Personality Test

The concept of personality is one that gathers much attention from both the scientific community and the general public alike. Yet, despite decades of research and study, there is still no consensual definition of what it means or entails as the concept of personality is so broad and vague that each researcher has their own way of describing it.1

Nevertheless, the theory of the Big Five is the one that gathers more consensus within the scientific community since it was established in the 80s2 and remains the most used to date to explain the structure of personality.3

The theory breaks down 5 big personality traits that are intended to explain the behavior and attitude of the individual in different contexts. The factors identified by this personality model are: openness to experience (creative/curious vs. conventional/cautious), conscientiousness (hard worker/organized vs. uninterested/careless), extraversion (people-oriented/outgoing vs. goal-oriented/reserved), agreeableness (altruistic/compassionate vs. egocentric/critical), and neuroticism (anxious/insecure vs. relaxed/self-assured).4

This personality test is based on the Big Five model and it was created by our lead researcher, Dr. Rosa Isabel Rodrigues, as part of her Ph.D. thesis in Management, with a specialization in Human Resources and Organizational Behavior.5


This online personality test contains 23 questions in total. For each question, please indicate how often you exhibit the described behavior by choosing one of the following options: Never, Very rarely, Rarely, 50% of the time, Occasionally, Very frequently, Always.

You can only select one option per question.

There are no right or wrong answers. Time is not a constraint. Take as long as you want. The accuracy of the results depends on how honest you are when answering the questions.


This test is designed with the intent of being an insightful and educational tool. We do not guarantee the accuracy of the results as they depend on the precision and fidelity of the test-takers’ self-evaluation and the honesty of their answers. As such, they should not be used as an indicator of the capacities of the individual for a specific purpose nor do they constitute a psychological or psychiatric evaluation of any kind.

We do not collect personally identifiable information of the test-takers but responses may be recorded and used for research purposes or to be otherwise distributed. All responses are recorded anonymously. 


1 Kernberg, O. (2016). What is Personality? Journal of Personality Disorders, 30(2), 145-156. doi: 10.1521/pedi.2106.30.2.145 

2 Gomes, C., & Golino, H. (2012). Relações Hierárquicas entre os Traços Amplos do Big Five. Psicologia: Reflexão e Crítica, 25(3), 445-456; John, O., Naumann, L., & Soto, C. (2008). Paradigm shift to the integrative Big-Five trait taxonomy: history, measurement, and conceptual issues. In O. John, R. Robins, & L. Pervin (Eds.), Handbook of personality: theory and research (pp. 114-158). New York, NY: Guilford Press. 

3 Costa, P., & McCrae, R. (1992). Normal personality assessment in clinical practice: the NEO Personality Inventory. Psychological Assessment, 4(1), 5-13. doi: 10.1037/1040- 3590.4.1.5

4 Beus, J., Dhanani, L., & McCord, M. (2014). A meta-analysis of personality and workplace safety: addressing unanswered questions. The Journal of Applied Psychology, 100(2), 481-498. doi:10.1037/a0037916 

5 Rodrigues, Rosa Isabel da Costa Vicente (2017), Talent searcher: construção e validação de uma bateria integrada para a seleção de pessoas. Lisbon: ISCTE-IUL. Ph.D. final thesis. Available at: