Personality tests give people a chance to explore their traits, behaviors, and preferences through a set of structured questions. These assessments sort folks into different personality types, offering insights into strengths, weaknesses, and even possible career directions. Modern personality tests like the Big Five, Myers-Briggs Type Indicator, DiSC, and Enneagram offer quick frameworks for self-discovery—most take just a few minutes online.
Sites like Knozen, Truity, 16Personalities, and HIGH5 Test let you try out free versions of scientifically-backed personality assessments. These tests ask how you handle different situations, relate to others, and process information. The results can help you make smarter choices about your career, relationships, and personal growth.
Myers-Briggs Type Indicator (MBTI)
The Myers-Briggs Type Indicator (MBTI) remains one of the most popular personality tests out there. It helps you get a handle on your own personality and understand others a bit better too. Based on Carl Jung’s theory of psychological types, the MBTI sorts people into 16 distinct types.
You’ll answer questions that measure four main personality dimensions: Extraversion (E) vs. Introversion (I), Sensing (S) vs. Intuition (N), Thinking (T) vs. Feeling (F), and Judging (J) vs. Perceiving (P). Everyone ends up with a four-letter code—like INFJ or ESTP—that sums up their type.
The 16 MBTI Personality Types:
- Analysts: INTJ, INTP, ENTJ, ENTP
- Diplomats: INFJ, INFP, ENFJ, ENFP
- Sentinels: ISTJ, ISFJ, ESTJ, ESFJ
- Explorers: ISTP, ISFP, ESTP, ESTP
Plenty of organizations use the MBTI for team building, career guidance, and personal development. It lets people spot their own strengths, potential blind spots, and preferred ways of communicating.
MBTI results can point you toward careers that fit your personality. For instance, INFJs often do well in counseling, while ESTJs might shine in management roles.
Keep in mind, the MBTI measures preferences—not abilities. No type is “better” than another, and everyone can learn skills outside their comfort zone.
Big Five Inventory (BFI-2)
The Big Five Inventory-2 (BFI-2) is a modern tool that measures five major personality traits: Extraversion, Agreeableness, Conscientiousness, Negative Emotionality (sometimes called Neuroticism), and Openness.
Oliver P. John and Christopher J. Soto created the BFI-2, which uses 60 items to dig into both broad traits and more specific facets. You get a nuanced look at your personality—not just the basics.
You can find both full and short versions of the test online. The short version (BFI-2-S) is faster but still reliable. Some sites even offer it for free.
Key Features of BFI-2:
- Measures 5 broad personality domains
- Includes specific facets within each domain
- 60 items in the full version
- Self-report format
- Reliable and valid measurement tool
You’ll rate statements like “Is relaxed, handles stress well” or “Has an assertive personality” to show how much each describes you. The process is pretty straightforward.
Researchers and psychologists trust the BFI-2, and plenty of studies support its validity. They use it to explore how personality traits connect to different life outcomes.
DISC Assessment
The DISC Assessment has become a go-to personality test for businesses and individuals alike. It helps people figure out their behavior styles and how to communicate better with others.
DISC stands for Dominance, Influence, Steadiness, and Conscientiousness—the four main personality types in the model. Everyone has a unique blend, but some traits stand out more than others.
You’ll answer questions about how you handle challenges, interact with people, keep up a steady pace, and follow rules. The questions are pretty simple and focus on your preferences in different situations.
The Four DISC Types:
- D (Dominance): Direct, decisive, problem-solvers who take charge
- I (Influence): Outgoing, enthusiastic, optimistic, and people-focused
- S (Steadiness): Patient, loyal, stable, and supportive team players
- C (Conscientiousness): Analytical, precise, detail-oriented, and quality-focused
Every year, over a million people take DISC assessments to improve how they work with others. The test highlights your natural tendencies and communication style.
Companies rely on DISC to build stronger teams, boost leadership skills, and ramp up productivity. It helps coworkers understand each other’s work styles and how best to interact.
You can find free DISC tests online for a quick personality snapshot, while more in-depth paid versions give detailed reports and workplace tips.
CliftonStrengths (Formerly StrengthsFinder)
CliftonStrengths, created by psychologist Donald Clifton, is an online assessment that helps you spot your natural talents. You might have heard it called StrengthsFinder or Clifton StrengthsFinder in the past.
This test aims to help you figure out what makes you unique and where your strengths really lie.
Millions of people, along with managers and organizations, use CliftonStrengths to identify talents and turn them into real strengths. Knowing this can make a big difference in both your career and personal life.
You’ll answer questions about how you think, feel, and act. The results sort your talents into 34 themes.
Clifton based the test on years of psychological research, focusing on what’s right with people—basically, it’s a positive psychology approach.
Lots of companies use CliftonStrengths for employee development. Managers get a better sense of their team members’ strengths and how to help them succeed.
The results can guide your career decisions, improve team dynamics, and shape your personal growth strategies. When you focus on strengths instead of weaknesses, you’re more likely to feel productive and satisfied.
Minnesota Multiphasic Personality Inventory (MMPI)
The Minnesota Multiphasic Personality Inventory (MMPI) is a standard psychometric test that measures personality traits and mental health. It’s actually the most widely used psychological test for evaluating mental health conditions.
Originally, psychologists used the MMPI to diagnose mental disorders. Now, mental health professionals rely on it to identify conditions like schizophrenia, depression, and anxiety. The test asks a bunch of true/false questions about different aspects of your mental state.
One interesting thing about the MMPI: it looks at neurotic concerns about bodily functioning. Some scales focus on physical symptoms and how you’re feeling overall.
The MMPI-2, which is the revised version, continues to serve as a key tool for psychologists. They use the results to plan treatment and get a clearer picture of a patient’s psychological profile.
Because the test is standardized, clinicians can compare your answers to established norms. This helps them spot patterns that might point to specific mental health conditions.
Only trained professionals should administer and interpret the MMPI. They always consider the results alongside other clinical information, not as a stand-alone diagnosis.
Enneagram
The Enneagram is a personality system that describes nine distinct types, each with its own core motivations, fears, and patterns of behavior.
The nine types are simply numbered 1 through 9. Each represents a different way people see and interact with the world.
Plenty of free online tests can help you figure out your Enneagram type. Sites like Truity and Personality Path offer quizzes that show how much you fit with each of the nine types.
Unlike some other tests, the Enneagram digs into your core motivations—not just your actions. It looks at both the positives and the challenges of each type.
The Enneagram also recognizes that most people show traits from several types. Tests usually give you a score for each, and your top score points to your main type.
The Enneagram can be a helpful tool for:
- Self-awareness and personal growth
- Understanding relationships with others
- Recognizing patterns in behavior and thinking
- Developing empathy for different perspectives
Many people find that learning their Enneagram type gives them useful insights into both strengths and areas to work on. All types have something good to offer, but there’s always room to grow.
If you’re curious about the Enneagram, taking a free test is a good place to start. The RHETI test is one well-known option.
HEXACO Personality Inventory
The HEXACO Personality Inventory-Revised measures six big personality dimensions. Psychologists Kibeom Lee and Michael C. Ashton developed it to give a more complete picture of someone’s personality traits.
HEXACO stands for the six dimensions it measures:
- Honesty-Humility: Sincerity, fairness, and modesty
- Emotionality: Anxiety, fear, and emotional attachment
- eXtraversion: Sociability, liveliness, and assertiveness
- Agreeableness: Forgiveness, gentleness, and patience
- Conscientiousness: Organization, diligence, and perfectionism
- Openness to Experience: Curiosity, creativity, and unconventionality
This test stands out by including Honesty-Humility, which most other assessments skip.
You can take the HEXACO test online as a self-report questionnaire. You’ll answer questions about your behaviors, preferences, and tendencies.
Researchers and professionals use the HEXACO model for everything from hiring to clinical assessment to academic research. It helps spot personality traits that might affect how people act in different situations.
