Big 5 (OCEAN)

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About the Big 5 (OCEAN) test

Der Big-5-Persönlichkeitstest basiert auf der Theorie des Fünf-Faktoren-Modells (FFM), das fünf breite Merkmalsdimensionen oder -bereiche als Grundlage für unterschiedliche Persönlichkeiten postuliert. Das Modell wurde durch die Arbeit verschiedener Forscher über drei Jahrzehnte (von den 1960er- bis zu den 1990er-Jahren) geprägt, die verbale Deskriptoren menschlichen Verhaltens analysierten. Schließlich wurden die langen Listen von Merkmalen, die in den komplizierten Modellen der frühen Forschung zur Anwendung kamen, auf höchster Ebene in fünf übergreifende Faktoren zusammengefasst, die die Persönlichkeit einer Person beeinflussen. nnJeder Faktor wird als Spektrum gemessen: Offenheit für Erfahrungen reicht von erfinderisch und neugierig bis konsequent und vorsichtig, Gewissenhaftigkeit reicht von effizient und organisiert bis verschwenderisch und nachlässig, Extraversion reicht von aufgeschlossen und energisch bis einsam und zurückhaltend, Verträglichkeit reicht von freundlich und mitfühlend bis herausfordernd und gefühllos und Neurotizismus reicht von sensibel und nervös bis belastbar und selbstbewusst. nnIm Big-5-Test werden die Testpersonen zu einer Selbsteinschätzung ihres Verhaltens geführt. Dazu werden sie gebeten, verschiedene Aussagen auf einer Skala von 1 (sehr unzutreffend) bis 5 (sehr zutreffend) einzustufen. Die Punktzahl, die die Kandidat:innen für jede Aussage angeben, ordnet sie einer von fünf möglichen Positionen auf dem Spektrum für jeden einzelnen Faktor zu.nnThe results provide insights into the test-taker's position on each factor and describe the personality traits that characterize their behavior. They also provide insight into their strengths and opportunities for improvement, and how they relate to others.nnDie Art der Teststruktur eignet sich am besten für die Bewertung der Zusammensetzung und Dynamik bestehender Teams zu Lern-, Entwicklungs- und Wachstumszwecken und weniger für Kandidat:innen, die sich um die Aufnahme in ein Team bewerben. Die Ergebnisse geben Aufschluss über die Position der Testpersonen in Bezug auf jeden einzelnen Faktor und beschreiben die Persönlichkeitsmerkmale, die ihr Verhalten charakterisieren. Sie geben auch Aufschluss über ihre Stärken und Verbesserungsmöglichkeiten und darüber, wie sie zu anderen stehen.

Der Test wurde von Fachexpert:innen entwickelt

Margarida R.

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Use the OCEAN personality test in your hiring process

The personality of an individual is the sum of how they feel, think, and behave, and it determines how they respond to the world around them.

Since every individual is unique, personality is difficult to measure. But thanks to various theories and models, there are a few personality tests out there that can successfully tell us about various aspects of an individual’s personality.

One of these is the OCEAN or Big 5 personality test. It follows the Five-Factor Model, an empirically based psychological theory that evaluates five overarching dimensions of personality. These dimensions and their spectrums are:

Openness (O): Ranges from inventive and curious to consistent and cautious
Conscientiousness (C): Ranges from efficient and organized to extravagant and careless
Extroversion (E): Ranges from outgoing and energetic to solitary and reserved
Agreeableness (A): ranges from friendly and compassionate to challenging and callous
Neuroticism (N): Ranges from sensitive and nervous to resilient and confident

Candidates who take the test will participate in a self-evaluation of their behavior based on these factors. Their results will indicate where they fall on the spectrum for each dimension, providing insight into their traits, behaviors, strengths, and opportunities for improvement.

Why use the test?

Personality tests are great tools for recruitment. If you use them correctly and appropriately, the insight they provide can be highly beneficial for both your organization and your candidates. Here are a few benefits of using the OCEAN personality test:

• Learn how your candidates’ personalities and worldviews align with your company’s values
• Understand how you might adjust the recruitment process to suit candidates’ needs
• Use the results as a basis for future training opportunities
• Evaluate existing team dynamics for development and growth purposes
• Improve empathy and understanding all around

When to use the test

We recommend that you use the Big 5 or OCEAN personality test right at the beginning of your hiring process after you’ve posted a job ad and have candidates rolling in. The test is a tool for understanding your candidates in more depth, and it might inform how you approach later stages of the hiring process, such as interviewing and onboarding.

