What is the Big 5 (Five-Factor Model) Personality Test?
The Big 5 Personality Test, based on the Five-Factor Model of Personality, is a comprehensive assessment designed to help employers determine a candidate’s personality traits. The right score on the Big 5 Personality Test can open doors to new career paths, while the wrong score could prevent you from getting a position at the job you desire.
If you want the shortcuts to getting the best results, your best option is to take Prepterminal’s Big 5 Personality Test prep course.
Our course will help you:
- Understand the concepts covered by the 5 Factor Personality Test
- Get hands-on practice with real test material
- Show you the tips and tricks to get the best possible results
- Gain the confidence to pass the assessment without stress
First, let’s take a look at what the Big 5 traits are, and how they relate to the Five-Factor Model of Personality.
What Are The Big 5 Traits Measured In The Five-Factor Model Of Personality?
The Five-Factor Model of Personality is a psychological concept that divides an individual’s personality into five distinct traits. These traits are Openness, Conscientiousness, Extraversion, Neuroticism, and Agreeableness. Each trait has its own set of defining features and applications in the workplace and is accompanied by a set of distinct facets.
Openness
Candidates who score highly in the Openness category are usually highly receptive to novel ideas and new experiences. They are imaginative in their problem-solving, attuned to the aesthetic qualities of a project, and attentive to their own feelings and the feelings of others. A high score in Openness also indicates a need for variety, a quest for intellectual satisfaction, and a penchant for the unconventional.
Those with a low score in Openness will usually be closed off to new ideas and less likely to seek unique solutions to persistent problems. Instead, they prefer familiar methods and processes, and will likely not be as sociable or emotionally intelligent.
There are six facets associated with Openness, including:
- O1: Openness to Fantasy
- O2: Openness to Aesthetics
- O3: Openness to Feelings
- O4: Openness to Action
- O5: Openness to Ideas
- O6: Openness to Values
Conscientiousness
Those who attain a high score in the Conscientiousness category of the Big 5 Personality Test will be orderly and determined. Their workflow is purposeful, and they strive towards goals in a structured and strategized manner. Conscientious employees show up on time, reliably attend meetings, and follow rules to a T. They usually have a higher moral standard and will rigidly adhere to the orders of their supervisors.
A low score in the Conscientiousness category indicates a candidate does not have respect for rules or structure and is likely to do things their own way. They usually have a disregard for rules and will have lower adherence to moral standards.
There are six facets associated with Conscientiousness, including:
- C1: Competence
- C2: Order
- C3: Dutifulness
- C4: Achievement striving
- C5: Self-discipline
- C6: Deliberation
Extraversion
Scoring highly in Extraversion on the Five-Factor Model of Personality Test indicates you are someone who gets along well with others. An extraverted candidate will go out of their way to socialize with clients and coworkers, and use this personable demeanor to increase work cohesion.
Those with a low score in Extraversion indicate a person usually works best alone and will be emotionally drained by long-social interactions. These workers are more independent and prefer to stay away from customer-facing positions.
There are six traits associated with Extraversion, including:
- E1: Warmth
- E2: Gregariousness
- E3: Assertiveness
- E4: Activity
- E5: Excitement seeking
- E6: Positive emotions
Neuroticism
Candidates who score highly in the Neuroticism category of the Big 5 Personality test are usually prone to highly emotional responses to stress. Neurotic individuals tend to overthink and overanalyze situations, leaning towards the pessimistic outcome in any given scenario. These employees are worriers, and will likely have a negative effect on those around them.
Scoring lower in this category is generally preferable, as that indicates a calmer and more stable candidate. A lower score also shows an ability to deal with stressful situations in an appropriate manner.
There are six facets associated with Neuroticism, including:
- N1: Calmness
- N2: Even-temperament
- N3: Contentment
- N4: Poise
- N5: Self-control
- N6: Hardiness
Agreeableness
A high score in the Agreeableness category of the 5 Factor Personality Test means a candidate is less likely to act in self-interest. These employees are often empathetic to the plight of their clients and coworkers, and prefer cooperation to solve workplace issues. Agreeable candidates want to help, and operate on the belief that their assistance will be reciprocated.
A low score in this category usually means a person is more selfish or ego-driven in their decision-making. They look out for themselves, and tend to compete with coworkers instead of cooperate.
There are six facets associated with Agreeableness, including:
- A1: Trust
- A2: Straightforwardness
- A3: Altruism
- A4: Compliance
- A5: Modesty
- A6: Tender-mindedness
Big 5 Personality Test (Five-Factor Model): Free Sample Questions
No matter what version of the Five-Factor model test you take, the question structure will follow a similar pattern. You will be given a statement or question and you must indicate how much that statement matches your personality. In the single-choice variation, you will use a sliding scale to indicate how much you agree with a statement; in the multiple-choice variation, you’ll choose from a list of statements and select which matches most closely to your own opinion.
Our test prep course will present you with real test questions, explaining the concepts and guiding you towards the best possible answers. To give a taste of our course, let’s look briefly at each category in the Big Five Personality Test and walk through a sample question.
Openness Sample Problem
- 1:I tend to work well in a collaborative atmosphere.
- 2:I like to think about abstract ideas.
- 3:I am generally seen as organized.
- 4:Large friend groups are more fulfilling than a tight-knit circle.
- 5:Friends can help me through troubles.
Explanation:
Reviewing the definition and associated facets of openness, we can see that open individuals have an ability to imagine new ideas. Looking at the answers here, it seems the best possible solution to score highly would be 2. I like to think about abstract ideas.
Openness Sample Problem
- 1:I tend to work well in a collaborative atmosphere.
- 2:I like to think about abstract ideas.
- 3:I am generally seen as organized.
