The SHL Occupational Personality Test (OPQ) - Free All-In-One Test Guide [2025]

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• What Is the Occupational Personality Questionnaire?
• What Do OPQ Questions Look Like?
• Sample Questions
• OPQ Tips and Insights
• Frequently Asked Questions

Each year, thousands of job candidates face the SHL Occupational Personality Questionnaire (OPQ or OPQ32) — one of the most widely used and influential personality assessments in recruitment.

Far more than a simple quiz, it helps employers understand how natural behaviours, preferences, and working styles can shape their performance at work. 

Delivered online through SHL’s Talent Central platform, the OPQ measures 32 key personality traits — known as the OPQ dimensions — which are scientifically proven to influence workplace success. Trusted by major employers such as HSBC, Deutsche Bank, Qantas, and many others, it is especially common in roles that require strong interpersonal skills, adaptability, and emotional intelligence. 

Your results are transformed into a detailed personality profile showing how you’re likely to behave in different workplace scenarios and how closely you align with a company’s culture and expectations. 

That’s why preparation is valuable — to ensure your profile reflects your full potential and helps you stand out from other candidates. 

The OPQ32 assesses 32 personality traits, known as dimensions, that research has shown to strongly predict workplace performance. These are grouped into three main areas:

Together, these insights build a detailed picture of how you naturally behave at work, how you relate to others, and how you’re likely to approach challenges — helping employers assess how well you might fit into a role and company culture.

Let's dive into the difference between the different question types used by SHL:

The forced-choice format is what makes the SHL OPQ tests unique. Instead of rating individual statements, you must make trade-offs between three options — all of which may sound equally attractive. This design is intentional: it highlights your strongest preferences and uncovers the traits that most define how you work.

For example, you might see:

• “I enjoy persuading others to my point of view.”
• “I like working with clear rules and structured processes.”
• “I thrive on variety and change.”

All three are positive, but each reflects a different personality dimension — influence, structure, and adaptability. Your task is to choose the one that feels most like you in your everyday behaviour, and the one that is somewhat like you. The third, which feels least like you, is left unselected.

Sometimes, the statements may also be negatively worded — describing dislikes, challenges, or things you find difficult. This can make the choice just as tricky, because you’re still deciding between three plausible options, even if none of them sound ideal. In these cases, focus on which description is closest to your real preferences or tendencies, even if it’s not flattering.

Because every option is designed to sound reasonable — whether positive or negative — the key to navigating forced-choice questions on the OPQ assessment is to look beyond the surface wording and identify what trait each statement is measuring.

• Pay close attention to keywords. Words like persuade, lead, or convince often relate to influence or leadership, while analyse, evaluate, or evidence suggest analytical thinking. Terms like structure, rules, and detail indicate conscientiousness, while variety, change, and new ideas point to adaptability. Once you understand the trait behind a statement, it’s easier to decide whether it truly reflects you.
• Next, think about how you behave in your typical work environment, not rare or extreme situations. Choose the statement that most consistently describes you as “most like me.” Then, among the remaining two, pick the one that still feels fairly accurate as “somewhat like me.” Remember, the OPQ isn’t about what you can do — it’s about what you prefer to do.
• If you’re stuck, try identifying the option that is least like you first. Eliminating that one often makes the final decision easier. And if all three are negatively worded, focus on which statement feels least untrue about you — that will help you choose the best match.

Take a look at the following questions and think about how you would answer:

The SHL OPQ assessment is designed to measure your personality rather than your skills, so there are no right or wrong answers in the traditional sense. However, there are steps you can take to approach it thoughtfully and strategically — without compromising your authenticity. Success in the OPQ32 doesn’t come from trying to “game” the test; it comes from understanding what the company values, knowing your own strengths, and presenting your personality through a professional lens.

