured hiring decisions, it’s better to use a version designed for workplace use—like the one we offer here.
6. Can candidates fake their answers on personality tests?
They can try, but well-designed tests include mechanisms to detect inconsistency or overly idealized responses. Plus, trained recruiters know how to interpret results in context—so faking usually backfires.
7. Should I use the Big 5 test at the start or end of the hiring process?
You can use it at either stage, but many teams use it between resume screening and interviews. That way, you can tailor interview questions to the candidate’s traits and assess fit more objectively.
Final Thoughts: Choosing the Right Big 5 Test
Personality isn’t the only thing to look at when hiring—but it’s a big piece of the puzzle. The right Big Five test helps you go beyond gut feeling and gives you structured, scientific insight into how someone works. It’s not just about who they are—it’s about how they’ll show up on the job.
Ready to see how Big Five testing fits into your hiring process?
✅ Book a Demo to Try Our Big 5 Personality Test in Action.
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