Personality Test

Personality Test

The word personality originates from the Latin word persona, referring to masks worn by theater performers to hide their identity or portray different roles.

Your persona, or personality, is unique to you. It’s a combination of the behaviors, emotions, thought patterns, and motivations that define us.

Research from the past few decades has pointed to the role of environment – including how we were raised – and our genetics in forming and shaping our personalities.

So, what is your personality?

Among your group of friends, are you considered the shy one who waits for others to make decisions?

Or, are you seen as the dominant one who is ready to take the lead?

Our personality test can help you find out your personality type. Answering these simple questions will give you a description of who you are and tell you how others see you.

This online screening is not a diagnostic tool. Only a trained medical professional, like a doctor or mental health professional, can help you determine the next best steps for you.

Disclaimer: This quiz is for entertainment purposes only. In no way is this an empirically validated test. The concepts presented are not rooted in any known research.

Personality Test - Psychology

Have you ever tested your personality?

Understanding personality science is the key to optimizing your behavior and getting to know yourself.

Plus… your personality science might surprise you. Along with our free personality test, you can read the descriptions of each personality trait below.

Take our official quiz to find out your Big 5:

Researchers have found that there is a science to personality. Every single person–regardless of gender, age or nationality — is made up of 5 basic traits.

  • Openness
  • Conscientiousness
  • Extroversion
  • Agreeableness
  • Neuroticism

Fondly known as the Big 5 Personality Traits, or OCEAN, these are incredibly helpful for understanding yourself. When you understand your own personality, you are able to ask for your needs, connect more easily, and optimize your behavior. Read on or watch the video to figure out where you fall on the personality spectrum.

First, Faception offers their technology to companies and allows them to embed the software to into their applications-> the application then runs on a cloud server-> local machine, video camera or any other scalable/ real-time device-> then conducts the image quality/ filter and analyzes the images-> once analyzed, the software provides a score and confidence level for various personality traits & types.

To show their technology off, they took the software to a poker tournament organized by the startup shares investors of Faception. During the tournament, Faception was able to predict two of four professional poker players that were among the event’s three finalists. Wow! Out of the 50 players they started out with, they were able to get the two finalists right.

Shai Gilboa, the chief executive at Faception, says that as they promote this technology to the world, there are some draw-backs, such as the artificial intelligence is trained to analyze images and it will only be as good it was trained on. Another could be that facial features can be accentuated due to facial hair, limiting the AI’s ability to make an accurate prediction. And if the data the computer has given is outdated, then the results will be inconclusive by the photo/person. But we look forward to how this company will progress in the future and how companies will use this technology.

Personality Test - Psychology

Statistical "Which Character" Personality Quiz: This tool will compare your answers to a database of 1,410 fictional characters. The database is made by crowd-sourcing ratings of the characters, and the goal is to match people to characters they will agree are similar to them using techniques from recommendation engines. There also is a peer report verison, which is even more advanced. And a version for couples.

Other tests

Inventory of Phonetic Associations (Experimental): Humans are biased towards making associations between sound and meaning in specific ways that appear to be consistent across cultures. This test measures how strongly you show the typical bias, and explores what that means. Research has indicated that individuals with autism show less of this bias than neurotypicals.

Firstborn Personality Scale: This test was desgined to produce the maximum possible difference between scores of first-born (oldest) and later-born children. It correlates with birth order more than any other self-report scale, but the correlation is still extremely small because most of the common claims about the effect of birth order on personality are exaggerated and wrong.

Analog to Multiple Broadband Inventories: Most personality tests ask the same kind of questions, they just organize their results in different ways. This one computes all the scores you would likely get if you took 8 different well regarded personality tests, from just one bank of items.

Multidimensional Introversion-Extraversion Scales: The idea of introversion and extraversion is one of the oldest and most well known ideas in personality psychology. The evidence indicates that people can mean several different things when they describe themselves as an introvert or extravert, so the trait of introversion-extraversion should actually be broken down into a couple different, though related, traits.

Open Extended Jungian Type Scales: The system of personality types proposed by Carl Jung (1921) and later refined by C. Myers and I. M. Briggs has become an extremely widely used personality theory in self-help, business management, counselling and spiritual development contexts, but it is not commonly used in academic research where, like all type theories, it is treated skeptically. The system produces 16 personality types on the basis of four dichotomies and is the system used in the Myers Briggs Type Indicator and Keirsey Temperament Sorter instruments, among many others. The OEJS is a free and open source measure of the four dichotomies which yields an equivalent result to the usual tests.

Fisher Temperament Inventory: The FTI is general measure of personality that traces human behavior back to the function of the neurotransmitters in the brain. It categorizes people into one of four temperaments, each of which is associated with specific neuro-chemicals.

OSPP Enneagram of Personality Scales: The Enneagram of Personality is a system of nine personality types organized by a geometric diagram. It has been promoted as a spiritual and self-help tool by many authors and there exist several different popular tests of Enneagram type. The OEPS was developed by this website and reflects the average idea of what each type is in the population of on-line Enneagram enthusiasts.

Multifactor General Knowledge Test: A test of general knowledge measuring four facets of general knowledge.

Artistic Preferences Scale: Rate paintings to find out what your preferences are for art in terms of style and content.

Full Scale IQ Test: An IQ Test measuring across the full spectrum of human abilities.

Woodworth Psychoneurotic Inventory: Often cited as the first personality test, the WPI was developed by the United States military during World War I to screen for recruits at high risk of developing shell shock. Finished too late to be put to such use, the WPI instead found its place as the dominant self-report personality measure in academic psychological research during the 1920s and 30s, but has mostly been forgotten since then.

Nonverbal Immediacy Scale: This scale measures individual differences in the use of body language in communication.

Evaluations of Attractiveness Scales - Male / Female: The EMAS and EFAS measure individual differences in preferences for the looks of men and women respectively.

IIP RIASEC Markers: The Holland Codes (the acronym RIASEC refers to the six Holland Codes) is a typology of occupations that groups jobs into six categories and describes the different personality characteristics of people who are inclined towards each category. Since its developed by John L. Holland in the 1950s the theory has become dominant one in the field of career counselling and it has been incorporated into most of the assessment you might take at a university career planning centre. The RIASEC Markers from the public domain Interest Item Pool were developed by James Rounds and colleagues in 2008 for use in psychological research.

Short Dark Triad: The "dark triad" is a name for three personality traits that are commonly seem as malicious or evil: narcissism, machiavellianism and psychopathy. The study of these three traits together as the dark triad became popular in the 2000s. In 2011, Delroy Paulhus and Daniel Jones published the Short Dark Triad (SD3) as a single short test to measure all three traits at once.

Protestant Work Ethic Scale: There is sociological theory that Northern European countries developed faster in the industrial revolution than southern ones because of the additudes towards work promoted by Protestantism (versus Catholicism). This idea has been taken by some psychologists who believe that individuals can have different levels of Protestant work ethic.

Nerdy Personality Attributes Scale: A measure of personality attributes that distinguish those who call themselves nerds from those that do not.

Open DISC Assessment Test: The DISC personality model is a system that divides people into four personality types. The model is promoted commercially by several different orginizations for use in the workplace.

Four Temperaments Test: If you had asked a well educated western person in 1850 to describe themselves, they would have responded using the language of the four temperaments, an extension of the ancient four humours theory of medicine to personality by Greek physician Galen (129&ndash216 AD). The four temperaments as the accepted way to describe personality was vanquished by the development of psychology after 1900, but recently they have seen a resurgence and been promoted in spiritual and self-help contexts.

Cattell's 16 Personality Factors Test: In the 1940s Raymond Cattell proposed a model of human individual differences with 16 factors based on a statistical study of responses to personality questionnaires. Cattell's model has never been widely accepted and his statistical analysis that revealed 16 factors has never been successfully replicated, but the test he produced, the 16PF Questionnaire, has been very popular in applied psychology like contexts such as counselling and human resources. This test uses the public domain scales from the International Personality Item Pool that were developed by Lewis Goldberg to be equivalent to the 16PFQ.

Rosenberg Self-esteem Scale: Developed in the 1960s by Morris Rosenberg for a study of adolescent self image the RSES has become the most widely used general purpose measure of self esteem in psychological research.

Survey of Dictionary-based Isms (SDI-46): The SDI is a measure of sociopolitical attitudes developed by Gerard Saucier. Its name references the fact that it was derived from searching the dictionary for words describing different philosophies (which often end in "ism", e.g. liberalism, hobbism), which were then reduced down to underlying factors with statistical analysis. The SDI-46 revision was published in 2013.

Open Hemispheric Brain Dominance Scale: A measure of left-brain/right brain thinking, a scientifically discredited but still popular idea.

Generic Conspiracist Beliefs Scale: A measure of belief in conspiracy theories.

Exposure Based Face Memory Test: Measure of face memory and face blindness.

Vocabulary IQ Test: Vocabulary test giving an IQ score like result.

Nature Relatedness Scale (NR-6): The NR-6 measures the strength of an individual&aposs psychological connection to nature, something that is presumed to be psychologically healthy.


All of these tests are provided for educational and entertainment uses only. They are not clinically administered and as such the results are not suitable for basing important decisions off of. These tests are also not infallible, if the results say something about you that you don't think is true, you are right and it is wrong.

Top 10 Most Popular Personality Assessment Tests (and How You Can Benefit from Them)

You may ignore personality assessment tests because they seem trite. However, they are likely more accurate than you believe. So, to give knowledge about them, here are ten that are the rage today.

Why use personality assessment tests?

Personality assessment tests may seem like a gamble, but they have their merits. Employers rely on them to discover the personal strengths of their employees. Therefore, they ease the hiring process. Also, these tests are useful because they help people find life partners. Understanding your personality type may help you find your match.

10 Most Popular Personality Tests

1. The Myer-Briggs Type Indicator (MBTI)

First of all is the Myers-Briggs Type Indicator. Created by Katherine Briggs and daughter Isabel Myers, the MBTI is one of the most popular personality assessment tests to date.

They based it on the ideas of psychoanalyst Carl Jung, who thought that people understood the world through sensation, intuition, feeling and thinking. Jung suggested that only one of these psychological functions is powerful most of the time. They also show if people are introverts or extroverts. While intuition and sensing help perception, feeling and thinking support judgment.

A test meant for the working population, the MBTI considers personality differences. It has flaws but is one of the most reliable assessments.

2. Disc Assessment

Next on the list is DISC. Based on the ideas of psychologists William Marston and Walter Clarke, it evaluates behavior. It focuses on the traits of dominance, inducement, submission, and compliance (DISC). Some companies rely on it to hire staff, while others use it to gauge an employee’s suitability for a job. It may put you on the right career path for you.

3. The Winslow Personality Profile

This personality assessment test measures career success and happiness. It evaluates 24 personality traits and helps a person find their strengths. This test is well-received because it is user-friendly. It has helped celebrities such as football star John Elway make critical career decisions. You may want to take a Winslow Profile to boost your career or relationships.

4. Process Communication Model

The brainchild of NASA, the Process Communication Model (PCM) personality tool helps it screen astronauts for its missions. This assessment groups people into six personality types. People are either harmonizers, thinkers, rebels, imagineers, persisters, or promoters. Since this test assesses personal strengths, it may show yours and lead you to the perfect career.

5. The Holtzman Inkblot Technique

The Holtzman Inkblot Technique, created by Walter H. Holtzman, assesses personalities with ink blots. It addresses issues in the Rorschach test, a similar type of assessment. The Rorschach test faced criticism because it did not include specific criteria. Therefore, skeptics felt that it was pseudoscience.

