SHL OPQ32 Practice Test
Practise the real forced-choice format and get a full 32-trait profile with sten scores, Great Eight competencies, role fit and the interview questions your results may prompt.
Quick test
~8 min32 question blocks. A fast first look at your profile and the forced-choice format.
Full test
~25 min96 question blocks — close to the real OPQ32r's 104. Each trait is measured 9 times for a more stable profile.
The SHL OPQ, usually the OPQ32, is a workplace personality questionnaire that shows how you prefer to behave at work. You choose the statements that are most and least like you, and the result is a profile of 32 traits that employers compare with the role. There is no pass mark, only fit.
The OPQ32 (Occupational Personality Questionnaire) is SHL's workplace personality assessment and one of the most widely used personality questionnaires in graduate and professional recruitment. It describes how you prefer to behave at work across 32 traits in three domains: Relationships with People, Thinking Style, and Feelings and Emotions.
The current version, the OPQ32r, presents 104 blocks of three statements. For each block you choose the statement most like you and the one least like you. Because all three statements are similarly desirable, this forced-choice design makes it hard to present an idealised picture of yourself.
There are no right answers, but your profile is compared against what the role needs, and assessors use it to plan your interview. Practising helps you get comfortable with the format and see which of your genuine preferences stand out.
Every block in this practice test draws on these 32 traits, and your results show a sten score for each. A low score is not a weakness — it describes the opposite preference.
Relationships with People (10 traits)
| Trait | Group | High scorers tend to… |
|---|---|---|
| Persuasive | Influence | Enjoys selling, negotiating and winning people over to a point of view |
| Controlling | Influence | Likes to take charge, direct others and be in control of a group |
| Outspoken | Influence | Freely voices opinions, challenges others and enjoys debate |
| Independent Minded | Influence | Prefers to follow their own approach, even against the majority |
| Outgoing | Sociability | Lively, talkative and energised by being around people |
| Affiliative | Sociability | Enjoys working with others and being part of a close team |
| Socially Confident | Sociability | At ease with new people and in formal or senior settings |
| Modest | Empathy | Reserved about achievements; lets results speak for themselves |
| Democratic | Empathy | Consults others, seeks input and values group decisions |
| Caring | Empathy | Sympathetic, supportive and attentive to others' needs |
Thinking Style (12 traits)
| Trait | Group | High scorers tend to… |
|---|---|---|
| Data Rational | Analysis | Enjoys working with numbers and bases decisions on data |
| Evaluative | Analysis | Critically evaluates information and looks for flaws in arguments |
| Behavioural | Analysis | Curious about people's motives and the reasons behind behaviour |
| Conventional | Creativity and Change | Prefers proven, well-established methods and practical solutions |
| Conceptual | Creativity and Change | Enjoys abstract ideas, theory and big-picture thinking |
| Innovative | Creativity and Change | Generates new ideas and enjoys finding original solutions |
| Variety Seeking | Creativity and Change | Seeks variety and new experiences; bored by routine |
| Adaptable | Creativity and Change | Adjusts their behaviour and style to suit different people and situations |
| Forward Thinking | Structure | Plans for the long term and thinks strategically |
| Detail Conscious | Structure | Methodical, organised and attentive to detail |
| Conscientious | Structure | Persists until tasks are complete and reliably meets deadlines |
| Rule Following | Structure | Follows rules and procedures closely |
Feelings and Emotions (10 traits)
| Trait | Group | High scorers tend to… |
|---|---|---|
| Relaxed | Emotion | Stays calm and finds it easy to switch off |
| Worrying | Emotion | Concerned about things going wrong; can feel anxious before events |
| Tough Minded | Emotion | Not easily hurt by criticism; thick-skinned |
| Optimistic | Emotion | Expects things to turn out well and stays positive |
| Trusting | Emotion | Trusts people and takes them at their word |
| Emotionally Controlled | Emotion | Keeps feelings hidden and stays composed |
| Vigorous | Dynamism | Thrives on activity and having lots to do |
| Competitive | Dynamism | Has a strong need to win and outperform others |
| Achieving | Dynamism | Ambitious, sets demanding targets and wants to get ahead |
| Decisive | Dynamism | Makes decisions quickly and is comfortable with risk |
OPQ32 results are reported as sten scores from 1 to 10. A sten of 5 or 6 is average compared with a norm group; 1–3 is a clear low preference and 8–10 a clear high preference. Roughly two thirds of people score between 4 and 7 on any trait.
