Top Big Five Personality Tests For Better Hiring

You’re probably here because you’ve heard the buzz: Big Five—or OCEAN—personality tests work. But there’s a difference between a generic quiz and a well-designed test fit for hiring. Let’s unpack that in a way that actually helps you pick something useful.

So, What Makes One Test Better Than Another?

Let me tell you. I once worked with an HR team that used a flashy OCEAN quiz from some trendy startup. It looked great on paper, but missing clear scoring. Outcomes were vague. Managers shrugged. Waste of time.

The “best” test needs to hit three key things:

• Reliable scoring—so answers mean something.
  
• Role relevance—does it measure what matters for the job?
  
• Candidate experience—clear, short, and easy to take.
  

That’s the sweet spot. Anything else? Just noise.

The Top Tests Worth Considering

1. AssessGrow’s Big Five Personality Test

• Built for hiring—not just academic curiosity.
  
• Roles matter. Reports tie traits to workplace success.
  
• Auto-scored, easy to export, candidate-friendly.
  

This isn’t just another test. It’s designed to slot right into your ATS or interview flow.

2. NEO-PI-R / NEO-FFI

• The gold standard in personality research.
  
• Very reliable, but:
  
  • Long (60–240 items)
    
  • Costly
    
  • Reports often too academic for hiring
    

If you’re in a regulated industry—or really care about scholarly precision—it’s solid. But for fast hiring? Probably overkill.

3. Big Five Inventory (BFI-44)

• 44 questions, free for non-commercial use.
  
• Reliable and well-researched.
  
• But manual scoring and interpretation aren’t fun.
  

Perfect if you want a solid baseline test, but expect to do some work after.

4. Short Forms (e.g., BFI-10)

• 10-question version of BFI.
  
• Takes 60 seconds.
  
• But not reliable at individual level.
  

Great for small-scale screening or internal talks. Not enough to make hiring decisions.

5. Commercial OCEAN Tests

• Vary wildly in quality.
  
• Often slick interfaces + AI reports.
  
• Reliability depends on vendor—do your homework.
  

Always check for published validity data and bias audits.

How They Compare: An Easy Table

Test Name	Questions	Speed	Scoring	Hiring Fit
AssessGrow OCEAN	~50	~5 min	Auto	Built for hiring managers
NEO-PI-R	240	30+ min	Paid/Auto	Best in class, but long
BFI‑44	44	~10 min	Manual	Research-backed
BFI‑10	10	~1 min	Manual	Good for pulse-checks
Other Commercial OCEAN	Varies	Varies	Auto	Vet validity closely

When to Use Each One

• Need quick insight? Use BFI‑10 or similar—and don’t treat it as gospel.
  
• Want research accuracy? Choose BFI‑44 or go full NEO‑PI-R.
  
• Hiring at scale? Invest in AssessGrow’s OCEAN test: job-relevant, fast, fair.
  

If a builder in London needs a teammate with high conscientiousness and empathy, cloud-based scoring and reports make life easier.

How to Integrate These Tests into Hiring

1. Pick your tool. One with scoring & validity is non-negotiable.
   
2. Calibrate it to your roles. Think: high conscientiousness for analysts, extraversion for sales.
   
3. Train assessors. Everyone reading results should know what a high or low score means.
   
4. Track outcomes. Compare personality scores with performance data over time.
   
5. Use it to add insight, not replace hiring. A test should support intuition—not override it.
   

Related Resources That’ll Help

• Deep dive into OCEAN traits → What Is Big Five (OCEAN) Personality Test: Detailed Guide
  
• Quick PDF/practical guide → Personality Test PDF & Printable Versions
  
• Compare test styles → Big Five Personality Test Types
  
• Sample questions & insights → Sample Questions & Purpose of the Big Five Test
  
• Real workplace examples → Big Five Personality Test for Hiring
  

FAQs

Which Big Five test is best for hiring?
AssessGrow’s test is built for hiring: relevant, auto-scored, and reliable.

Is the BFI‑10 any good for screenings?
Only as a quick pulse check. It’s too short to influence hiring decisions.

Do I need a paid test?
Not always—but free research versions require effort to score and interpret.

Can test results be unfair or biased?
Only if they’re poorly constructed or not validated for the population you’re hiring from. Always check validity data.

Hiring’s messy. Maybe convoluted.

But picking the right personality test shouldn’t be.

Start with something reliable and job-relevant. Integrate it. See how it changes conversations. Then, measure. You’ll be surprised how much clarity one good test can bring.