Unlike its predecessor, the Holtzman test considered criteria such as the reaction time, rejection, place, space, and form of ink blots. The improvements have made it a popular personality assessment.

6. Hexaco Personality Inventory

As its name suggests, the Hexaco Personality Inventory tests six characteristics of Humility, Emotionality, Extraversion, Agreeableness, Conscientiousness, and Openness to experience. It assesses a person based on the adjectives that fall under these categories. They are as follows:

  • Humility (H): Fairness, Sincerity, Greed Avoidance
  • Emotionality(E): Courage, Anxiety, Sentimentality, and dependence
  • Extraversion (X): Social self-esteem, boldness, liveliness
  • Agreeableness (A) Willingness to forgive, Flexibility, Gentleness, and Patience
  • Conscientiousness(C): Organization, Perfectionism, Diligence, and Prudence
  • Openness to Experience (O): Appreciation, Inquisitiveness, and Creativity

Critics say that this test is inaccurate because it does not consider cultural differences. Nevertheless, it still makes a reliable tool for companies and people.

7. The Revised Neo Personality Inventory (Neo Pi-R)

Also on the list is the Neo Pi-R, a revised version of the Neo Personality Theory developed by Paul Costa and Robert McCrae. It evaluates people based on the traits of Extraversion, Conscientiousness, Agreeableness, Neuroticism, and Openness to Experience. Almost like the Hexaco theory, it assesses descriptive adjectives that fall under categories:

    : Anxiety, Hostility, Depression, Self-consciousness, Impulsiveness and Vulnerability to Stress
  • Extraversion: Gregaropismess. Assertiveness, Activity, Excitement-seeking and Positivism
  • Openness to Experience: Fantasy, Aesthetics, Feelings, Actions, Ideas and Values
  • Agreeableness: Trust, Straightforwardness, Altruism, Compliance, Modesty, and Tenderness
  • Conscientiousness: Competence, Order, Dutifulness, Achievement Striving, Self-Discipline, and Deliberation

While this test considers many factors, it does not address social bias. It assumes that people are honest at all times, but this is untrue. In high stakes situations like job interviews, most people present themselves in a better light than usual. That said, you may want to try it yourself because it is comprehensive.

8. The Personality Assessment System

Developed by former CIA psychologist John W. Gittinger, the Personality Assessment System (PAS) assesses personality profiles.

Unlike other personality assessment tests, it uses the Wechsler Scales subtests to decide a person’s intelligence and skills. The Wechsler Adult Intelligence Scale gathers character information. It also considers character formation and development. Companies find it useful because it provides psychological information.

9. The Birkman Method

Another test is the Birkman Method. Developed by Roger Birkman, it measures a person’s reaction to stress. It also considers strengths and social behavior. Studies like the Classical Test Theory and the Item Response Theory support its reliability. Because it is quite detailed, you may want to try it for yourself.

10. The Enneagram

The last test the Enneagram, a model of 9 personality types. Based on the work of Oscar Ichazo and Claudio Naranjo, it represents these personality types in a geometric figure. They include:

  • Reformers
  • Helpers
  • Achievers
  • Individualists
  • Investigators
  • Loyalists
  • Enthusiasts
  • Challengers
  • and Peacemakers.

The Enneagram has a circle, an inner triangle, and a hexagon. The ring explains how the different personalities unite while the triangle shows how three nearby characters may influence each character. The hexagon, in arithmetic, is the decimal figure derived from dividing one by seven. It is a well-received assessment because it is thorough. Consequently, knowing your Enneagram type may boost your career.

In conclusion, give these personality tests a try, because they may improve your life in ways that you do not realize.

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This Post Has 9 Comments

This is just amazing. One of the best things about personality tests is that they make seem life so simple and granular. They even give you the benefit of doubt is some cases.

Thank you for including the Enneagram in your list. I think it’s one of the most underrated tests, but it’s the one I’ve found to be the most helpful.

