Big 5 Personality Assessment
For all positions that require contact with people
Introduction
Big5 Personality Assessment test is one tool that can assist you in the process of selecting top candidates for your organization. This assessment measures an individual's personality traits across five dimensions:
- openness,
- conscientiousness,
- extraversion,
- agreeableness,
- neuroticism.
ChallengeRocket BIG5 personality test can be a valuable tool for recruiters because it provides insights into an individual's character, which can inform hiring decisions. For example, individuals who score high in conscientiousness tend to be organized, detail-oriented, and dependable, making them ideal candidates for roles that require precision and accuracy. On the other hand, those who score high in extraversion may excel in roles that involve social interaction, such as sales or customer service.
Additionally, the test can reveal an individual's strengths and weaknesses, providing recruiters with information that can help them tailor their management and training strategies to each employee's needs. For instance, individuals who score low in emotional stability may benefit from additional support and resources to manage stress and anxiety in the workplace.
Goal of the test
Goal of this test is to help recruiters to identify candidates who are well-suited for specific roles and tailor their management and training strategies accordingly by taking into account an individual's personality traits.
Traits that we measure
Below we provide information on how each of the BIG5 personality traits can impact an individual's performance in various jobs. More detailed information are part of the assessment report.
Openness
- High openness can indicate that an individual is imaginative, curious, and open to new experiences, making them ideal candidates for creative and innovative roles.
- However, low openness may indicate that an individual is more traditional and resistant to change, which may make them a better fit for more structured roles.
Conscientiousness
- High conscientiousness can indicate that an individual is organized, reliable, and detail-oriented, making them well-suited for roles that require precision and accuracy.
- However, low conscientiousness may indicate that an individual is more laid-back and spontaneous, which may make them better suited for roles that require flexibility and adaptability.
Extraversion
- High extraversion can indicate that an individual is outgoing, energetic, and enjoys social interaction, making them ideal candidates for roles that involve sales, customer service, or public speaking.
- However, low extraversion may indicate that an individual is more introverted and prefers to work independently, which may make them better suited for roles that involve research, analysis, or writing.
Agreeableness
- High agreeableness can indicate that an individual is empathetic, cooperative, and diplomatic, making them ideal candidates for roles that require teamwork and collaboration.
- However, low agreeableness may indicate that an individual is more assertive and independent, which may make them better suited for roles that involve leadership and decision-making.
Neuroticism
- High neuroticism can indicate that an individual is prone to anxiety, stress, and negative emotions, which may impact their performance in high-pressure roles.
- However, low neuroticism may indicate that an individual is more emotionally stable and resilient, making them better suited for roles that require adaptability and resilience.
Test validity
There are several types of evidence that support the validity of the BIG5 personality assessment:
1. Content validity
This refers to the extent to which the items in the test accurately represent the construct being measured. The BIG5 personality assessment has been developed using a comprehensive and systematic process that involves identifying a large number of potential items and then selecting those that best represent each dimension of personality.
2. Criterion-related validity
This refers to the extent to which the scores on the test are related to relevant outcomes, such as job performance. Research has consistently shown that the BIG5 personality assessment is predictive of job performance across a wide range of occupations and industries.
3. Convergent and divergent validity
This refers to the extent to which the scores on the test are related to other measures of the same construct (convergent validity) and unrelated constructs (divergent validity). Research has consistently shown that the BIG5 personality assessment has high levels of convergent and divergent validity, indicating that it is measuring distinct dimensions of personality.
4. Construct validity
This refers to the extent to which the test accurately measures the underlying construct of personality. The BIG5 personality assessment has been extensively studied and has consistently demonstrated strong construct validity.
Overall, the BIG5 personality assessment has been extensively researched and has consistently demonstrated strong evidence of validity, providing support for its use as a tool for recruitment and selection. However, it is important to note that no test is perfect, and that the results of any personality assessment should be considered alongside other factors when making hiring decisions.
FAQ
Q: How are personality tests scored?
A: Candidates are asked a series of questions and their answers are used to determine where they fall on the spectrum for each personality trait. For example, a candidate may score high in conscientiousness and low in extraversion. Recruiters can access a full report with an interpretation of the meaning of each trait.