Here’s how to do it effectively:

1. Understand the Qualities the Role Requires

Before you begin the assessment, take time to reflect on the nature of the job you’re applying for. Think about the behaviours and preferences that are most relevant to success in that role. For example, if you’re applying for a sales position, consider questions like:

• Do I enjoy building relationships and persuading others?
• Am I energised by collaboration and communication?
• How comfortable am I with targets, competition, and resilience?

If you’re pursuing a data-focused or analytical role, you might instead reflect on traits such as attention to detail, objectivity, and a preference for structured environments. Clarifying these qualities beforehand helps you recognise how your natural tendencies align with what the role demands.

2. Research the Company’s Core Values

Most organisations publish their mission, values, and cultural principles on their website. These give you valuable insight into the traits and behaviours they want to see reflected in their employees.

For instance, a company that emphasises innovation might value adaptability, creativity, and openness to change. One that highlights customer focus might prioritise empathy, collaboration, and communication. Understanding these values gives you context for interpreting OPQ32 questions and helps you approach them with a clearer sense of what matters to the organisation.

3. Reflect on How You Align — and Where You Differ

Once you know what the company and role prioritise, take a moment to think about how your personality traits and work preferences match up. Where do you align strongly with what they’re seeking? Are there areas where your approach differs?

This isn’t about trying to “fix” yourself or pretend to be someone else — differences can be strengths too. It’s about becoming more aware of how your natural style fits the organisation’s needs and where you might bring something unique to the table. That awareness will help you respond to OPQ32 questions with more confidence and clarity.

4. Practice

You can get a feel for what SHL assessments look like by taking short, free samples on the SHL website. If you are looking for more comprehensive practice, use our SHL OPQ prep course.

The OPQ32 is not a test you can pass or fail. Its purpose is to help employers understand how you naturally behave at work — and how that aligns with their environment. Still, it’s understandable to feel the pressure to “get it right.” The key is to balance authenticity with strategic awareness.

The “O” in OPQ stands for occupational, and that’s an important clue. The test focuses on how you behave in a professional setting — not how you act with friends or family.

For example, you might be spontaneous and informal outside of work, but structured and methodical on the job. That’s not inconsistent — it’s context-dependent. When answering OPQ32 questions, focus on how you typically behave in the workplace: during projects, in meetings, with colleagues, or when solving problems. That’s the version of you the test is designed to measure.

Sincerity is essential. The OPQ32 is carefully designed to detect inconsistent patterns and can flag attempts to present an unrealistic “ideal.” Trying to guess the “right” answers can actually weaken your profile and make it seem less authentic.

However, honesty doesn’t mean answering blindly. Being informed about the role and the company helps you understand which traits are valued and provides context for how to frame your natural preferences. This isn’t about pretending to be someone you’re not — it’s about understanding the professional qualities you bring and how they align with the organisation’s goals.

Remember that the OPQ32 isn’t measuring how good you are at something — it’s highlighting what you naturally prefer. Every trait has trade-offs, and no one is expected to excel in all areas. A highly detail-oriented person might struggle in a fast-changing environment, while someone who thrives on variety may find repetitive tasks draining.

The goal is not to appear perfect, but to help both you and the employer understand where you’ll be most effective and engaged. When your natural style aligns with the company’s values and the role’s demands, you’re more likely to succeed and enjoy your work.

The best way to approach the OPQ32 is to be truthful about how you behave in professional settings, while keeping the company’s values and the job’s requirements in mind. This approach ensures your answers reflect your genuine personality — and highlights how your strengths and preferences can contribute to the organization.

It also helps you decide if the company is the right fit. A good match benefits both sides: the employer gets someone whose personality suits the role, and you step into a position where you’re likely to perform well and thrive.

Some personality assessments are designed to output a simple pass-fail result.

The SHL OPQ, on the other hand, only provides a profile of the candidate, ranking them on each one of the 32 dimensions mentioned above.

It is up to the employer to decide which personality traits and dimensions they value, and to select hirees based on their profiles.

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