How to use the test

It’s important to emphasize that you should not base your hiring decisions on the results of an OCEAN personality test. Excluding candidates based on their personality traits alone is bad practice, and diverse and inclusive teams perform better.

Instead, to get as much value as possible from the OCEAN personality test, you should use it as part of a complete pre-employment assessment. If you choose up to five relevant tests from our test library to build a complete assessment, your candidates’ results will paint an accurate and well-rounded picture of their skill sets and personalities.

You can then use the OCEAN personality test results to understand how you might conduct an interview with them, how they might approach certain projects, or what kind of working environments help them thrive.

How does the Big 5 personality test work?

Each of the Big 5 dimensions is measured on a spectrum. For each question in the test, candidates will be asked to score various statements on a scale of 1 (very inaccurate) to 5 (very accurate), where 3 is neutral. The scores that they choose will place them in one of five possible positions on the spectrum of each factor. Here are brief descriptions of the Big 5 factors:

• Openness refers to how open to new experiences a candidate is and how they feel about the unfamiliar and adventurous. Candidates who score high in this dimension are likely to be creative and open to new ideas, and those who score lower are focused and pragmatic.
Conscientiousness represents how reliable and organized somebody is. A low score indicates that your candidate is a risk-taker and can be unreliable. Your more disciplined candidates will likely score high in this factor.

• Extroversion is a characteristic of talkative, highly sociable, exuberant, and expressive people, and introversion is a quality of people who are quieter, calmer, more reserved, and contemplative. Extroverted candidates will score high in this dimension, and more introverted candidates will have lower scores.

• Agreeableness denotes how easy a candidate might be to get along with. High scorers tend to be altruistic and affectionate, but they may be naïve or submissive, too. Low-scoring candidates might be more competitive or argumentative, but they’ll speak up for themselves and know when to say no.

• Neuroticism has to do with a person’s emotional vulnerability. Candidates who score high in neuroticism may benefit from calmer working conditions, whereas those who have low scores will be better equipped to cope with unpredictable levels of stress.

The OCEAN personality test takes no longer than ten minutes to complete. Once your candidates have completed their assessments, you’ll be able to see where they stand on each spectrum. You’ll also be provided an explanation of what their results mean in regard to their personality, strengths, and weaknesses, along with some tips based on their personalities.

Personality tests and skills-based hiring

In a world where great talent is hard to find and mis-hires can cost businesses as much as $240,000, hiring the best candidates is crucial for companies. Unfortunately, traditional CV-based recruitment strategies don’t make this easy. CVs are prone to hiring bias and do little to show recruiters the skills their applicants actually have.

This is where pre-employment assessments come in. When you use hiring tools that enable candidates to show rather than tell their skills, identifying the right candidates becomes much easier.

What’s more, they eliminate bias since there’s no possibility of candidates being dismissed because of their education or experience. Skills assessments drive skills-based, data-driven, bias-free hiring.

So, how can personality tests help? Despite the fact that they’re not skills based, personality tests like the OCEAN test provide you with valuable insights into your candidates as people. Once you know whether or not they’ve got the skills you need, a personality test will help you understand their strengths, weaknesses, and preferences.

The results of personality tests can be beneficial post-hire, too: Use them to determine the management style you choose for your successful candidate, or help them enhance their productivity at work.


What is the difference between an assessment and a test?
Ein Assessment ist ein Gesamtpaket von Tests und benutzerdefinierten Fragen, die du zur Bewertung deiner Bewerber:innen zusammenstellst. Jeder einzelne Test innerhalb eines Assessments ist so konzipiert, dass er etwas Bestimmtes prüft, z. B. eine berufliche Fähigkeit oder eine Sprache. Eine Bewertung kann aus bis zu 5 Tests und 20 benutzerdefinierten Fragen bestehen.Du kannst den Bewerbern:innen ermöglichen, auf verschiedene Weise auf deine benutzerdefinierten Fragen zu antworten, z. B. mit einem personalisierten Video.
Can I add my own questions to an assessment?
Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.
How do video questions work?
A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now." You can learn more about video questions here.
Can you explain how the other custom question types work?
Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here.
Can I customize an assessment with my company logo and color theme?
Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.
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What is the cost for using the Big 5 (OCEAN) test?
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Can I combine the Big 5 (OCEAN) test with other tests?
Yes. You can add up to five tests to each assessment.
Where in my recruitment process should I use the Big 5 (OCEAN) test?
We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email. TestGorilla replaces traditional CV screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

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