You’ll find both full-length and shorter versions of the HEXACO inventory, depending on how much time you have or what you need to measure.
Holland Code (RIASEC)
The Holland Code, or RIASEC, is a personality assessment created by psychologist John Holland. It sorts people into six personality types: Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), and Conventional (C).
This assessment helps folks figure out which careers might match their interests and skills. You’ll usually answer 48-72 questions about activities you might like or dislike, and most versions take under five minutes.
Each type has its own vibe:
- Realistic: Practical, hands-on workers who enjoy using tools or machines
- Investigative: Analytical thinkers who like solving tricky problems
- Artistic: Creative people who prefer unstructured environments
- Social: Those who enjoy helping, teaching, or counseling others
- Enterprising: Leaders who like persuading others and taking risks
- Conventional: Detail-oriented organizers who stick to established procedures
Your Holland Code usually combines the three types that fit you best. For example, you might be “SAE” (Social-Artistic-Enterprising).
Career counselors often use RIASEC to suggest jobs that fit your personality. The test helps match your traits to work environments where you’re more likely to thrive and feel satisfied.
You can find free versions of the test on career websites and through educational institutions.
16 Personalities
The 16 Personalities test stands out as one of the most popular personality assessments online. Building on the Myers-Briggs Type Indicator (MBTI) and Carl Jung’s ideas about psychological types, it sorts people into 16 unique personality types.
Each type gets a four-letter code. The letters stand for Introversion (I) or Extraversion (E), Sensing (S) or Intuition (N), Thinking (T) or Feeling (F), and Judging (J) or Perceiving (P).
When you take the free test at 16Personalities.com, you’ll spend around 12 minutes answering questions about your preferences and behaviors. The site then gives you detailed results that show how your personality might affect different parts of your life.
Honestly, the amount of information you get after finishing the test is impressive. You’ll see insights about your strengths, weaknesses, relationships, career options, and a lot more.
The 16 types fall into four main groups:
- Analysts: INTJ, INTP, ENTJ, ENTP
- Diplomats: INFJ, INFP, ENFJ, ENFP
- Sentinels: ISTJ, ISFJ, ESTJ, ESFJ
- Explorers: ISTP, ISFP, ESTP, ESFP
Besides the core test, 16Personalities also offers assessments for things like career choices, relationship compatibility, and personal growth. These extras help people make sense of their results in real-life situations.
Keirsey Temperament Sorter
The Keirsey Temperament Sorter is another well-known tool that sorts people into four main temperament types. You answer 70 questions about your preferences, and it helps you figure out your personality style.
Keirsey’s four temperament types are:
- Artisan
- Guardian
- Idealist
- Rational
People use this assessment to get a better sense of their natural tendencies and how they interact with the world. It’s popular for personal growth and career planning.
The test asks you to pick between two options that reflect your preferences in different situations. For example, you might choose whether you’d rather mingle with everyone at a party or stick to a few close friends.
The Keirsey Temperament Sorter points out your dominant personality type, but it doesn’t box you in. It just gives you a window into how you communicate, process information, and make decisions.
Career counselors and organizations often use this tool to match people to jobs that fit their temperament. It’s accessible and actually gives you practical insights about personality differences.
DiSC Profile
The DiSC profile has become a favorite in professional circles. It measures behavior across four main areas: Dominance, Influence, Steadiness, and Conscientiousness.
You’ll answer about 80 questions in 15-20 minutes. Afterward, you get a personalized profile that lays out your behavioral style.
Each DiSC dimension highlights certain traits:
- Dominance (D): Direct, results-focused, strong-willed
- Influence (I): Outgoing, enthusiastic, optimistic
- Steadiness (S): Patient, stable, supportive
- Conscientiousness (C): Analytical, precise, systematic
Once you know your DiSC style, you can use that knowledge to communicate better and work more effectively. Teams with a mix of DiSC types often work best when everyone recognizes and respects those differences.
Organizations often bring in DiSC for team-building, leadership training, and resolving conflicts. The insights help people adjust their communication and collaborate more smoothly.
