> ## Documentation Index
> Fetch the complete documentation index at: https://help.equip.co/llms.txt
> Use this file to discover all available pages before exploring further.

# Psychometric Tests: DISC and Big Five

> Evaluate candidates' personality and behavioral traits with Equip's standardized DISC and OCEAN (Big Five) tests.

Psychometric tests help you understand a candidate's personality and behavioral traits, not just their technical skills. Equip offers the two most widely used psychometric tests in hiring: **DISC** and **OCEAN**. Both are standardized and ready to add to any assessment.

## Available Psychometric Tests

| Test                 | Questions | Typical Duration | What It Measures                  |
| -------------------- | --------- | ---------------- | --------------------------------- |
| **DISC**             | 24        | 12 minutes       | Behavior and communication styles |
| **OCEAN (Big Five)** | 50        | 25 minutes       | Deep-seated identity traits       |

<Note>
  Psychometric tests are subjective, so they carry no points and no numerical score. They have no weightage and do not contribute to the [overall assessment score](/test-scores-and-overall-score). Use them to understand candidates, not to rank them.
</Note>

Psychometric tests work on mobile devices, and candidates face no enforced time limit. The durations above are typical completion times.

## DISC

The **DISC test** measures a candidate's behavior and personality across four dimensions:

* **D**ominance
* **I**nfluence
* **S**teadiness
* **C**onscientiousness

DISC focuses on how a candidate behaves and communicates. It is a good fit when you care about working style, collaboration, and how someone interacts with a team.

<Tip>
  Not sure which test to pick? DISC looks at behavior and communication styles, while OCEAN looks at deeper identity traits. For a detailed comparison, read [DISC vs OCEAN](https://equip.co/blog/disc-vs-ocean-five-factor-choosing-the-right-psychometric-test-for-hiring/) on the Equip blog.
</Tip>

## OCEAN (Big Five)

The **OCEAN test**, also known as the **Big Five** or Five Factor Personality Model, evaluates five core traits:

* **O**penness
* **C**onscientiousness
* **E**xtraversion
* **A**greeableness
* **N**euroticism

OCEAN goes deeper than behaviour. It profiles the stable personality traits that shape how a candidate thinks and works over the long term.

<Note>
  Both tests are standardized and use scientific methods to arrive at a personality profile, so you cannot add, remove, or view individual questions. If you want to ask your own behavioral questions, create a [custom quiz](/custom-tests) with MCQs instead.
</Note>

## Add a Psychometric Test to an Assessment

You invite candidates to an **assessment**, which can contain one or more tests. Adding a psychometric test works the same way whether you are creating a new assessment or editing an existing one.

<Steps>
  <Step title="Open the assessment builder">
    Create a new assessment from the Assessments Dashboard, or open the settings of an existing one.
  </Step>

  <Step title="Select the Psychometric test type">
    In the **Tests** tab, choose **Psychometric** from the list of test types and add it. Pick DISC or OCEAN.
  </Step>

  <Step title="Save and invite candidates">
    Save the assessment, then invite candidates by email or share the assessment link. Each test costs [1 credit per candidate](/how-credits-work).
  </Step>
</Steps>

You can freely combine a psychometric test with skill tests like quizzes or coding challenges in the same assessment.

## Reading the Results

Instead of a score, each candidate's result shows a **personality graph**. Hover over the graph to see a description of each trait along with an interpretation of the candidate's result on that trait.

<Tip>
  Want to see what candidates and hiring managers get? Download a [sample psychometric report (PDF)](https://cdn-media-assets.socratease.co/equip/marketing/test-type-pages/psychometric-landing-page/psychometric-sample-report.pdf).
</Tip>

Because there is nothing to grade, psychometric results never appear as "ungraded" and do not affect filters based on the overall score. Sort and shortlist candidates using their other test scores, then use the personality profile as added context.

## Testing Already Shortlisted Candidates

Candidates cannot retake or extend a finished assessment, so if you want shortlisted candidates to take a psychometric test, invite them to a second assessment.

<Steps>
  <Step title="Export your shortlist">
    Open the **Shortlisted** tab of your assessment results and click **Export Results** to download the candidate list.
  </Step>

  <Step title="Create a psychometric assessment">
    Create a new assessment containing just the DISC or OCEAN test.
  </Step>

  <Step title="Invite the shortlisted candidates">
    Send [email invitations](/email-invitations) by pasting their addresses as comma-separated values or by uploading a CSV file from the export.
  </Step>
</Steps>

## Related Resources

* [Psychometric Scores](/psychometric-scores) - How to interpret DISC and OCEAN results in detail
* [Test Types on Equip](/test-types) - Every test type you can add to an assessment
* [Test Scores and Overall Score](/test-scores-and-overall-score) - Why psychometric tests are excluded from the overall score
* [Custom Tests](/custom-tests) - Build your own tests when standardized content is not enough