Q: Can candidates see their scores?
A: By default, candidates are not presented with their scores. If you would like to change this setting and show candidates their scores, please contact the ChallengeRocket Tech Support team.
Q: How accurate is the BIG FIVE personality test?
A: The BIG FIVE personality test is a widely recognized and extensively researched tool that recruiters use to assess the personality traits of job candidates. It has undergone extensive validation studies to ensure its reliability and validity. The test results provide a score for each of the five personality traits, which can be compared to a large, international sample of people.
Q: How reliable is the BIG FIVE personality test?
A. The Big 5 Personality Test is generally considered to be a reliable and valid tool for assessing job candidates. Some of the key strengths of the test include:
High test-retest reliability: Scores on the test tend to be consistent over time.
Predictive validity: The test has been found to be a good predictor of job performance in a variety of occupations.
Widely used and well-respected: The test is widely used in the business world and is generally well-regarded by psychologists and other experts.
Considerations for Administering the BIG5 Personality Assessment:
ChallengeRocket BIG5 personality assessment can be an effective tool for your recruitment team to gain insight into the traits and characteristics of potential hires, enabling them to make more informed and effective hiring decisions. It is important though that recruiters are aware of certain important considerations when administering the test.
- It is important to note that the results of the BIG5 personality assessment are based on a series of self-declaration questions, and therefore the answers can vary depending on the circumstances that the respondent refers to when answering a particular question. It is also important to recognize that additional external factors, such as excitement, pressure, and the possibility of reward, can influence a person's responses when taking the test ("If I select this answer I will increase my chances of landing this job").
- It should be kept in mind that weaknesses in a person's personality can often be corrected through conscious effort and taking corrective steps. For example, when it comes to conscientiousness, the ability to concentrate for longer periods can be developed with practice and training. As the brain becomes more accustomed to focused work, its stamina and ability to sustain concentration will increase.
- In addition to these considerations, it is also important to administer the BIG5 assessment in a consistent and standardized manner, ensuring that all respondents receive the same instructions and are given the same amount of time to complete the test.
- Finally, it is essential to maintain the confidentiality and privacy of the test results and to ensure that they are only used for their intended purpose.
It is important to note that no test is perfect, and that the results of any personality assessment should be considered alongside other factors when making hiring decisions.
Positions
- All positions that require contact with people
Tags
- Openness
- Conscientiousness
- Extraversion
- Agreeableness
- Neuroticism
Jump to:
Giving you score is not enough. This test offers comprehensive easy-to-understand skill reports.
Big 5 Personality Assessment Skill Report will break down candidate skills to five categories. We explain why they are both relevant and what interpret candidate performance in each.
Interpretation of the results
Openness
0-49%
Low
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
50-74%
Avarage
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
75-87%
High
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
88-100%
Very high
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
High scores in openness indicate that the candidate is open to new experiences and ideas, and is comfortable with taking risks and thinking creatively.
If you are looking for employees who are willing to think outside the box, take risks, and explore new ways of doing things you may pay attention to this metric. Candidates who score high on openness are more likely to bring fresh perspectives and ideas to the table, making them valuable assets to any team or organization.
Low scores in openness indicate that the candidate is more traditional and may be resistant to change and new ideas. Candidates with low levels of openness are considered to be more conservative they tend to be less creative and seek out fact-based, actionable solutions to problems. They may also struggle with abstract thinking. Low score hower can indicate that candidate is better fit for more structured roles or hierarchy-based organizations. Candidates with low scores in openness may be more comfortable in roles that involve more predictable or routine tasks. They may be resistant to change and may prefer to stick with tried and true methods.
Conscientiousness
0-49%
Low
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
50-74%
Avarage
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
75-87%
High
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
88-100%
Very high
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
High scores in conscientiousness indicate that the candidate is organized, responsible, and reliable. They are likely to be thorough and detail-oriented in their work. Candidates that score high on this trait may be well-suited for roles that require attention to detail and responsibility.