Free DiSC tests exist online, but they’re usually less detailed than paid versions. Still, the assessment has become a go-to for businesses looking to boost teamwork and improve how people relate at work.
NEO Personality Inventory
The NEO Personality Inventory (NEO-PI) is a trusted psychometric tool that measures five major personality dimensions. It started as a three-factor model—Neuroticism, Extraversion, and Openness—but now covers all five big domains.
The latest version, the NEO PI-3, includes 240 items that measure the complete “Big Five”:
- Neuroticism (N): Emotional stability vs. instability
- Extraversion (E): Outgoing vs. reserved
- Openness (O): Curiosity and openness to new things
- Agreeableness (A): Cooperative vs. antagonistic
- Conscientiousness (C): Self-discipline and organization
Employers often use the NEO Personality Inventory when hiring. It helps them see how a candidate’s traits might fit with the company culture.
The test digs deep, measuring both the big domains and the specific facets within each one. This approach gives a pretty nuanced look at someone’s personality.
Professionals in clinical, organizational, and research fields rely on the NEO Inventory. With its strong scientific backing, it’s one of the most reliable personality assessments out there.
Hogan Personality Inventory
The Hogan Personality Inventory (HPI) measures the “bright side” of personality—basically, how people act when they’re at their best in the workplace.
HPI focuses on traits that show up during social interactions and can predict job performance. It’s especially handy for figuring out how someone might thrive in different professional roles.
The assessment asks you to rate how well certain statements describe you, using a 4-point scale.
HPI results give you insight into:
- Leadership potential
- Interpersonal skills
- Work habits
- Problem-solving approaches
Organizations often include the HPI in their evaluation process. It helps with hiring, team building, and spotting future leaders.
The HPI is just one part of Hogan’s full assessment suite, which also covers “dark side” traits (possible derailers) and core values.
Many professionals like the HPI because it zeroes in on workplace behaviors, not just general personality. That makes it especially useful for career planning and professional growth.
Cattell’s 16 Personality Factors
Cattell’s 16 Personality Factors is a thorough assessment created by psychologist Raymond Cattell. Using factor analysis, he identified 16 primary traits that shape human personality.
The 16PF Questionnaire has 164 statements, and you rate each one from “disagree” to “agree completely.” Over the years, researchers have refined it with a lot of data.
The 16 primary factors include:
- Warmth
- Reasoning
- Emotional Stability
- Dominance
- Liveliness
- Rule-Consciousness
- Social Boldness
- Sensitivity
- Vigilance
- Abstractedness
- Privateness
- Apprehension
- Openness to Change
- Self-Reliance
- Perfectionism
- Tension
Each factor sits on a spectrum. For example, someone could score high on “warmth” (outgoing, attentive to others) or low (reserved, detached).
You’ll find the 16PF test in clinical psychology, career counseling, and organizational development. Unlike some other tests, the 16PF relies on statistical research, not just theory.
The test gives a nuanced view of personality, going deeper than simple categories. It helps people see which traits influence their behavior, decisions, and relationships.
California Psychological Inventory
The California Psychological Inventory (CPI) is a self-report tool designed to measure everyday human behavior. Harrison G. Gough developed it, and it comes in two versions: the CPI 260® and the more in-depth CPI 434.
The CPI helps people get a clearer picture of their personal qualities, work traits, motivations, and thinking styles. Unlike tests that focus on mental health issues, the CPI looks at typical behaviors and traits.
The assessment covers five main areas:
- Dealing with Others
- Self-Management
- Motivations and Thinking Style
- Personal Characteristics
- Work-Related Measures
The CPI 434 version measures 29 different scales within these areas, so you get a pretty detailed profile of your traits and behaviors.
Organizations often use the CPI for leadership development. It helps spot strengths and areas where leaders could grow.
The CPI also plays a role in police and public safety selection. It helps evaluate whether candidates are a good psychological fit for demanding jobs.
Professionals appreciate the CPI for its thoroughness. It offers insights that can guide both personal growth and career choices.
