NEO PI-R (Revised NEO Personality Inventory)
The revised NEO personality inventory, or NEO PI-R, is a comprehensive assessment to assess a potential candidate’s personality traits before employment. A strong score on the NEO PI-R could set you on a management track from day one, while a sub-optimal score may prevent you from getting the job at all. If you want to find the shortcuts to getting the best result, you’ll need Prepterminal’s NEO PI-R prep course.
Our course will help you:
- Understand the concepts covered in the NEO PI-R
- Get practice with actual assessment questions
- Show you the shortcuts you need to get the best results
- Have the confidence to pass the assessment with ease
First, let’s look at what the NEO PI-R is, and what purpose it serves.
What is the NEO Personality Inventory-Revised (NEO PI-R) Test?
The NEO personality test was created in 1978 by two leading personality psychologists, Paul Costa Junior & Robert R. McCrae. With the help of the Laboratory of Personality and Cognition research center, Costa & McCrae have dedicated their time to researching the factors that affect personality throughout our lives, trying to find a way to determine the presence of certain traits.
For McCrae & Costa to achieve this, they designed the NEO PI-R test. The assessment tested individuals on the presence of a concept known as the “Big Five” personality traits (based on the five-factor model of personalities, published in the Journal of Personality). Mcrae & Costa also created a set of six subcategories for each of these personality traits, which they called facets.
Costa & McCrae updated the test several times, changing certain components in 1985, 1992, and 2005. These different versions are the original NEO PI, NEO PI-R (also known as the Revised NEO PI), and NEO PI-3, respectively. Many of the changes had to do with updating the vocabulary; this was a way to allow those from different educational backgrounds or ages to take the test.
What Does NEO PI-R Measure?
The NEO PI-R and its other variations assess an individual for the presence of five distinct personality traits: Neuroticism, Extraversion, Openness, Agreeableness, and Conscientiousness. Each of these attributes has its own set of associated characteristics the test refers to as facets.
N: Neuroticism
Neuroticism is a trait characterized by ease and frequency of emotional disturbance. Often described as “In one’s head,” those with a higher score in neuroticism are likely to suffer from a lack of emotional stability, a propensity towards negative thought, and an inability to deal with significant sources of stress. Consequently, employers rarely want to see a high score in this personality trait, as it could indicate a suboptimal potential employee.
Several facets are associated with neuroticism, including:
- N1: Anxiety: Persistent worry about possible future events.
- N2: Angry, Hostility: Quick to negative emotion, easily angered.
- N3: Depression: A tendency to dwell on the negative.
- N4: Self-conscientiousness: Consistent worrying about oneself and one’s position within social hierarchies.
- N5: Impulsiveness: Rash decision-making.
- N6: Vulnerability: Easily affected or waylaid by certain events.
E: Extraversion
Scoring highly on the extraversion section of the NEO PI-R likely indicates an energetic, outgoing candidate who is likely to do well with clients and coworkers alike. Extraverted traits manifest as personable behavior, and extraverted individuals seem to gain gratification from those around them. This is the opposite of an introvert, a person who regains their energy from spending time alone. Extraverts excel in social situations and work well in groups.
Several facets are associated with extraversion, including:
- E1: Warmth: A welcoming demeanor and kind actions to those around you.
- E2: Gregariousness: A tendency to associate with social groups.
- E3: Assertiveness: The ability to be confident without showing aggression; self-assurance.
- E4: Activity: A lively or high-energy temperament and behavior.
- E5: Excitement-seeking: Likes to look for challenges or find other ways to keep their job varied and novel.
- E6: Positive emotions: Usually in a positive mood, tends to exhibit a cheerful attitude in the workplace.
O: Openness To Experience
A person who scores highly in the “Openness to Experience” section of the NEO personality inventory often opens themselves up to new experiences and has a wide range of interests. Open individuals usually have higher intelligence, a better knowledge base, and a mind for the creative. They absorb information from multiple sources and operate off that information to achieve better results in the workplace.
Several facets are associated with openness, including:
- O1: Fantasy: A strong imagination or the ability to construct hypothetical scenarios.
- O2: Aesthetics: An ability to conceptualize aesthetic qualities.
- O3: Feelings: A higher emotional intelligence and a better grip on their emotional stability.
- O4: Action: Willing to make decisions and take action in various scenarios.
- O5: Ideas: A curious nature, and often coming up with solutions to common problems inside and outside the workplace.
- O6: Values: A strong set of values, and an ability to tolerate ambiguity.
A: Agreeableness
Those who achieve a high agreeableness score on the NEO personality inventory are usually more sympathetic and cooperative than their peers. They strive to create social harmony and often better understand empathy and altruism. Those who score lower on this section generally lack empathy and are more likely to act in self-interest. A very low score can indicate even more negative traits, like unconstructive competitiveness or manipulative tendencies.