That’s a great collection of tests. Some of them I even haven’t known. Thanks for sharing.

Enneagram circle gave me a more information about different kinds of personalities. Thanks for shearing information.

You know the Plus-32 employment testing system was the first computerized system on the market 35 years ago but you passed it by…. They still have the best system on the market today.

What about Real Colors Personality Instrument? I’ve gone through this and found it extremely interesting and enjoyable.

Thanks for sharing this article with us.If you surf the web often, you have probably come across personality assessment tests this is very great blog.

Great list of tests!
But how about Cattell’s 16PF, Big 5 and Dark Triad?

Thank you for including Enneagram too….
I found the best results in it

Personality & Psychology Tests

Try the online interactive tests below and discover more about your personality and characteristics.

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Are You Neurotic? Test

Find out if you're neurotic with our free test.

Openness to Experience Test

Are you a daredevil or a hermit? Find out with this online test.

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Psychoanalyst Sigmund Freud theorised that our personality development is based on childhood events and labelled personality types such as analy retentive and oral. Discover your Freudian personality type with this test.

The Big 5 Traits

The "Big 5 Model of Personality" is the most well-known because it's the most scientifically-studied. Researches have tried again and again to disprove these 5 main traits, however they seem to have stuck. The Big 5 test is used in schools, universities, employment areas, and even in prisons.

Here's a quick rundown of the 5 traits - you can remember them with the acronym OCEAN:

  • Openness to New Experiences
  • Conscientiousness
  • Extraversion
  • Agreeableness
  • Neuroticism

A sixth trait has been debated over the last few years: Honesty. Honesty and Humility seem to be the exact opposite of the Dark Triad scores though. For example, if someone scores high percentages on the Dark Triad test, they usually score low on the Honesty-Humility section of the Big 5 Personality Test.

You can take the test above in undeer 5 minutes to see how you rank.

Projective Tests

If you have ever taken a Rorschach test, you’ve taken a projective test. Projective tests were developed out of theories that people hide unconscious thoughts or behaviors. These tests are meant to bring those unconscious thoughts out into the open. The Rorschach test is one of the first examples of projective tests. A psychologist shows an ambiguous drawing to a patient and asks them to immediately tell the doctor what comes to mind. The answer can be very revealing and surprising to some.

Another example of a projective test is the Thematic Apperception Test (TAT.) In this test, the psychologist shows the patient a series of scenes and asks the patient to tell a story about what is happening in the scene. The patient’s response can give the psychologist a look into their inner feelings and how they perceive certain situations.

All of these tests have advantages and disadvantages to them. Some tests are easier to create and some data is easier to collect. Bias from the subject or the researcher can also have an impact on what the test reveals about the subjects or different groups of people. Keep these potential biases in mind as you take and study personality tests.

What Do The Results Mean?

So you took the free Myers Briggs test and you’re an ENTJ. But what does that mean?

In order to look at the results for the MBTI, we’ll have to look back at how Carl Jung believed that humans interacted with their world and how Briggs interpreted his work.

Jung used a lot of observation and introspection to develop theories on how people take on new experiences and process information. He didn’t use too many scientific studies, a fact that is often brought up by critics of the MBTI. But his work made him one of the most influential minds of his time and certainly gives insight into how we interact with each other and our world.

Jung’s theories and Brigg’s work answer crucial questions about how we seek out and take in experiences. They answer these questions with four dichotomies, those dichotomies being the results that make up personality types. Let’s explore these questions and what they tell about your personality.

Question #1: Where do you get your energy?

Extraverts vs. introverts

The first question pairs with the first dichotomy: extraverts vs. introverts. These are a hot topic in the discussion of personality psychology. It seems like every personality test has results that will label you as an extravert or introvert. But there are many misconceptions about these two labels. Extraverts (E) don’t always want to get wild and party all of the time they just get energy from stimuli within the outside world. Introverts (I) aren’t shy and secluded they just get energy from self-reflection and staying within their “own” world. You can still be a social person and be an introvert.

