SHL OPQ Practice Test : Free Exam Questions & Study Guide
The SHL OPQ (Occupational Personality Questionnaire) is one of the most widely used personality assessments in professional recruitment and development worldwide. Developed by Saville and Holdsworth Limited, this comprehensive assessment measures 32 personality dimensions relevant to workplace behavior, helping employers identify candidates whose traits align with specific job requirements and organizational culture.
Whether you're preparing for a job application, promotion assessment, or organizational development program, understanding the SHL OPQ format and practicing sample questions can significantly boost your confidence. Our free SHL OPQ practice tests and study guide will help you understand what to expect, learn effective response strategies, and present your authentic professional self during the assessment.
Important: The SHL OPQ is not a pass/fail test—it measures personality preferences and behavioral tendencies. There are no "right" or "wrong" answers. The key to success is understanding the assessment format, responding authentically, and presenting your genuine professional profile while highlighting traits relevant to your target role.
Free SHL OPQ Practice Tests
Prepare for your SHL OPQ assessment with our comprehensive practice materials. Each quiz focuses on different aspects of the personality questionnaire to help you understand the format, question types, and effective response strategies.
SHL OPQ Quick Reference Cards
Click cards to reveal key concepts and practice links
SHL OPQ Exam Study Guide
Master every aspect of the SHL Occupational Personality Questionnaire with our comprehensive study guide covering test basics, format details, preparation strategies, and score interpretation.
| What is the SHL OPQ assessment? | The SHL OPQ (Occupational Personality Questionnaire) is a leading workplace personality assessment developed by Saville and Holdsworth Limited. It measures 32 personality dimensions relevant to job performance, leadership potential, and team fit. Used by Fortune 500 companies worldwide, it helps employers predict workplace behavior and cultural alignment. |
| Who uses the SHL OPQ test? | Major corporations, government agencies, and consulting firms use OPQ for recruitment, succession planning, and leadership development. Industries include finance, healthcare, technology, retail, and manufacturing. Over 10,000 organizations globally rely on SHL assessments for talent decisions. |
| What does OPQ measure? | OPQ measures 32 personality scales across three domains: Relationships with People (8 scales including influence, sociability, and empathy), Thinking Style (12 scales including analysis, creativity, and detail-consciousness), and Feelings & Emotions (12 scales including ambition, resilience, and competitiveness). |
| How does OPQ differ from other personality tests? | Unlike general personality tests (MBTI, Big Five), OPQ is specifically designed for workplace contexts. It uses forced-choice methodology to reduce social desirability bias, provides job-specific competency matching, and has extensive normative data from working professionals across industries. |
| What are the OPQ question formats? | OPQ offers two main formats: OPQ32r (ipsative/forced-choice) presents groups of 4 statements where you select "most like me" and "least like me." OPQ32i (normative) presents individual statements rated on a 1-5 agreement scale. Most employers use OPQ32r for its resistance to faking. |
| How many questions are on the OPQ? | OPQ32r contains 104 statement blocks (416 individual statements) taking 25-35 minutes. OPQ32i contains 230+ individual statements taking 35-45 minutes. Both versions measure the same 32 personality scales with high reliability. |
| Is the OPQ timed? | The OPQ is untimed, meaning you can take as long as needed. However, most candidates complete OPQ32r in 25-35 minutes and OPQ32i in 35-45 minutes. Taking significantly longer may indicate overthinking or difficulty with self-assessment. Natural, instinctive responses are preferred. |
| What language options are available? | SHL offers OPQ in 30+ languages including English, Spanish, French, German, Chinese, Japanese, Portuguese, Arabic, and Hindi. Localized versions are culturally adapted, not just translated, ensuring measurement equivalence across populations. |
| How should I prepare for the SHL OPQ? | Preparation involves: understanding the 32 personality scales and their workplace relevance, practicing with sample questions to familiarize yourself with the format, researching your target role competency requirements, and reflecting on your genuine work preferences and behavioral tendencies. |
| Should I try to "game" the OPQ? | No—attempting to fake responses is detectable and counterproductive. OPQ includes consistency scales that flag manipulated answers. Even if undetected, misrepresenting yourself may lead to job misfit. Authentic responses help you find roles that genuinely match your personality. |
| What traits do employers typically seek? | Trait preferences vary by role. Leadership roles favor influence, decisiveness, and strategic thinking. Customer-facing roles value sociability and empathy. Analytical roles seek detail-consciousness and data-rational thinking. Research your specific role requirements rather than assuming universal preferences. |
| Can practice tests help with OPQ? | Yes, practice tests help you understand the format, reduce anxiety, and develop efficient response strategies. They help you recognize your natural preferences and articulate them clearly. However, practice should support authentic self-presentation, not rehearsed impression management. |
