Big Five Personality Test Types: What You Should Know Before Using Them

Hiring someone who’s technically brilliant but can’t take feedback? Been there.

That’s why personality tests keep showing up in hiring stacks. Especially the Big Five. But here’s the catch—there isn’t just one Big Five test. There are several. And they’re not all created equal.

Some go deep. Others stay surface-level. Some are built for hiring. Others feel like they belong in a college psych class.

So if you’re going to use a Big Five Personality Test to screen candidates or coach teams, it helps to know which version you’re actually working with.

Let’s unpack it.

Wait—what exactly are we talking about here?

Quick refresher: the Big Five (or OCEAN) model breaks personality into five dimensions:

• Openness to Experience
  
• Conscientiousness
  
• Extraversion
  
• Agreeableness
  
• Neuroticism (or emotional reactivity)
  

Each person scores somewhere along a spectrum for each trait. High or low, neither is “bad”—but context matters. High openness might shine in a design role. High neuroticism? Maybe not ideal for a crisis-facing leadership seat.

If you want a full breakdown of what each trait actually means, check out this deep dive on Big Five personality traits. It helps to know what you’re measuring before you start comparing results.

So, how many Big Five personality test types are out there?

Quite a few. But here’s the thing—most of them use the same basic theory. What changes is the format, depth, and intended use.

Let’s break down the most common types used in the workplace:

1. Full-Length Big Five Inventory (BFI or IPIP-NEO)

This is the heavyweight version. Usually 50–100+ questions. Best used when:

• You want deep insight for leadership roles
  
• You’re running internal coaching or development programs
  
• Time isn’t a dealbreaker
  

Honestly, these are better for internal use than pre-hire screening. But if you’ve got the time, they reveal a lot.

We explain how these longer formats differ in our Big Five Test PDF guide, especially if you’re considering a print version for in-house sessions.

2. Short-Form Big Five Tests (Mini-IPIP, Ten-Item Personality Inventory)

These are made for speed. Think 10–20 questions, 2 minutes tops.

Great for:

• Screening high-volume candidates
  
• Quick insights before interviews
  
• Adding soft skill layers to hiring scorecards
  

You lose some depth, but they’re surprisingly useful when paired with structured interviews. If you’re hiring for frontline roles, support, or SDR teams, these can surface important temperament differences—fast.

Need help deciding where to plug this in? Our Big Five Test for Hiring guide lays out practical use cases by role type.

3. Custom-Tuned Big Five Tests (Like AssessGrow’s)

Here’s where things get interesting.

We’ve taken the original science and rebuilt it for hiring. That means:

• Job-relevant language
  
• Built-in lie scales
  
• Output that actually translates into hiring insights
  

Our version of the Big Five Personality Test shows you:

• Red flags and role mismatch risks
  
• Work style fit
  
• Coachability and collaboration potential
  

It’s not just “You’re a 7 on Agreeableness.” It’s, “This candidate might avoid conflict—but could struggle giving feedback.”

You can see how the full model works in our Big Five Personality Test Types Overview.

4. Free Online Big Five Tests (and Why to Be Cautious)

Yes, they’re everywhere. Some are decent. Most are… hit or miss.

The problem isn’t the model. It’s the implementation:

• Vague or inconsistent questions
  
• No control for faking good answers
  
• No role fit translation
  

So while they might work for self-discovery or casual team bonding, they shouldn’t be used to make hiring calls.

That said, if you just want to explore the question types or run a low-stakes session, we’ve curated a few safe versions in our Top Big Five Personality Tests roundup.

Okay, but how do you choose the right one?

Here’s how we usually break it down:

Situation	Best Test Type
High-volume hiring	Short-form Big Five
Internal coaching	Full-length BFI or NEO
Leadership roles	Custom-tuned Big Five
DIY team workshops	Printable PDFs
Pre-interview prep	Quick 10–12 item versions

Want to try the print-friendly route first? We’ve got a Big Five Test PDF you can download—great for in-person use or low-tech teams.

If you want to preview the question format, our sample question blog breaks down what you’ll actually be asking (and what those answers say about someone).

Frequently Asked Questions (FAQ)

Why are there different versions of the Big Five test?
They’re all based on the same theory—but differ in depth, format, and purpose (e.g., hiring vs. coaching).

Which version is best for hiring?
Short-form or custom-tuned tests. They’re fast, job-relevant, and built for screening.

Are long tests like the BFI good for pre-hire use?
Not ideal. They’re better for leadership development or internal coaching—not high-volume hiring.

Can I use free Big Five tests online?
Use them with caution. Most aren’t reliable for hiring—no lie scales or job-fit logic.

So what’s the move?

If you’re testing this out for hiring, don’t overthink it. Start with a short-form or our custom version. Try it on one role. Maybe just one candidate. Then look at the fit.

From there, layer it into other hiring steps—like reference checks, interviews, or structured assessments.

And if you want a side-by-side view of all your options, head to our main Big Five Personality Test guide. It ties everything together.

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