Question #2: How do you take in information?

Sensing vs. Intuition

When you walk into a room, how do you assess what is going on? Do you prefer to get hard facts and direct answers? You probably ranked high for Sensing (S.) If you prefer to rely on your intuition (N,) you may walk into a room and get a “feeling” for what is happening. You may look at patterns, body language, or feel the energy in the room.

Question #3: How do you make decisions?

Thinking vs. Feeling

Once you have to act, how do you decide what to do? You might be the type to create a pros and cons list and rely on logical thought to make your decision. If you are, you probably scored high for Thinking (T.) Maybe you frequently go with your gut feeling and rely on emotions to make your decision. Then you might have ranked a bit higher for Feeling (F.)

Question #4: How do you organize your world?

Judgement vs. Perception

When you are planning a trip, do you plan or leave things open to change? If you tend to be a planner, you might find yourself planning most areas of your life. You use your judgement (J) to predict what you will do next and how the next few years are going to look for you. If you tend to be more flexible, you may be relying more on your perception (P) of the world. When you perceive things to be a signal for change, you make the change.

This dichotomy is an addition to Jung’s original theories. Remember, Briggs did not use Jung’s theories word for word she simply based her personality assessment off of his work.

These questions certainly give insight into how people work and interact with others. No wonder it’s used by so many business leaders and hiring professionals! Further research shows how these personality types interact with each other and how many of each type you should hire for a productive workplace.

Again, most online versions of this test are not guaranteed to be accurate, but many are a great indicator about what personality type you have and how you interact with others. If you haven’t taken a MBTI yet, I highly recommend giving it a try, even if you just use your results to share with others and have some fun.

What Myers Briggs profile am I?

To find out truly what your Myers Briggs profile is, you'll need to take the free test. The whole test is very short and can be taken in under 10 minutes.

How does Myers Briggs work?

The Myers Briggs test works by categorizing similar people by how they think, perceive, and behave in the world by measuring how they answer some simple questions. It is not 100% correct and definitely not accurate for long-term time horizons, but can useful in finding your own strengths and weaknesses.

You answer questions and based on how you answer questions, you are categorized into one of two options for each aspect. You can understand a lot about someone by just knowing their MBTI type.

Are Myers Briggs accurate?

Yes, for most people, the Myers Briggs profile assigned to them is quite accurate. However, you must remember that the goal of the free test is to put people into similar categories so we can study the differences.

There are currently 16 different combinations you could receive from the quiz, and in general, those who score the same results behave and think in similar manners. The issue is that we can't measure someone's behavior directly with this test, but that we can only measure how they answer. For example, someone may be very kind, yet humble, so they'd answer "Disagree" on "I am more kind than the average person" or very mean, yet answer "Agree".

It's important to note that there have not yet been any correlations between a MBTI type and intelligence.

Can Myers Briggs change?

The short answer is yes. Your Myers Briggs personality profile can change over time, just as any facet of your personality can change. There are 3 main things that cause your results to differ throughout time.

1) Time. Throughout time, the experiences you are exposed to will alter your personality slightly, and over time, those small changes may add up to large differences. For example, we are all different at the age of 20 and 40 years old.

2) Trauma. If you've experienced any major changes in your life, your personality can drastically change in a short period of time. For example, a car accident, the death of a loved one, or file for bankruptcy can greatly change how you view the world and the ways that you behave.

3) Drugs. There are many medicines and illegal drugs that alter the chemistry of the brain and cause an immediate change of a users' personality. In most cases, the change is for the worst, however some drugs can increase cognitive function or attention, which can alter your Myers Briggs personality results throughout time.

I hope you've enjoyed this Myers Briggs test and detail page. Feel free to leave a comment below of any questions you have! I promise soon I'll have a free printable myers-briggs personality test link added to this page, and you'll be able to download it soon. I'm actually hiring a designer to make it very appealing and easy to take.