Big Five Personality Test Template (IPIP-NEO) for HR, Coaching, and Research
This is a ready-to-use online template of the IPIP-NEO personality test — a scientifically grounded assessment you can add to your AidaForm account and use for HR screening and employee development, psychological research, coaching practices, or as a professional lead generation tool on your website.
The test itself is well established: IPIP-NEO stands for “International Personality Item Pool – Neuroticism, Extraversion and Openness,” a self-reported questionnaire that measures personality according to the Big Five model — Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. While the original IPIP-NEO contains 300 questions, this template uses a short version that has been statistically validated on a large audience, based on the IPIP standard (ipip.ori.org). Respondents rate about 50 short statements on a 1-to-5 agreement scale, and AidaForm’s formula fields automatically calculate their score for each of the five traits.
Everything in the template is customizable, and the results page is where the template adapts to your goals. An HR specialist can display trait scores for candidate screening; a coach or researcher can add interpretation guidance; and if you use the test for lead generation, you can ask respondents to leave their email to receive their full results, or add a link to book a consultation. Try the sample test below to see how it works before adding the template to your account. To learn more about building assessments like this one, see our personality quiz maker guide — and if you’d like assistance, our team is happy to help you set up a custom personality test for your organization.
How to Score the IPIP Personality Test
The online test on the page is created with the AidaForm service and employs Formula fields to automatically calculate the scoring for every personality trait of the person being assessed. Each trait is calculated based on the answers provided by the respondent to ten questions assessing the trait.
AidaForm automatically scores each question from one to five, makes reverse scoring based on the test creator’s instructions and then calculates the final score. The results are provided on a scale from 1 (trait is not pronounced at all) to 5 (trait is strongly pronounced) and can be compared to the average score provided by queendom.com.
How Reliable Is IPIP Neo?
The question of the type and number of personality traits that are necessary to make a proper personality assessment remain an area of study. Some researchers suggested that personality can be adequately described with fewer than five factors, while others doubted that five factors are sufficient to measure the overall perspective of personality functioning. It has also been suggested that other traits, such as dependence and honesty or risk-taking are needed to achieve a reliable personality assessment.
Nevertheless, IPIP NEO tests and Big Five personality factors: Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness have been successfully implemented in the human resource management processes as they give both to the employer and employee the ground for development and improvement.
How the Five Major IPIP Factor Markers Help Predict Behavior in the Workplace
When hiring or screening existing employees, the Big Five personality traits help to model their behavior patterns in the workplace and, in many cases, accurately predict their future performance. Each personality type has an impact on other employees and affects the atmosphere within the project team. It is helpful to be able to identify possible positive or negative impacts when making decisions about hiring or staff development.
- A candidate with a high Openness score will be enthusiastic about learning new areas and tools. They are inclined to seek and find abstract solutions to problems and are good at identifying issues that might have been overlooked.
- Candidates with a high Conscientiousness score are keen to get their job done accurately and precisely. They are used to meeting deadlines and are excellent self-motivators. Conversely, a low score on Conscientiousness might mean the person is less organized, and their work results are less structured and substantial. The lower the Conscientiousness score, the higher the possibility of procrastination.
- A high Extraversion score suggests that the candidate has high potential in a people-facing environment where reaching out and communication rules, for example, in sales, PR and HR areas. At the same time, a high Extraversion score might be of little help in positions requiring focus and diving deep into problems.
- A decent level of Agreeableness is usually required in a strong team environment and for the roles centering around being of service to others. A low Agreeableness score will serve as a signal that HR must invest additional time and effort to thoroughly review whether the candidate is a good fit for the position.
- Finally, a candidate with a high Neuroticism score may find it difficult to deal with consistent changes or high stress levels associated with a role. Having identified the Neuroticism score, an HR specialist can perform a deeper review of the candidate’s potential for the position.
While IPIP NEO does not claim to be the most complete personality test for assessing the candidate’s fit for the role or position, the test is a proven handy tool that can help identify future leaders, possible derailers and contribute to the personal and professional development of the company’s staff.
Add the test to your AidaForm Expert account and start conducting screening tests right away.
