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Free Personality Test

Want to discover more about yourself? Take our personality assessment to learn about your personality and get immediate feedback.

Science-backed assessment, based on the ‘Big Five Model’

This assessment is based on the Five Factor Model, the most empirically established personality classification system. The ‘Big Five’ or OCEAN Model measures 5 key facets: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism.


Gyfted’s Free Personality Test provides you all the insights you need, regarding your big five personality traits. We’re sure you’ll be able to understand yourself better after taking this short quiz. It’s like looking into the mirror that’s inside of you.

Why is this of value to me?

Knowing your main personality traits can help you better understand your day-to-day behavior, both at-home and at-work. You’ll realize why you like / dislike specific things, what drives you, how you react towards others, & the interpersonal dynamics you experience.
Your personality is a core determinant of the success you can endure in your professional and personal life. Fully understanding it can help you leverage your strengths and manage risks.

How you can use this test?

Some ways you can leverage Gyfted’s Free Personality Test results include:
Get one step closer to self-improvement by learning more about yourself
Improve your communication skills by becoming more self-aware about how you interact with others
Share your test results with your friends’ to see how they compare

How it works?

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What's Inside? Get immediate feedback by measuring these traits in you

refers to the degree to which an individual is open to new experiences, ideas, and perspectives. People high in openness tend to be curious, imaginative, and creative. They have a strong desire for learning and exploration, and are often open-minded and flexible in their thinking. They are willing to consider different viewpoints and are more likely to embrace change and adapt to new situations. On the other hand, individuals low in openness tend to be more traditional, conservative, and resistant to change. They prefer familiar routines and are often less inclined to explore new ideas or take risks.
refers to the degree to which an individual is organized, responsible, and dependable. People high in conscientiousness are diligent, thorough, and detail-oriented. They have a strong sense of duty and strive for excellence in their work and personal life. They are typically well-organized, reliable, and committed to meeting deadlines and fulfilling their obligations. In contrast, individuals low in conscientiousness may be more impulsive, disorganized, and less reliable. They may struggle with time management and have difficulty following through on commitments.
refers to the degree to which an individual is outgoing, sociable, and energized by social interactions. People high in extraversion are typically talkative, assertive, and enjoy being the center of attention. They thrive in social settings and derive energy from being around others. They are often seen as confident, enthusiastic, and friendly. On the other hand, individuals low in extraversion tend to be more introverted, reserved, and prefer solitude or smaller social gatherings. They may find social interactions draining and may need more alone time to recharge.
refers to the degree to which an individual is friendly, cooperative, and considerate towards others. People high in agreeableness are compassionate, empathetic, and value harmonious relationships. They tend to be trusting and forgiving, and are often willing to compromise and accommodate the needs of others. They prioritize maintaining positive interpersonal connections and avoid conflict whenever possible. In contrast, individuals low in agreeableness may be more competitive, assertive, and less concerned with others' feelings. They may be more skeptical and less trusting of others, and may not prioritize maintaining harmony in relationships.

Free Personality Test

The Personality Assessment Test, alternatively known as personality traits test or personality profile test, is a tool used to understand your inherent personality characteristics. It provides insight into your behavior, skills, and attitudes, which can help guide personal growth, career choices, and relationship building.
The Personality Assessment is grounded in various models of personality, including the Big Five personality traits (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism), a model that is widely accepted by psychologists.

Assessment Insights

This Personality Assessment provides a comprehensive understanding of an individual's personality traits, fostering self-awareness and personal development. It can also enhance interpersonal relationships by fostering understanding and appreciation for diverse personalities.

In the workplace, the Personality Assessment can be used to identify an individual's strengths and weaknesses, allowing for more effective team building and task delegation. For example, if an employee scores high in conscientiousness, they may be better suited for detail-oriented tasks, while someone who scores high in extraversion may excel in sales or customer service roles. Additionally, the assessment can be used to identify potential conflicts within a team and provide strategies for resolving them. For instance, if two team members have opposing personality traits, the assessment can help them understand and appreciate each other's differences, leading to more effective communication and collaboration. Overall, the Personality Assessment is a valuable tool for improving workplace dynamics and fostering personal and professional growth.

Scientific and Empirical Foundations

Introduction to personality assessment: McCrae, R. R., & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52(1), 81-90.

Big Five personality traits: John, O. P., Naumann, L. P., & Soto, C. J. (2008). Paradigm shift to the integrative big five trait taxonomy: History, measurement, and conceptual issues. In O. P. John, R. W. Robins, & L. A. Pervin (Eds.), Handbook of personality: Theory and research (pp. 114-158). New York, NY: Guilford Press.

Personality assessment and personal growth: Robins, R. W., Fraley, R. C., Roberts, B. W., & Trzesniewski, K. H. (2001). A longitudinal study of personality change in young adulthood. Journal of Personality, 69(4), 617-640.

Personality assessment in the workplace: Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1-26.

Personality assessment and team dynamics: Neuman, G. A., Wagner, S. H., & Christiansen, N. D. (1999). The relationship between work-team personality composition and the job performance of teams. Group & Organization Management, 24(1), 28-45.

Personality assessment and interpersonal relationships: Luo, S., & Klohnen, E. C. (2005). Assortative mating and marital quality in newlyweds: A couple-centered approach. Journal of Personality and Social Psychology, 88(2), 304-326.

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        Frequently asked questions

        What does OCEAN stand for?

        The Big Five model captures five broad dimensions of personality: Agreeableness, Extraversion, Neuroticism, Conscientiousness, and Openness to Experience.
        Highly extraverted individuals are assertive and sociable, rather than reserved. Agreeable individuals are cooperative and polite, rather than antagonistic. Conscientious individuals are task focused and orderly, rather than distractible. Neurotic individuals are susceptible to experiencing negative emotions, such as anxiety, depression, and irritation, rather than being emotionally resilient. Finally, highly open individuals have a broad range of interests, are sensitive rather than indifferent to art and beauty, and prefer novelty to routine.

        What are the Big 5 or Big Five personality traits?

        The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is an ability-based test designed to assess emotional intelligence. It measures the four branches of the EI: Perceiving Emotions, Facilitating Thought, Understanding Emotions, and Managing Emotions. MSCEIT was developed from an intelligence-testing tradition formed by the emerging scientific understanding of emotions and their function.

        What is the Five Factor Model of personality?

        The five-factor model of personality (FFM) is a set of five main trait dimensions or domains, known as the “Big Five”: Extraversion, Agreeableness, Conscientiousness, Neuroticism (sometimes named by its opposite, Emotional Stability), and Openness to Experience (sometimes named Intellect). The Big Five/FFM concept was developed to show as much of the variability in individuals’ personalities as possible, using only a small set of trait dimensions. Its five domains capture the most important, basic individual differences in personality traits.
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