Language-based personality assessment doesn't require a questionnaire.
Personality scores are instantly generated from candidate language.
The Big Five personality framework, also known as the Five Factor Model or the OCEAN model, is one of the dominant models of personality in psychology today. It proposes that every aspect of how we see each other and ourselves can be organized into five theoretically independent clusters of characteristics, called traits.
The Big Five's key dimensions are:
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Openness to experience - Openness to new ideas and feelings; interest in art, complex thoughts, emotions, and progressive politics.
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Conscientiousness - Adherence to order, rules, and duty; involves self-control, a strong work ethic, and a desire for tidiness or organization.
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Extraversion - Sociability and social dominance; a tendency to be positive, friendly, and active, seeking out others’ attention and respect.
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Agreeableness - Easygoingness and prosociality; desire to make others happy, help people, fit in, and be a good or moral person.
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Neuroticism - Vulnerability to stress; tendency to experience negative emotions such as sadness, anxiety, and self-consciousness or embarrassment.
Each of the 5 dimensions contains 6 more detailed personality facets, for a total of 35 dimensions of personality. For a complete list and definitions for all 35 dimensions, see the Big Five API documentation.
The DISC personality framework was developed by Harvard-educated psychologist William Moulton Marston. It demonstrates how individual differences in emotional and communication styles affect behaviour in everyday social interactions and relationships.
While DISC has been used for hiring assessment purposes, it has also been used by leadership teams to improve communication and resolve problems by enabling members to better understand each other's emotional and communication style.
DISC is comprised of four styles:
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Dominant people tend to be ambitious, active, bold leaders;
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Influential people lead through connections, creativity, and collaboration;
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Steady people tend to be stable, faithful, modest, methodical workers who value relationships;
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Conscientious people are cautious, and tend to do their jobs accurately, unobtrusively, and impersonally.
Receptiviti's DISC framework provides increased specificity with 2 additional DISC-based scales that assess how people relate to and work with their peers:
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Boldness vs. Calmness: The degree to which a person is fast-paced, decisive, assertive vs. reserved, calm, methodical.
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People vs. Task-Focused: The degree to which a person is interested in others’ thoughts and feelings vs. focused on work-related tasks and accomplishments.
For more details, see the DISC API documentation.