Five Factor Model
The Five Factor Model, or the Big Five, is probably the most recognized way to understand personality. It breaks personality down into five big traits that cover how people think, feel, and act.
These five are Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism—often remembered as OCEAN.
The Big Five Dimensions:
- Openness: Curiosity, creativity, love of new experiences
- Conscientiousness: Organization, responsibility, goal-driven
- Extraversion: Sociability, assertiveness, energy in groups
- Agreeableness: Compassion, cooperation, kindness
- Neuroticism: Emotional stability (or lack of it), tendency toward negative emotions
Researchers have found these traits stay pretty stable over time and show up in different cultures. The Big Five pops up in a lot of psychological assessments.
Tests like the IPIP NEO and other open-source versions measure the Five Factor Model. Most have 120 questions or fewer, so they don’t take long to finish.
The model gives a broad framework for understanding people. Instead of putting you in a box, it shows where you fall on each trait’s spectrum.
Revised NEO Personality Inventory (NEO PI-R)
The Revised NEO Personality Inventory (NEO PI-R) is a detailed tool for measuring five major personality dimensions. It started out focusing on Neuroticism, Extraversion, and Openness, but eventually included all five big domains.
The NEO PI-R measures:
- Neuroticism (N): Emotional stability vs. instability
- Extraversion (E): Sociability and positive emotions
- Openness (O): Curiosity and willingness to try new things
- Agreeableness (A): Cooperation and compassion
- Conscientiousness (C): Organization and drive
The test has 240 items covering these domains and their specific facets. That level of detail gives a thorough look at someone’s personality.
Employers often use the NEO PI-R when hiring, to see if a candidate’s traits fit the job. The test shows percentile scores, so you can compare yourself to the general population.
Psychologists and researchers use the NEO PI-R in clinical and research settings. It’s known for being reliable and valid across cultures and groups.
Eysenck Personality Questionnaire
The Eysenck Personality Questionnaire (EPQ) measures three main dimensions of personality. Hans Eysenck, a key figure in personality psychology, created this tool after years of research and curiosity about what makes people tick.
The EPQ looks at:
- Extraversion-Introversion: How social you are and where you get your energy
- Neuroticism-Stability: Your emotional reactions and overall steadiness
- Psychoticism: Tough-mindedness and willingness to break the mold
Eysenck originally focused on just Extraversion and Neuroticism, but later added Psychoticism to round things out.
The EPQ asks a series of questions about your behavior, feelings, and reactions. Based on your answers, it places you along each personality dimension.
Studies suggest that these traits stay pretty stable over time and often have roots in biology. Eysenck argued that genetics and differences in brain function shape our personalities.
Even though newer models like the Big Five have become popular, the EPQ still shows up in personality research. Plenty of online versions exist if you’re curious about your own results.
The Birkman Method
The Birkman Method digs deep into personality by measuring a range of psychological traits and behaviors. Designed to give insight into how people work, it’s been used by millions across the globe.
With 298 questions, the test covers 12 personality dimensions, grouped into four main categories. This helps paint a picture of someone’s behavior, what motivates them, and what they need to thrive.
Unlike some tests, the Birkman Method zeroes in on work and career preferences. Companies often use it in hiring or to help teams work better together.
It doesn’t just show your usual behavior—it also reveals your underlying needs and how you might react under stress when those needs go unmet.
Key aspects of the Birkman Method:
- Shows your go-to behaviors in everyday situations
- Uncovers hidden needs that drive you
- Highlights stress reactions when needs aren’t met
- Offers insight into team dynamics and how people interact
- Gives career guidance based on your personality
The results can boost self-awareness about your work style and preferences. For teams, the Birkman Method helps people understand each other and work together with less friction.
Its focus on the connection between visible behaviors and hidden needs makes it especially helpful in the workplace and for career growth.
Process Communication Model (PCM)
Dr. Taibi Kahler created the Process Communication Model (PCM) in 1972 to help people figure out their unique personality structure, strengths, and ways they prefer to communicate.
