Personality Test Practice for Job Applications

Hogan’s bright-side inventory: how you come across day to day when things are going well, across the seven scales Adjustment, Ambition, Sociability, Interpersonal Sensitivity, Prudence, Inquisitive and Learning Approach. Untimed agree/disagree items.

The derailer inventory - the one candidates get blindsided by. Eleven scales covering what happens when pressure strips the polish off, grouped into Moving Away, Moving Against and Moving Toward. Every scale is a strength taken too far, not a flaw.

What you want from work rather than what you can do: ten values scales from Recognition and Power through to Aesthetics and Science. Used to judge culture fit, which makes it the Hogan instrument where honest answers matter most.

The Master Person Analysis: 40 groups of four statements, and in each you pick the one most like you at work and the one least like you. It places you on nine working-style properties from pace and sociability to structure and detail, with no right answers.

OPTO’s 154 statements rated from Very untrue to Very true in groups of seven, across 20 aspects of work behaviour. When two statements in a group get the same rating you spread them apart, and that Spotlight step is what a feedback interviewer will ask you about.

A forced-choice personality questionnaire measuring 32 dimensions across three domains. Select the statement most and least like you from each block of four.

Blocks of three statements, two blocks to a screen: mark one most like you and one least like you. A profile on five working-style dimensions reconstructed from Airways’ published controller traits, not a mark.

The normative Personality and Preference Inventory. Rate how strongly you agree with workplace statements on a 1-5 scale. Produces a profile across 20 work-relevant trait dimensions.

The ipsative Personality and Preference Inventory. For each pair, choose the statement more like you. Forces prioritisation and produces a relative ranking across 20 trait dimensions.

Select the words that describe how others expect you to behave, then the words that describe who you really are. Produces a profile across the four PI drives: Dominance, Extraversion, Patience and Formality.

The Five Factor questionnaire inside Wonderlic Select, reported as Cooperation, Dependability, Stress Tolerance, Sociability and Open-mindedness. Untimed, with no score to beat - Wonderlic states Dependability and Stress Tolerance predict performance across nearly every role.

Criteria’s untimed personality inventory. Rate how strongly you agree with each statement to produce a profile across twelve workplace traits. There is no score to beat here - consistency matters more than any single answer.

Rate how well a series of work-context statements reflect you on a 1-5 scale. Both your rating and how quickly you respond feed a profile across your strength dimensions - fast, confident answers signal a genuine strength. Mirrors the Cappfinity strengths preference assessment.

Twenty-four sets of four adjectives. Pick the one most like you and the one least like you, producing the three DISC graphs Thomas reports. No right answers and no pass mark.

Seventy-eight statements rated 1 to 7 across six workplace traits. Thomas reads high scores as potential derailers as well as strengths, so there is no end of the scale to aim for.

Trait emotional intelligence statements rated 1 to 7, scored across fifteen facets and four factors. A shortened form of a 153-item instrument, built to the same structure.

Pick the caption more like you from 75 picture pairs. AssessFirst’s personality questionnaire, and usually the first thing an AssessFirst invitation asks for. A profile across 20 facets, not a score.

Choose which of two statements would motivate you more at work, 90 times. AssessFirst’s motivation questionnaire, reported as 20 motivations in four groups. A profile, not a score.

Rate 80 short statements on a five-point scale to produce a profile across five workplace factors: Extraversion, Confidence, Structure, Tough-Mindedness and Conformity. Untimed, and there are no right answers.

Assessio’s Five Factor personality questionnaire, reported across five factors and twenty-five facets. Untimed, with no right answers and nothing to beat. Assessio’s own Extremes model treats both ends of a scale as a risk, so a moderate profile is not a weak one.

Eighty-five items placing your work values on Schwartz’s nine dimensions in four opposing domains. Reported as culture fit against an employer’s profile rather than as a score, so there is no good or bad set of values here.

Alva’s adaptive five-factor questionnaire: short statements about how you work, rated 1 to 5, with a Skip button and no clock. Each of the fifteen facets stops once your answers place it, so the length depends on how consistently you answer.