Low scores in conscientiousness indicate that the candidate may be more casual and flexible in their approach to work. They may not be as reliable or detail-oriented as those with high scores in this trait. Candidates that score low on this trait may not thrive in roles that require a high level of organization and responsibility.
Extraversion
0-49%
Low
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
50-74%
Avarage
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
75-87%
High
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
88-100%
Very high
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
A high score in extraversion suggests that the candidate is more outgoing and sociable. They tend to be more assertive, confident, and enthusiastic in social situations, and they may enjoy interacting with others. These individuals may be effective communicators and may enjoy being the center of attention. A high score in extraversion can be a positive trait in roles that require a lot of social interaction, such as sales or customer service positions. This type of trait indicate that candidate may also thrive in leadership roles.
A low score in extraversion suggests that the candidate is more introverted and reserved. They tend to be more introspective and reflective, and they may prefer solitary activities over socializing with others. These individuals may not be comfortable in social situations and may find it difficult to communicate effectively with others. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require a higher level of social interaction and assertiveness.
Agreeableness
0-49%
Low
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
50-74%
Avarage
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
75-87%
High
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
88-100%
Very high
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
A high score in agreeableness suggests that the candidate is more cooperative and empathetic towards others. They may be more patient, compassionate, and willing to compromise in order to avoid conflict. These individuals may be effective at building strong relationships with others, and may be able to work effectively in team environments. A high score in agreeableness can be a positive trait in roles that require a lot of collaboration and teamwork, such as customer service or human resources positions.
A low score in agreeableness suggests that the candidate may be more competitive and less empathetic towards others. They may prioritize their own needs and goals over those of others, and may not be as cooperative or helpful in a team environment. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may require more collaboration and teamwork.
Neuroticism
0-49%
Low
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
50-74%
Avarage
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
75-87%
High
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
88-100%
Very high
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
A high score in neuroticism suggests that the candidate may be more prone to anxiety, stress, and other negative emotions. These individuals may be more reactive to stressors in the workplace, and may have difficulty coping with pressure or criticism. While this may not necessarily be a negative trait, it may be important to consider the role for which the candidate is being considered, as some roles may be more demanding or stressful than others.
A low score in neuroticism suggests that the candidate may be more emotionally stable and resilient. These individuals may be better able to cope with stress and pressure in the workplace, and may be less reactive to negative feedback or criticism. A low score in neuroticism can be a positive trait in roles that require a lot of adaptability and resilience, such as leadership or management positions.
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ChallengeRocket platform and test library helps our recruitment department in a great way with assessing the technical skills of a high volume of candidates.
Showcasing my skills early in the challenge helped me prove my abilities and pass the initial recruitment filter.
We have tested a lot of skill assessment solutions for tech professionals. ChallengeRocket is ahead of others both in terms of platform capabilities and support.
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FAQ
Below you will find answers to the most frequently asked questions.
General information
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Who is this test for?This test verifies fundamental programming abilities and is suitable for evaluating junior-level developers across several programming languages.
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Can I use this test?While we have publicly shared this particular test, we do not recommend using it for actual candidate skill assessment. However, we offer similar tests that verify the same skills within the same domain and difficulty level, but with a different set of assignments. We encourage you to explore these alternatives for your assessment processes.
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What is ChallengeRocket Assessment?ChallengeRocket Assessment is software designed to help companies identify and surface the best candidates in their pipeline, from entry-level positions all the way up to senior-level specialists. Our platform offers a comprehensive assessment solution that evaluates candidates' analytical, code, and programming aptitude to provide a clear score on their abilities.
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Do I need to be technical to use ChallengeRocket Assessment?No, you do not need to be technical to use our platform. Our system evaluates candidates' skills and provides a detailed interpretation of their abilities in understandable language. This makes it easy for non-technical recruiters and hiring managers to make informed decisions.
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How does the assessment process work?For our built-in assessments, we select challenges that test different levels of a developer's coding abilities. The developer codes their solution, and our system automatically grades their code, ensuring an accurate, unbiased result every time. This testing requires a correct solution and uses the same method that real developers and companies use to validate their own code (automated unit tests). Our virtual online environment provides an interactive IDE for developers to complete their solution iteratively, with the entire console output available.
