Goodfit

Big Five personality test with a 0 to 100 score on each of five traits

Candidates rate 50 statements about how they work. Most finish in about 15 minutes. Goodfit scores Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism, compares each with a target range for your job and writes six interview questions.

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The Big Five is the personality model researchers use most

The Big Five, also called OCEAN, describes personality as five traits that every person has in some amount. It has been studied more than any other personality model. In hiring, it shows how someone tends to plan, deal with people and handle stress. That tells you what to ask about in the interview.

From 50 statements to a profile your interviewer can use

Statements

Candidates rate 50 short statements about how they work

Each statement describes a habit, such as "I double-check my work before I hand it in." Candidates answer from strongly disagree to strongly agree. Some statements are worded in reverse, so a person who agrees with everything does not score high on every trait.

  • Openness: curiosity and comfort with new ideas
  • Conscientiousness: planning and following through
  • Extraversion: energy around people
  • Agreeableness: cooperation and trust
  • Neuroticism: how strongly someone reacts to stress

Trait scores

Each trait gets a score from 0 to 100 and a label

Scores run from 0 to 100, and each one is labelled from very low to very high. Neuroticism works the other way round: a low score means the person stays calm under stress. A short summary at the top says how the person tends to work.

  • Five scores from 0 to 100
  • Labels from very low to very high
  • A plain summary written for the hiring team
  • Time per answer recorded

Role fit

Each trait is compared with a target range for your job

A field sales job may need more Extraversion than a payroll job. Goodfit reads the job and sets a range for each trait once, so every applicant is compared with the same ranges. The report shows which traits fall in range and by how many points the others miss.

  • One range per trait, set from the job description
  • In range, above or below, with the gap in points
  • A count of traits in range
  • No single pass or fail score

Written profile

The report describes how the person works, in plain words

Beyond the scores, the report covers how the candidate behaves at work and under pressure. It lists five things that motivate them and four likely blind spots. It ends with five tips for the person who will manage them.

  • A one-line headline about the person
  • Behavior at work and under pressure
  • Five motivators and four blind spots
  • Five tips for their future manager

Interview questions

Six interview questions are written for each candidate

Each question names the trait it checks and why it is worth asking. The questions are saved on the candidate page, so the interviewer sees them before the call. They focus on traits that sit outside the target range for the job.

  • Six questions per candidate
  • Each one names the trait it checks
  • Saved on the candidate page and in the PDF
  • The report never says hire or do not hire

Combine tests

Add the Big Five next to a skill test and an AI interview

Most teams send a skill test first, then the Big Five, then the AI interview. The written profile also reads the skill test results. Your interviewer can follow up on any trait outside the range.

  • Place the test before or after the AI interview
  • Add Work Values to see what drives someone
  • Add Emotional Intelligence for roles that deal with people all day
  • Candidates do not see their own results

Free to start

Try Goodfit on your next open role

Create a free account, add a job and send the AI interview to real applicants. You get a scorecard for each one with the recording behind every score.

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  • 20 free assessments
  • No card needed
  • Set up in minutes

50

statements

15 min

typical time, no timer

0 to 100

score for each trait

6

interview questions per candidate

FAQ

Big Five personality test: common questions

What does OCEAN stand for?
Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism. These are the five traits the test scores.
Is a low Neuroticism score good?
For most roles, yes. Low Neuroticism means the person stays calm under stress. Read it next to the other four traits before drawing a conclusion.
Can candidates fake a Big Five test?
Some try to pick the answers they think you want. Reverse-worded statements make that harder. Goodfit also flags answers that are rushed, mostly neutral or that contradict each other.
Can I try the Big Five test myself?
Yes. Goodfit has a free Big Five personality test anyone can take, with no sign-up. It has 50 statements and shows your five trait scores at the end. Find it under Free tools.
Does the report say who to hire?
No. It shows trait scores, target ranges for the job, a written profile and interview questions. Your team makes the decision.

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Send the Big Five test to your next applicants

You get five trait scores out of 100 and questions to ask about the lowest ones.

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  • 20 free assessments, no card needed
  • Then ₹100 per assessment
  • No seats or annual contract
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