PCM says everyone has a mix of six personality types: Promoter, Rebel, Harmonizer, Thinker, Imaginer, and Persister. The balance of these types shapes who you are.
The PCM assessment uses 47 questions based on real-life situations, each with six possible answers. After you finish, you get a personalized profile showing your own personality structure.
PCM helps you spot your strengths, communication style, and stress behaviors. It also points out your psychological needs and the warning signs when those needs aren’t getting met.
Organizations use PCM for leadership training, team building, and improving communication. The insights let people connect and work better with different personality types.
Training usually takes the form of six half-day sessions with a certified coach. You’ll learn about your own personality and how to tweak your communication to make stronger connections.
PCM doesn’t lock you into a single category. Instead, it recognizes that everyone has a unique mix of all six types, which feels a lot more realistic than most tests.
True Colors Personality Test
The True Colors Personality Test sorts people into four color-based types: Blue, Gold, Green, and Orange. Each color stands for a different style, with its own set of traits.
This quick, 10-minute test helps you get a handle on your natural tendencies and preferences. You’ll see statements and rate how much they fit you—sometimes true or false, sometimes on a sliding scale.
The Four Color Types:
- Blue – Compassionate, caring, and relationship-focused
- Gold – Organized, responsible, and fond of structure
- Green – Analytical, logical, and always seeking knowledge
- Orange – Spontaneous, energetic, and craving freedom
Your results show a spectrum of colors, highlighting your dominant style and any strong secondary influences. Most people aren’t just one color—they’re a blend, with one or two standing out.
Knowing your True Colors can make you more self-aware and help you connect with others. The system offers insight into how you communicate, what you need at work, and where you might clash with other types.
Plenty of organizations use True Colors to help teams work better together. The color system keeps things simple and memorable.
IPIP-NEO
The IPIP-NEO is built around the five-factor personality model, also called the “Big Five” or OCEAN. It measures Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.
You can choose from several versions of the test. The original is pretty long, but there’s a shorter IPIP-NEO-120 (with 120 questions) that still gives a thorough overview.
If you’re pressed for time, there’s a 50-question version that takes about 10 minutes. It still covers the basics of the five-factor model.
When you take the IPIP-NEO, you answer questions about yourself as you are right now—not how you’d like to be. Your scores show where you fall on each of the five traits and their subcategories, giving you a detailed profile.
The International Personality Item Pool (IPIP) is an open-source project that helps researchers and individuals access advanced personality measures. Because of this, the IPIP-NEO is easy to find and use for both research and personal growth.
The test’s structure and thorough analysis make it a solid choice for understanding personality differences, whether in a clinical setting or just out of curiosity.
Values In Action (VIA) Survey
The Values in Action (VIA) Survey is a personality assessment that helps you spot your own character strengths. Psychologists put this 240-item self-report questionnaire together so people can get a clearer sense of their core positive traits—without the guesswork.
Honestly, the VIA Survey is unique. It’s the only free, science-backed character strengths test you’ll find anywhere. You can finish it in about 10 minutes, and the insights you get about your strengths profile? Pretty eye-opening.
The assessment looks at 24 different character strengths, each one touching on a different part of your personality. Everyone’s got all 24, but in their own mix and order, so your results end up feeling pretty personal.
Key Features of the VIA Survey:
- Backed by scientific research
- Free and available online
- Spotlights 24 character strengths
- Only takes around 10 minutes
- Can help you thrive in lots of areas of life
Once you finish the survey, you’ll get a personalized character report. It lines up your strengths from most to least dominant, giving you a better sense of your natural tendencies—and, honestly, sometimes it’s surprising.
People use their VIA Survey results to work on personal growth, build stronger relationships, or even find more meaning at work. When you know your own character strengths, it’s easier to use them on purpose in daily life.
The VIA Institute on Character runs the survey and shares plenty of resources to help you make sense of your results. Their ongoing research keeps showing how focusing on strengths really can boost your well-being and personal growth.