Several facets are associated with agreeableness, including:
- A1: Trust: The ability to trust others and share information to work towards a common goal.
- A2: Straightforwardness: A moral adherence to the truth and a willingness to be honest for the benefit of the group.
- A3: Altruism: The ethical practice of concern for others, and working in a way that benefits people besides oneself.
- A4: Modesty: The tendency to avoid boastfulness, and allow one’s achievements to speak for themselves.
- A5: Compliance: A cooperative nature, and a willingness to follow orders.
- A6: Tender-mindedness: An empathetic sensibility and stronger ability to sympathize with others.
C: Conscientiousness
An individual who attains a high score in the conscientiousness section of the NEO PI-R test is usually diligent and careful. These candidates will take their work obligations very seriously and make an effort to ensure each task is done thoroughly and thoughtfully. A conscientious person is efficient and has the self-discipline to act dependably. Strong planning skills, neat and systematic, these candidates take precise deliberate action in the workplace to achieve positive results.
Several facets are associated with conscientiousness, including:
- C1: Competence: An ability to act effectively on one’s own accord, presenting with significant self-efficacy.
- C2: Order: A strong organization prowess, tends to work in an orderly fashion.
- C3: Dutifulness: A strong sense of obligation, an individual sees it as their duty to perform their tasks to the best of their abilities.
- C4: Achievement striving: A desire to achieve good results and move up in their career.
- C5: Self-discipline: The willpower to work without micromanagement or the threat of disciplinary action.
- C6: Deliberation: Possessing a cautious nature, these individuals will think carefully before making a decision.
NEO PI-R Questionnaire
Whether you are given the single trait or multiple-choice variations of the NEO PI-R, the question structure remains the same. You’ll be given a question or statement, and you must choose how much you agree with that statement. In the single trait, you’ll be given a sliding scale to illustrate whether you agree or disagree with a statement. In the multiple-choice, you will be given a list of statements, and you choose which one is the closest to your personal opinion.
Our test prep course will have you work with actual test questions, guiding you through the concepts and showing you how to reach the correct answer. To give you a sample of our course, let’s briefly look at each section of the NEO PI-R and walk through an example question.
Neuroticism
The neuroticism section will test your mental fortitude and demonstrate to potential employers how level-headed you’ll be on the job. Scoring highly in this section is not a good outcome; high neuroticism scores indicate a person is prone to bouts of sadness or anger that may interrupt proper workflow. On the other hand, a low score means a person is likely even-tempered and calm, more equipped to handle stressful situations in the workplace.
Let’s take a look at an example question:
- 1:I only take the dive after someone else does
- 2:I am described as very decisive.
- 3:I am fairly optimistic.
- 4:I don’t hold my coworkers’ words against them off-hours.
- 5:If something bad happens due to my shortcomings, I own up to it.
- 6:I sometimes do things on a whim.
- 7:I tend to initiate conversations.
- 8:I am rather impulsive.
- 9:There are times when I do something just because I could.
- 10:I always keep the company’s benefits in mind.
- 11:I am known to be rather spontaneous at times.
- 12:I don’t let my mistakes get the better of me.
- 13:I adapt well to an ever-changing environment.
- 14:I know that sometimes I am not in charge of things.
- 15:I keep my cool even in a crisis.
- 16:I like finding new hobbies.
Explanation:
You want to read each answer carefully, and find which have a neurotic feel to them. Look for individual words that have a negative connotation, and separate those answers out. For example, “I am rather impulsive” will likely increase your neuroticism score. Impulsivity is the fifth facet of the NEO PI-R definition for neuroticism, so the inclusion of this word is a dead giveaway. You want to choose more positive answers, like 3. I am fairly optimistic, 7. I tend to initiate conversations, and 15. I keep my cool even in a crisis.
Extraversion
The extraversion section of the NEO PI-R test will determine how you act in a social environment. A high score in extraversion indicates you are a friendly person, comfortable in large groups, and talkative with coworkers. You assert yourself, actively participate, and are not afraid to share your ideas in a meeting or gathering. A low score indicates you are more reserved and prefer to work independently. While this isn’t necessarily a negative, as it could mean you are self-sufficient, many workplaces are looking for team players.
Let’s take a look at an example question:
- 1:I understand that rules are there to keep people safe.
- 2:I usually go off the beaten path.
- 3:I don’t take too much time to prepare.
- 4:I am sensitive to the feelings of others.
- 5:People usually see me as a leader.
Explanation:
While this question has fewer choices, there is also likely to be only one or two correct answers. You'll want to study the facets that the NEO PI-R relates to extraversion and go through each answer to see what feels most in line with that definition. Some of these statements you can write off as unrelated: 3. I don't take too much time to prepare; this statement does not indicate one way or another if someone is extraverted. In this case, the correct answers are 2. I usually go off the beaten path, and 5. People usually see me as a leader.