| How are OPQ results presented? | Results appear as sten scores (1-10 scale) for each of 32 personality dimensions, with scores compared against professional norm groups. Reports include visual profiles, narrative summaries, and competency potential predictions. Higher or lower scores are not inherently better—fit depends on role requirements. |
| What is a sten score? | Sten (Standard Ten) scores range from 1-10, representing your position relative to a norm group. Scores of 5-6 are average (40% of population). Scores of 1-2 or 9-10 are extreme (4% each). Most people score between 3-8 on most scales. Extreme scores in either direction can be positive or negative depending on role requirements. |
| Who sees my OPQ results? | Results are shared with the requesting organization (employer, recruiter). HR professionals and hiring managers typically review reports. Some organizations share results with candidates; others do not. You can request your results if not automatically provided. Results are confidential and protected under data privacy laws. |
| How long are OPQ results valid? | SHL recommends retesting after 18-24 months, as personality can shift with significant life or career changes. Most employers accept results less than 2 years old. For development purposes, periodic reassessment tracks growth. One-time scores provide a snapshot, not permanent classification. |
| What's the best OPQ test-taking strategy? | Respond authentically based on your genuine work preferences. Don't overthink—go with initial instincts. Consider workplace contexts, not personal life. Maintain consistent responses throughout. Complete the assessment in one sitting without distractions. Review your understanding of each statement before responding. |
| How do I handle forced-choice questions? | For each statement quad, read all four options first. Identify which genuinely fits you most and least in work situations. Avoid strategic thinking about what employers want. If equally split, consider recent work examples. Don't skip or spend excessive time on difficult blocks. |
| What if I don't fit the role profile? | Profile mismatch doesn't automatically disqualify you. Employers consider multiple factors beyond OPQ. Strong mismatches may indicate the role wouldn't suit you anyway. Some organizations use OPQ for development rather than selection. Ask about how results are weighted in their process. |
| Can I retake the OPQ if unhappy with results? | Retake policies vary by organization. Most employers accept one assessment per application cycle. Requesting retakes may raise concerns about result validity. If genuinely misrepresented due to test conditions (illness, distractions), explain circumstances to the employer rather than seeking immediate retake. |
SHL OPQ Test Format
The SHL OPQ measures 32 personality dimensions across three major domains. Understanding this structure helps you recognize what each question assesses and respond authentically.
Measures how you interact with colleagues, influence others, and build professional relationships.
- Topics: Persuasiveness, Networking, Team Orientation, Leadership
- Questions: ~32 forced-choice blocks
Evaluates your approach to problem-solving, decision-making, and information processing.
- Topics: Data Rational, Evaluative, Conventional, Detail-Conscious
- Questions: ~48 forced-choice blocks
Assesses emotional resilience, drive, and how you handle workplace pressure.
- Topics: Competitive, Achieving, Decisive, Tough-Minded
- Questions: ~48 forced-choice blocks
Forced-choice format where you select "most like me" and "least like me" from statement groups.
- Topics: Forced-Choice Methodology, Reduced Faking
- Questions: Select most/least from 4 options
Rating scale format where you indicate agreement level with individual statements.
- Topics: Likert Scale Rating, Detailed Profiles
- Questions: Rate each statement 1-5
Your responses generate competency predictions matched to specific job requirements.
- Topics: Leadership Potential, Team Fit, Role Match
- Questions: 32 dimension scores
Research your target role's competency requirements before the assessment. Reflect on genuine workplace examples that demonstrate your behavioral preferences. Complete practice tests to familiarize yourself with the format. Remember: authenticity is key—the OPQ detects inconsistent responses, and misrepresenting yourself may lead to poor job fit.
SHL OPQ Score Calculator
Understand your potential sten score distribution based on personality assessment results.
SHL OPQ Score Interpretation
Understanding how SHL OPQ sten scores translate to personality profiles helps you interpret your assessment results.
| Score Range | Interpretation | Percentile | Recommendation |
|---|---|---|---|
| Sten 9-10 | Very High | Top 4% | Strong preference in this trait |
| Sten 7-8 | Above Average | Top 25% | Notable strength area |
| Sten 5-6 | Average | Middle 40% | Typical preference level |
| Sten 3-4 | Below Average | Bottom 25% | Lower preference in this area |
| Sten 1-2 | Very Low | Bottom 4% | Minimal preference shown |
Remember: OPQ sten scores are not good or bad—they indicate preferences. A low score on "sociability" isn't negative if the role requires independent work. Employers compare your profile to specific job competencies. Extreme scores (very high or very low) simply indicate stronger preferences that may be assets or considerations depending on role requirements.
