Big 5 (OCEAN)

Use our Big 5 (OCEAN) test to hire the best

About the Big 5 (OCEAN) test

The big 5 personality test is based on the five-factor model (FFM) theory that posits five broad trait dimensions or domains as the basis of different personalities. The model has been shaped by the work of various researchers over three decades (from the 1960s to the 1990s) who analyzed verbal descriptors of human behavior. Eventually, the long lists of traits proposed in the complicated models of early research were organized at the highest level into five overarching factors that affect a person’s personality.

Each factor is measured as a spectrum: openness to experience ranges from inventive and curious to consistent and cautious, conscientiousness ranges from efficient and organized to extravagant and careless, extraversion ranges from outgoing and energetic to solitary and reserved, agreeableness ranges from friendly and compassionate to challenging and callous, and neuroticism ranges from sensitive and nervous to resilient and confident.

The big 5 test leads test-takers on a self-evaluation of their behavior by asking them to score various statements on a scale from 1 (very inaccurate) to 5 (very accurate). The score candidates provide for each statement places them on one of five possible positions on the spectrum of each factor. The nature of the test structure is best suited to evaluating the compositions and dynamics of existing teams for learning and development and growth purposes, rather than for candidates applying to join teams.

The 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.

BIG 5 test

The test is made by a subject-matter expert

Margarida R.

Margarida is a clinical psychologist and psychometrist. Her work has focused on studying and conducting psychological evaluations on different populations across a variety of clinical settings, from pain clinics and hospitals in Chicago to state prisons in Los Angeles. Two years ago, Margarida opened her own private practice in her hometown of Lisbon, Portugal, where she now dedicates her time to developing new psychological tests, conducting research, and doing therapy in person and online.

Crafted with expert knowledge

TestGorilla’s tests are created by subject matter experts. We assess potential subject-matter experts based on their knowledge, ability, and reputation. Before being published, each test is peer-reviewed by another expert, then calibrated using hundreds of test takers with relevant experience in the subject. Our feedback mechanisms and unique algorithms allow our subject-matter experts to constantly improve their tests.

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The Big 5 (OCEAN) test will be included in a PDF report along with the other tests from your assessment. You can easily download and share this report with colleagues and candidates.


What is the difference between an assessment and a test?
An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized 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.
What type of support do you offer?
Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive Help & Inspiration Center.
What is the cost for using the Big 5 (OCEAN) test?
You can find our pricing packages here. Sign up here to try TestGorilla today.
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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