Openness to Experience
The “Openness to Experience” section of the PI-R will determine how receptive you are to new experiences and new ideas. Those who score highly in this section are often more imaginative, in tune with inner feelings, intellectually curious, and constantly searching for variety.
Open individuals will entertain more unconventional or novel ideas, often solving frustrating workplace issues. Conversely, those who score lower often have much more muted emotions and remain conservative in their thoughts and actions. While this is not always the worst outcome, employers are more likely to hire someone who seems open to experience and ready to try new things.
Let’s take a look at an example question:
- 1:I only take the dive after someone else does
- 2:I am suspicious of people willingly doing something for me.
- 3:It takes a lot to distract me from my work.
- 4:I prefer to act based on what has been proven to be effective.
- 5:I believe that I am capable of handling my problems on my own.
- 6:I am not afraid to think outside of the box when needed.
- 7:I like conversing with other people.
- 8:Doing things conventionally has its benefits.
- 9:I believe that needless sharing or boasting about achievements is egotistical and should be avoided.
- 10:I always follow through with my commitments.
- 11:I fail to be methodical even if I tried.
- 12:I have difficulty doing what I should.
Explanation:
You want to find statements that seem more open and understanding. Eliminate irrelevant answers first, like 11. I fail to be methodical even if I tried. This statement has little to do with openness. Instead, choose answers like 1. Sometimes, we have to be creative in what we do to solve things, and 2. I like conversing with other people.
Agreeableness
Agreeableness will show employers your capacity for courtesy and compassion and how well you will follow orders. A high score means you are a sympathetic person, eager to help and get the job done. A low score likely means you are disagreeable or antagonistic and will probably only complete actions that act in your own self-interest.
Let’s take a look at an example question:
- 1:Documenting the process is as important as producing results.
- 2:I never run out of stories to tell.
- 3:Adventurous vacations are more fun than relaxing ones.
- 4:I rest easily.
- 5:I am not one to insult others.
Explanation:
You want to look through the facets of agreeableness and find which statement most closely resembles those characteristics. One of the facets, altruism, means to practice concern for others. While some of the other answers may vaguely relate to being agreeable, the only solution that perfectly matches up would be 5. I am not one to insult others.
Conscientiousness
A person who scores highly on the “Conscientiousness” section of the NEO PI-R will likely be someone who keeps a solid order for themselves and their work. They are dynamic, strong-willed, and determined to get a job done. A person with a lower score on this section will usually have difficulty applying moral principles. They will do things spontaneously and in their own way, which isn’t always the optimal way to act in a workplace.
Let’s take a look at an example question:
- 1:I experience strong emotions when smelling odd or strong scents.
- 2:I am generally seen as organized.
- 3:I have difficulty taking charge.
- 4:I make sure that my work is always satisfactory.
- 5:I do my best to help others when it’s in my power.
- 6:Doing things right is as important as doing the right thing.
- 7:I can manage my time well.
- 8:I study given feedback well to improve.
- 9:I’d rather be merciful than being just.
- 10:When there is a chance to fail, I shift the task to someone else.
- 11:I am time conscious.
- 12:I am safety-oriented.
- 13:I keep track of my activities.
- 14:I like to assert my view on matters.
- 15:Some people have seen me as selfish despite my intentions
- 16:I don’t take shortcuts
- 17:I believe that we should respect each other’s beliefs and opinions.
Explanation:
To find which solutions will make you seem more conscientious, look for words that relate to any associated facets; those facets are competence, order, dutifulness, achievement striving, self-discipline, and deliberation. Ignore statements that have nothing to do with being conscientious—for example, 1. I experience strong emotions when smelling odd or strong scents, which can be eliminated outright. Instead, look for answers like 2. I am generally seen as organized, 4. I make sure my work is always satisfactory, and 7. I can manage my time well.
NEO PI-R Frequently Asked Questions (F.A.Q.s)
How long does it take to complete the NEO PI-R questionnaire?
The NEO PI-R test usually takes candidates between 30 minutes and one hour to complete. Your time will depend on how long you take with each section, and how much you study beforehand.
What Is the NEO PI-R Test Format?
The test follows a “self-report” format, so the test-taker will have to assess their own reactions and behavior and answer the statements in the best way they see fit. Each exam section involves the candidate being asked how much they agree with a given question or statement. Other versions of the NEO PI-R test, like the PI-3, may be administered by an observer.
How many questions are there on the NEO PI-R?
While each test version is different, with some variations being longer or shorter, the NEO PI-R has 240 questions that you are required to complete.
How to Prepare for the NEO PI-R Test
If you want to get the best possible outcome for your NEO Personality Inventory and get the job you desire, you’ll need to understand the concepts covered by the assessment. By using our comprehensive prep course, you can prepare yourself for every question type contained within the NEO PI-R test.
Let us show you the tips and tricks you need to break into the career you want. Don’t wait; start our NEO PI-R prep course today!