How to Prepare for the SHL OPQ
Follow this structured approach to maximize your SHL OPQ preparation and present your authentic professional profile effectively.
- Understand the OPQ Structure - Learn about the 32 personality scales across three domains (Relationships, Thinking Style, Feelings & Emotions) and how they relate to workplace behavior.
- Research Your Target Role - Identify the key competencies and personality traits typically valued for your target position. Review job descriptions and company culture information.
- Complete Practice Assessments - Take our free SHL OPQ practice tests to familiarize yourself with the forced-choice format and develop efficient response strategies.
- Reflect on Work Preferences - Think about genuine workplace examples that demonstrate your behavioral tendencies. Consider how you naturally approach work situations.
- Prepare Your Environment - Set up a quiet, distraction-free space for the assessment. Ensure stable internet connection and adequate time to complete without rushing.
- Take the Assessment - Complete the OPQ responding authentically and consistently. Trust your initial instincts rather than overthinking each response.
- Review and Follow Up - If offered, request feedback on your results. Use insights for professional development regardless of the immediate hiring outcome.
SHL OPQ Assessment Costs
Understanding the investment associated with SHL OPQ assessments helps you prepare for the recruitment process.
As a job candidate, you will not pay for the SHL OPQ assessment—employers cover all costs. Our free practice tests and study materials help you prepare without any financial investment. Focus your energy on understanding the format and responding authentically.
Industries Using SHL OPQ
Discover the diverse industries and roles where SHL OPQ assessments are commonly used
SHL OPQ Resources
Connect with official SHL resources and support for your assessment journey.
Website: shl.com
Services: Official OPQ information, assessment platforms
Contact: Contact through website
Website: shl.com/contact
Services: Technical support, assessment issues
Contact: Via employer or direct
Website: shl.com/research
Services: Validity studies, technical documentation
Contact: Research publications
Website: practicetestgeeks.com
Services: Free OPQ practice tests, study guides
Contact: Online resources
When applying for roles that use SHL assessments, check the job posting for assessment details. Many employers mention "personality assessment" or "SHL testing" in their recruitment process. Use our practice materials to familiarize yourself with the format before your actual assessment.
SHL OPQ Test Day Checklist
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Start Free SHL OPQ Practice Test →SHL OPQ Exam Questions and Answers
The SHL OPQ (Occupational Personality Questionnaire) is a workplace personality assessment measuring 32 personality dimensions across three domains: Relationships with People, Thinking Style, and Feelings & Emotions. Developed by Saville and Holdsworth Limited, it is used globally by employers for hiring, development, and team building decisions.
The SHL OPQ has no pass or fail score—it measures personality preferences rather than ability. Success means presenting your authentic professional profile while demonstrating awareness of role requirements. Be consistent in your responses, avoid overthinking, and trust your initial instincts when selecting answers.
The OPQ32r (ipsative format) typically takes 25-35 minutes with 104 question blocks. The OPQ32i (normative format) takes 35-45 minutes with 230+ statements. The assessment is untimed, but most candidates complete it within these ranges. Taking significantly longer may indicate overthinking.
The OPQ uses two formats: forced-choice (ipsative) presents groups of 4 statements where you select "most like me" and "least like me"; rating scale (normative) asks you to rate agreement with individual statements on a 1-5 scale. Questions cover workplace behaviors, preferences, and tendencies.
Employers receive personality profiles and competency reports, not your individual answers. Reports show sten scores (1-10) for each of 32 dimensions compared to professional norm groups. Some organizations share these reports with candidates; others use them only internally for hiring decisions.
Yes, preparation helps you understand the format, reduce test anxiety, and respond efficiently. Practice tests familiarize you with question types and timing. However, preparation should support authentic self-presentation—not help you fake desirable responses, which the OPQ is designed to detect.
The OPQ includes consistency scales that flag contradictory responses. High inconsistency may raise concerns about result validity. Employers may question the reliability of your profile or request a retest. Being authentic and thoughtful throughout the assessment prevents consistency issues.
Retake policies depend on the employer. Most accept one assessment per application cycle. SHL recommends waiting 18-24 months between assessments for development purposes, as personality can shift with significant life or career changes. Previous results typically remain valid for 2 years.
Sten scores range from 1-10, showing your position relative to a norm group of working professionals. Scores of 5-6 are average (40% of population). Extreme scores (1-2 or 9-10) indicate strong preferences. Neither high nor low scores are inherently good or bad—optimal scores depend on specific role requirements.
The OPQ is not difficult in the traditional sense—there are no right or wrong answers, no time pressure, and no knowledge tested. Challenges include: choosing between equally appealing statements, maintaining consistency across similar questions, and presenting yourself authentically while aware of role requirements.