Personality Test - Big 5 Model Test
Personality Test – Big 5 Model Assessment Summary:
Assess the test-taker's personality according to the five dimensions of the Big 5 model: Openness to Experience, Conscientiousness, Agreeableness, Extraversion, Neuroticism. Note: This test is best used as a supplementary tool. It is not recommended that you rely solely on this test in the screening process.
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Use Personality Test – Big 5 Model Test:
Use this test to hire Customer Service Representatives, Customer Success Managers, Account Managers, Project Managers, and Operations Managers.
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About the Personality Test – Big 5 Model Test
Resumes rarely show how someone will collaborate, stay organized, or respond to pressure at work. Canditech’s Big Five personality test gives recruiters a structured view of interpersonal skills, adaptability, stress management, and overall work style, and it is best used as a supplementary assessment alongside role-specific tests and interviews.
- Work habits and dependability: This area looks at how candidates approach planning, follow-through, and everyday responsibility on the job. Strong results can point to organized, reliable employees, while lower results may suggest a looser approach to deadlines and routines. Candidates are evaluated through short self-report statements about focus, task completion, and procrastination.
- Team interaction and relationship style: This area focuses on how people typically engage with coworkers, customers, and group discussions. It helps recruiters understand cooperation, warmth, trust, sociability, and comfort participating in collaborative environments. Candidates rate how strongly they agree with statements about speaking up, relating to others, and handling interpersonal friction.
- Adaptability and emotional resilience: This area covers openness to new ideas as well as how steady and self-assured someone tends to be under pressure. It can help hiring teams identify candidates who are curious, flexible, and more emotionally consistent in changing work settings. The assessment measures these tendencies through agreement-scale questions about curiosity, confidence, stress, and mood.
Overseen by PhD-Level Psychometric Experts
Canditech’s platform is built on validity, reliability, and scientific rigor. Our assessment library sections are developed by in-house psychometric experts under the leadership of Dr. Moran Sela, PhD, Head of Test Development, in collaboration with subject matter experts across different fields.
Using research-backed work sample tests proven to predict on-the-job success, our assessments undergo rigorous validation to deliver precise, defensible, and data-driven candidate evaluations.
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Frequently Asked Questions
At what stage of the hiring process should I share a skill assessment with candidates?
The ideal timing depends on the role, seniority, and region. Most companies send assessments before or right after the first recruiter call to focus on skilled candidates early. Our psychometricians and hiring consultants can advise on the best timing to ensure efficiency, fairness, and a great candidate experience.
Can I use my company’s existing assessments?
Yes, any organization can integrate its existing internal tests into the Canditech platform. Once implemented, your assessments can be automatically checked and scored, customized to match your branding, synced with your ATS, and easily reviewed by your hiring team. Our PhD-holding psychometrics team is also here to guide the entire migration process, ensuring a smooth and efficient transition.
Can I integrate Canditech with my ATS?
Yes, Canditech integrates seamlessly with 40+ leading ATS platforms, including Lever, SmartRecruiters, Greenhouse, Workable, Pinpoint, Ashby, Comeet, JazzHR, Jobvite, Teamtailor, HiBob, BambooHR, Recruitee, iCIMS, Workday, SAP SuccessFactors, and more. Our platform offers unique automation solutions that streamline your end-to-end hiring flow, allowing you to send assessments, track progress, and view results directly within your ATS. If you are looking to integrate, our team is here to help you explore the best options.
How does Canditech detect and prevent cheating during assessments?
Canditech helps maintain fair and secure assessments with advanced anti-cheating technology, including ChatGPT detection, copy-paste and tab tracking, device and location monitoring, webcam snapshots, time limits, randomized questions, and video-based questions to maintain integrity and accuracy. Learn more here.
Is Canditech an interview replacement?
No, Canditech doesn’t replace interviews, it makes them count by helping you identify candidates with proven skills early so you can focus your time on the people most likely to excel. The result is fewer interview hours, better conversations, and stronger hires. We believe technology is not a replacement for the personal touch!
What kind of support do you provide?
Our team is always here to help! All users can contact us through our support email. Beginning with the Team package, Canditech offers technical assistance for candidates. From the Pro package onward, each company is assigned a dedicated account manager to guide onboarding and deliver ongoing support. You’ll also receive access to PhD-level psychometric experts who provide professional guidance and ensure the scientific reliability of your assessments. In addition, our comprehensive Help Center offers articles, guides, and tips to help you make the most of Canditech.
How does skill assessment software reduce hiring costs and demonstrate ROI?
Skill assessment software helps companies hire faster and more effectively by spotting the right candidates early and reducing the chances of mis-hires. Many companies using Canditech have reported measurable results, including a 50% decrease in time-to-hire, an 80% reduction in interview hours, and ROI improvements reaching 248%.
How does Canditech ensure a positive candidate experience?
Candidates value the opportunity to fairly demonstrate their skills while getting a “test-drive” of the role. Our assessments mirror real job tasks and incorporate your logo, colors, and video to create an engaging, branded experience. This builds strong face validity, helping candidates feel the process is relevant, job-focused, and designed to evaluate the skills that truly matter.
