Big Five Personality Test or IPIP NEO Personality Test

The acronym IPIP-NEO stands for “International Personality Item Pool - Neuroticism, Extraversion and Openness” and is a self-reported questionnaire that assesses one’s personality according to the Big Five model. The Big Five personality traits assessed are Openness, Agreeableness, Conscientiousness, Neuroticism and Extraversion.

The original IPIP-NEO Test contains 300 questions. The test we provide is a short version of the IPIP NEO personality test that has been statistically validated on a large audience. The test is taken from the “International Personality Item Pool” standard ( It asks for your answers to about 50 short statements or sentences, and how much you agree or disagree with each sentence on a scale of 1 to 5. Based on your answers, the results show you where you rank on a spectrum for each trait.

Take the test to learn about your personality or add the test form to your AidaForm Expert account to use it for HR assessments and development.

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

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.

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