Six work statements at a time on a nine point agree scale. Rate two statements the same and they come straight back as a forced choice asking which applies most and which least, which is the mechanic behind TestGroup’s Normatief-Ipsatief split. Profiles 34 dimensions in four clusters, plus a Jung type and a Bridge colour. No right answers.

Rate how much you would enjoy work and leisure activities on the same nine point scale, anchored "zeker niet leuk" to "heel leuk". Produces a RIASEC Holland code, thirty interest areas and the eight Schein career anchors. Used far more often for development, outplacement and study choice than as a selection hurdle.

Ixly's most-used instrument, also sold in English as the WPS or WPI. Rate work statements on a five-point scale to produce a profile across 25 scales in five factors. Untimed, and Ixly's own report says a high or low score is not good or bad.

Test Partnership’s personality questionnaire, practised across the nine global factors of its Big5+ framework including Integrity. Untimed, seven-point agreement scale, and no score to beat.

Rank five statements from least like you to most like you, one per column and no ties. Sova reports 18 work traits built on the HEXACO model, in three groups, with no overall score.

Choose between paired images to describe your own working style, about fifty times. No right answers.

Rate your agreement with about fifty statements about how you work. No right answers.

Reply to a branching team conversation in a chat thread, three options a turn. Describes how you work with people.

Rate 80 statements about how you work from Completely disagree to Completely agree, including the ranking screens the real questionnaire adds when you rate several different qualities at the top. A profile across the nine framework areas, not a mark.

GITP’s personality questionnaire and the part of Talent Match every candidate takes. Rate 144 short descriptions of behaviour at work from -2 (untrue) to +2 (true). Produces five factors and 24 facets, each described at both ends. Untimed, and there are no right answers.

What gives you energy at work, across twelve drives in four clusters. Choose which of two goals matters more to you, with each pair chosen from your earlier answers. GITP does not publish its exact format, so this is our reading of it. Untimed, no pass or fail.

All 276 pairs of the Civil Service Styles Assessment, rated Much More to Much More, with the back button and final submit of the real one. No score to beat: a work-style profile and a check on the response patterns that stop a real score being produced.

The work-style questionnaire every USA Hire candidate sits: statements about how you work, answered on agreement, frequency and comparison scales. You get a profile across OPM’s 11 competencies rather than a mark.

The work-style half of OPM’s Early Career Talent Assessment: two statements at a time, and you record the one more true of you. A profile across Attention to Detail, Learning and Self-Management.

The CPQ Core: 126 statements on a five-point agreement scale, measuring 20 traits across how you deal with people, think, feel, what motivates you and the culture you suit. Untimed, and no score to beat.

The drives questionnaire almost every TMA process includes: pick the statement more like you at work, again and again. Places you on 22 drives, each with a named talent at both ends. Untimed, no right answers, and a shortened practice form of the real 312 statements.

LTP’s standard personality questionnaire: 99 statements on a seven-point scale from Helemaal mee oneens to Helemaal mee eens, reported on the five Big Five factors. There are no right answers, and on a real LTP sitting a psychologist reads the profile with you.

LTP’s Work Personality Questionnaire, reported as Werkstijlen: 34 statements about how you like to work, placed on eight scales such as Bedachtzaam to Actiegericht and Zelfstartend to Werkt graag met druk. Neither end of a scale is the better one.

NOA’s Big Six personality questionnaire: 120 statements on a five-point agreement scale across six groups and eighteen scales, from calm and stable to directed at self-interest. Each end of every scale has a strength and a pitfall, and the report includes a social desirability check. No right answers, untimed.

100 short statements rated from Strongly disagree to Strongly agree, ten to a page, untimed: nine for each of the ten PQ10 scales plus ten that check for over-flattering answers. No score to beat: a profile on ten two-ended scales.

Harver’s work-style questionnaire: 67 sentence starts, each with two endings, answered on a six-point scale with no middle. Eleven traits in three groups, shown in three bands with no good or bad end. Untimed, about seven minutes.

Say which of two statements about how you work fits you more, and how strongly, across 75 pairs. No right answers.