- 4:Large friend groups are more fulfilling than a tight-knit circle.
- 5:Friends can help me through troubles.
Explanation:
Reviewing the definition and associated facets of openness, we can see that open individuals have an ability to imagine new ideas. Looking at the answers here, it seems the best possible solution to score highly would be 2. I like to think about abstract ideas.
Conscientiousness Sample Problem
- 1:I am seen as "outgoing" or as a "people person."
- 2:I find myself to be emotionally stable.
- 3:I'm good at coming up with new ideas.
- 4:I trust people easily.
- 5:I always have a plan for the day, week, or year.
Explanation:
Read through each answer carefully, and consider what it means to be a conscientious person in the workplace. Looking at the facets for conscientiousness, we can see a candidate who possesses this attribute will have a good sense of order. Therefore, the best answer would be 5. I always have a plan for the day, week, or year.
Extraversion Sample Problem
- 1:I am highly vocal of my opinions.
- 2:I do my best to understand the situation of others.
- 3:I work well under pressure.
- 4:I tend to be less analytical or practical.
- 5:I follow a set daily routine.
Explanation:
Extraverted individuals tend to be outgoing and lack the reserved qualities often associated with their opposites, introverts. Looking over the answers, there are several qualities an extravert could have; but, you should always look for the quality they must have. Being assertive and outspoken about one’s opinion is the sign of an extravert, therefore the best answer is 1. I am highly vocal of my opinions.
Neuroticism Sample Problem
- 1:I am described as very decisive.
- 2:I don’t hold my coworkers’ words against them off-hours.
- 3:I always keep the company’s benefits in mind.
- 4:I know that sometimes I am not in charge of things.
- 5:I adapt well to an ever-changing environment.
- 6:I don’t let my mistakes get the better of me.
- 7:I keep my cool even in a crisis.
- 8:I am fairly optimistic.
- 9:I like finding new hobbies.
- 10:I am known to be rather spontaneous at times.
- 11:I am rather impulsive.
- 12:I only take the dive after someone else does.
- 13:I tend to initiate conversations.
- 14:If something bad happens due to my shortcomings, I own up to it.
- 15:I sometimes do things on a whim.
- 16:There are times when I do something just because I could.
Explanation:
Neuroticism is one of the few categories on the Big Five Personality Test that you don’t want to score highly in. For this question, you’ll want to look at traits that make you seem like the least neurotic person possible. Therefore, you’ll want to select answers like 7. I keep my cool in a crisis, 8. I am fairly optimistic, and 6. I don't let my mistakes get the better of me.
Agreeableness Sample Problem
- 1:I look forward to tomorrow.
- 2:I am optimistic about another's intentions.
- 3:I am more enamored with abstract ideas or theory-crafting.
- 4:I don't like rainy days.
- 5:I regard myself as physically attractive.
- 6:I am easily affected by criticism even if it's given in a constructive way.
- 7:I am known to give advice to those who need it.
- 8:I yearn to be affiliated with my coworkers.
- 9:I can be seen as rather lackadaisical at times.
- 10:I find it hard to criticize others even when it’s justified.
- 11:I like to be like others.
- 12:There is a time and place for fun.
- 13:I sometimes have the urge to help someone grow.
- 14:I always make it a point to be sympathetic.
- 15:I do not like statements that can be construed as personal slights.
- 16:I give people the benefit of the doubt.
- 17:I have a wide range of interests.
- 18:I like to be productive.
- 19:I do my best to be considerate at all times.
- 20:I am very charitable.
- 21:I am an objective person.
- 22:I like to have my achievements known by others.
Explanation:
Make sure to look over each question carefully and assess which ones seem to exemplify a “agreeable” person. Review the facets that are associated with agreeableness; for example, a trusting person would likely give someone the benefit of the doubt. Therefore, 16 would be a good choice. Another facet is altruism, making 20 another good answer if you want to score highly in this category.
Big Five Personality Test Score Interpretation
The results of your Five-Factor Model of Personality Test or Big Five Personality test will be presented on a scale ranging between 1 and 10. If your test answers indicate you exemplify a particular personality trait, your score in that category will be closer to 10. Your score is also an indication of how you compare to other test takers; that means if you score 5 in a category, then half of all other candidates scored lower than you.
Your test results will also be represented by a color chart on the left and right side, which indicate how confident the assessor was in your result. While there are technically no good and bad results for the Big Five Personality Test, there are certain traits employers want to see and certain traits they don’t. Neuroticism is an example of a trait you likely don’t want to score highly in for most occupations.
Five-Factor Model Test Frequently Asked Questions (F.A.Q.s)
What is the Big Five Personality test (FFM) used for?
The Big Five Personality Test is used to determine whether or not a candidate has the right temperament for a position. This is done by using the 5 Factor Model to predict employee performance in different positions and settings.
Who Uses the Big Five Personality Test?
Many different industries and professionals use the Big Five Personality test to assess potential employees for their companies. Psychologists also use the test to establish a better mental profile of their patients.
How Many Questions Are on the Big Five Personality Test?
The Five-Factor model test usually contains 120 questions, presented in multiple choice or single choice variations.
How Long Does The Big Five Personality Test Take, and Is There a Time Limit?
There is generally no time limit for the assessment, and most people complete it in between 5 and 15 minutes.
How to Prepare for the Big 5 (Five-Factor Model) Test
Making a good first impression is essential at a new job, and getting the right score on your Big 5 Personality Test can help you impress management. If you want to attain the optimal score with ease, the best way is with our comprehensive prep course. We will show you the concepts and questions featured on the Five-Factor model test so you can be fully prepared for your assessment. That way, you can finish the test with ease and get the job you deserve.
We have the tips and tricks that can get you the score you desire. Don’t wait; start your Five-Factor course today!