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What makes ChallengeRocket Assessment better than other solutions?We offer the world's first pre-hire platform with a new generation of tests that are not solvable by GPT-3 AI, so you can trust the results. Our platform provides the most comprehensive talent reports, offering detailed interpretation of candidate scores to help you make more confident decisions. Additionally, we do all the heavy lifting and assist you in picking the right coding assignment for your roles and specific tech requirements. Our assignments realistically predict actual on-the-job performance.
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Are all of your tests AI-proof?Tests that are not solvable by ChatGPT are denoted with a special label. For other kinds of tests, such as simpler intern-level assignments, we recommend additional proctoring methods.
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Can I provide feedback to candidates?Yes, you can provide feedback to candidates. Candidates can receive automatic feedback depending on their score, allowing you to put candidate screening on autopilot with a pass score, automatically rejecting low-scoring candidates and focusing on top talent. Additionally, you can provide custom feedback after reviewing their submissions.
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What are the benefits of using our solution?Our solution offers unbiased, automated skill assessment scores that save you time and allow you to make better decisions based on reliable data. Additionally, our platform provides a better candidate experience by adding an element of joy and curiosity to your application process. Candidates highly value the automatic feedback that we offer.
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Where can I see candidates' scores?All invited candidates and pre-screening results are available from your dashboard panel. This provides you with quick and easy access to all the information you need to make informed decisions.
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What skills/technologies/programming languages can we evaluate?Our platform supports a comprehensive list of main programming languages, including JavaScript, Ruby, Python, C#, Java, PHP, C, C++, Objective-C, Swift, Elixir, TypeScript, Bash, Clojure, Haskell, Go, and CoffeeScript. Additionally, we are constantly expanding our capabilities and have support for Scala and Groovy coming soon. Our library provides a wide variety of challenges that can be used with all or some of our supported languages. When creating your own custom challenges, you can easily add challenge test-cases for each language that you plan to support.
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Can I personalize my test?Absolutely. You have complete control to compose new questions and assignments or edit existing ones to ensure that the test is tailored to your needs. This enables you to evaluate candidates on the specific skills that are relevant to your company and position.
Offer and account activation
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Do you offer initial setup?Yes, we provide an initial content setup based on the client's requirements. We kindly request that you provide us with all necessary information regarding the required tests for the setup, and we will set everything up for you.
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How does the test credit system work?Our test credit system offers both parties greater control over the number of candidates invited to take the test and the number of tests conducted on the platform. Each credit represents the use of one test by one candidate. The recruiter on the client team can use their team account credits to send test invitations to candidates. Once an invitation is sent, the credit is deducted from the client's account.
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Are credits refundable?Credits are non-refundable once the candidate accepts the invitation, but any unused invitations can be withdrawn. Therefore, the client will only pay for used tests based on the usage volume, as follows:
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How can I purchase credits?Our services can be purchased online through a transaction on Challengerocket.com, using your credit card or through an individual invoice.
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Do you provide training?Yes, ChallengeRocket provides a kick-off training session to the client's team to ensure a smooth and effective service activation. Our training covers all necessary aspects of the platform, and clients can designate any number of team members to take part in the online training session.
Talent Reports
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How do we ensure that our talent reports are reliable?We prioritize using both algorithm design tasks and assignments that closely replicate the actual on-the-job environment to provide meaningful assessments that you can rely on. Additionally, we verify a number of parameters in the solution, such as memory usage, speed, and more, to ensure that the assessment is comprehensive and accurate.
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What kind of information is visible on candidate Skill Reports?Our candidate skill reports provide a detailed analysis of the candidate's performance in each category, such as code design, algorithmic proficiency, and programming languages. The report also includes the candidate's score and percentile rank, enabling you to compare their performance with other candidates.
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What kind of statistics do you provide?We provide a variety of statistics that allow you to evaluate and compare candidates against each other in various categories. For example, you can view how the candidates compare against each other in code design, algorithmic proficiency, programming languages, and more. These statistics provide a comprehensive overview of the candidate's performance and enable you to make more informed and confident decisions.