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Personality

Pre-Employment Personality Test

Explore Big Five personality dimensions with the IPIP-NEO-120 and use the profile as one structured input for role and interview discussions.

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What It Measures

## What the Personality Questionnaire Measures HeyHRM uses the public-domain IPIP-NEO-120 questionnaire to describe Big Five personality traits and facets from a candidate's self-report. The result describes reported tendencies; it is not a clinical diagnosis, an integrity test, proof of culture fit, or a prediction of retention or job performance by itself. Personality evidence should be used only where a job analysis supports the relevance of a trait. Do not create a universal ideal profile or copy the profile of existing employees. Review the questionnaire and interpretation for the role, provide appropriate accommodations, and combine the result with skills evidence, work samples, and structured interviews.

How It Works

## How It Works The current questionnaire contains 120 statements rated on an agreement scale. The candidate experience shows an approximate 12-minute completion estimate and does not use an overall timer. Results describe Big Five traits and facets for human review. HeyHRM does not use generative AI to detect deception, calculate a universal [fit score](/assessments/fit-score), or automatically reject a candidate from this questionnaire. Give comparable candidates the same instructions. Explain how the result will be used, provide an accommodation path, and avoid interpreting small differences as precise or permanent facts about a person.

Sample Questions

1. Rate your agreement: "I am always prepared for meetings and deadlines."

  • A.Strongly Disagree
  • B.Disagree
  • C.Neutral
  • D.Agree
  • E.Strongly Agree

2. Rate your agreement: "I feel comfortable being the center of attention in a large group."

  • A.Strongly Disagree
  • B.Disagree
  • C.Neutral
  • D.Agree
  • E.Strongly Agree

3. Rate your agreement: "I often think about abstract or theoretical concepts even when they have no immediate practical application."

  • A.Strongly Disagree
  • B.Disagree
  • C.Neutral
  • D.Agree
  • E.Strongly Agree

4. Rate your agreement: "I remain calm and focused when unexpected problems arise at work."

  • A.Strongly Disagree
  • B.Disagree
  • C.Neutral
  • D.Agree
  • E.Strongly Agree

5. Rate your agreement: "When a colleague makes a mistake, I try to understand their perspective before giving feedback."

  • A.Strongly Disagree
  • B.Disagree
  • C.Neutral
  • D.Agree
  • E.Strongly Agree

6. Rate your agreement: "I prefer to follow a proven process rather than experiment with new approaches."

  • A.Strongly Disagree
  • B.Disagree
  • C.Neutral
  • D.Agree
  • E.Strongly Agree

Frequently Asked Questions

How long does the personality assessment take?▾
The IPIP-NEO-120 contains 120 agreement-scale statements. The candidate experience shows an approximate 12-minute estimate and does not impose an overall timer.
Can candidates fake their personality results?▾
Self-report questionnaires can be influenced by impression management, context, and interpretation. HeyHRM does not claim AI deception detection; use the result cautiously and verify job-relevant topics through structured follow-up.
Is personality testing legal for hiring?▾
Requirements depend on the jurisdiction and how the assessment is designed, validated, administered, and used. Employers remain responsible for job relevance, adverse-impact monitoring, accessibility, accommodations, and qualified legal review.
Why Big Five instead of DISC or Myers-Briggs?▾
HeyHRM uses the Big Five-based IPIP-NEO-120 because it provides trait and facet descriptions. That choice does not make the questionnaire universally valid for hiring; employers still need job relevance and appropriate validation.
Are there right or wrong personality types?▾
No. A profile describes self-reported tendencies, not a good or bad candidate. Do not use it to diagnose, infer protected information, or create a universal ideal profile.
How does personality affect the FIT Score?▾
HeyHRM does not currently calculate a universal composite fit score. If personality evidence is used, document why a trait relates to the role and review it separately with other structured evidence.
Can I see results at the facet level?▾
The IPIP-NEO-120 is designed to report Big Five traits and facets. Interpret the current result display cautiously and do not treat small differences as precise or permanent facts about a person.
What if a candidate's personality doesn't match the ideal profile?▾
Do not automatically disqualify the candidate or assume an ideal profile. Review only job-relevant dimensions and use consistent interview questions to understand context.
How does this compare to TestGorilla's personality test?▾
Compare current products directly on instrument design, job relevance, scoring transparency, accessibility, validation evidence, privacy, security, and total cost. Verify vendor-specific claims from current documentation.
What does the personality assessment cost?▾
Plan availability, limits, and prices can change. Check the live HeyHRM pricing page for current terms before purchasing or publishing a comparison.

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