Modelo de los cinco grandes (Big 5)

Use our Modelo de los cinco grandes (Big 5) test to hire the best

About the Modelo de los cinco grandes (Big 5) test

La prueba de personalidad de los cinco grandes se basa en la teoría del modelo de los cinco factores que postula cinco amplias dimensiones de rasgos o dominios como base de las diferentes personalidades. El modelo se fue configurando gracias a los trabajos de varios investigadores a lo largo de tres décadas (desde los años 60 hasta los 90) que analizaron descriptores verbales del comportamiento humano. Finalmente, las largas listas de rasgos propuestas en los complicados modelos de las primeras investigaciones se organizaron al más alto nivel en cinco factores generales que afectan la personalidad de una persona. Cada factor se mide como un espectro: la apertura a la experiencia va desde la inventiva y la curiosidad hasta la constancia y la cautela, la meticulosidad va desde la eficiencia y la organización hasta la extravagancia y el descuido, la extroversión va desde la sociabilidad y la energía hasta la soledad y la reserva, la amabilidad va desde la simpatía y la compasión hasta el desafío y la insensibilidad, y el neuroticismo va desde la sensibilidad y el nerviosismo hasta la resiliencia y la confianza. En la prueba de los cinco grandes, las personas examinadas autoevalúan su comportamiento puntuando varios enunciados con una escala de 1 (muy erróneo) a 5 (muy preciso). La puntuación que los candidatos dan a cada enunciado les otorga como resultado una de las cinco posiciones posibles en el espectro de cada factor. La naturaleza de la estructura de la prueba es más adecuada para evaluar la composición y la dinámica de equipos existentes con fines de aprendizaje, desarrollo y crecimiento, que para los candidatos que solicitan incorporarse a ciertos equipos. Los resultados proporcionan información sobre la posición de la persona que realiza la prueba en cada factor y describen los rasgos de personalidad que caracterizan su comportamiento. También proporcionan una visión de sus puntos fuertes y de las oportunidades de mejora, y de cómo se relacionan con los demás.

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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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.
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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.
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Can I combine the Modelo de los cinco grandes (Big 5) test with other tests?
Yes. You can add up to five tests to each assessment.
Where in my recruitment process should I use the Modelo de los cinco grandes (Big 5) 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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