Many employers then roll the 32 traits up into the Great Eight competencies, and score you against the competencies that matter for the role. Your practice results show both views.
Leading & Deciding
Takes control, makes decisions and initiates action
Supporting & Cooperating
Works well with others, shows care and respects their views
Interacting & Presenting
Communicates, networks and influences with confidence
Analysing & Interpreting
Thinks analytically, uses data and evaluates information
Creating & Conceptualising
Generates ideas, embraces change and thinks strategically
Organising & Executing
Plans ahead, works systematically and delivers to standard
Adapting & Coping
Copes with pressure and setbacks, stays composed
Enterprising & Performing
Driven by results, energetic and ambitious
Answer as your working self
Think about how you behave at work or university, not at home. The questionnaire is built around workplace behaviour.
Know the role, then be honest
Read the job description and competency framework. You can't fake the profile, but knowing what the role values helps you recognise which genuine strengths to lean into.
Don't overthink each block
Your overall pattern matters more than any single choice. Deliberating tends to produce inconsistent answers.
Prepare examples for your extremes
Very high or very low stens are often probed at interview. Your practice results list the questions to expect.
What does OPQ stand for, and what is the SHL OPQ test?
OPQ stands for Occupational Personality Questionnaire. The SHL OPQ, usually the OPQ32 version, is a workplace personality test of forced-choice statements that profiles 32 traits such as Persuasive, Controlling and Conscientious. Employers use the results to judge fit with a role and to plan interview questions. It has no pass mark and no right answers.
What is the OPQ32?
The OPQ32 (Occupational Personality Questionnaire) is SHL's workplace personality assessment. It measures 32 traits grouped into three domains — Relationships with People, Thinking Style, and Feelings and Emotions — to describe how you prefer to behave at work. Employers use it alongside aptitude tests and interviews.
What is the difference between the OPQ and the OPQ32?
OPQ is the name of SHL's family of personality questionnaires, and the OPQ32 is its main version, measuring 32 specific traits. Candidates usually just call it the OPQ or the OPQ test. SHL has released several formats of the OPQ32 over the years, and the current one, the OPQ32r, uses the forced-choice blocks described on this page.
How many questions are in the OPQ32?
The current version, the OPQ32r, has 104 blocks of three statements (312 statements in total). In each block you pick the statement most like you and the one least like you. Our full practice test has 96 blocks measuring every trait nine times; the quick version has 32 blocks.
How is the OPQ32 scored?
Each of the 32 traits is reported as a sten score from 1 to 10, where 5–6 is average compared with a norm group (for example, graduates or managers). The OPQ32r uses item response theory to turn forced-choice answers into these scores. Employers often also summarise the profile into eight broad competencies, known as the Great Eight.
What is a good OPQ32 score?
There is no universally good score. A high Persuasive score suits a sales role but matters less for a data analyst. Employers compare your profile with the profile they have defined for the role, and they often use very high or very low stens to plan interview questions.
Can you fail the OPQ32?
There is no pass mark, but your profile can be screened against a role profile, so a poor fit can end an application. The best approach is to answer honestly with your working self in mind, and know the role well enough to recognise which of your genuine strengths are relevant.
Can you fake the OPQ32?
It is hard. Because every statement in a block is similarly desirable, you cannot simply pick the 'best' answer, and inconsistent patterns show up in the scoring. Interviewers then probe the profile with competency questions, so an exaggerated profile tends to unravel. Practice helps you get used to the format, not game it.
How long does the OPQ32 take?
The OPQ32r is untimed and usually takes around 25–35 minutes. Our quick practice test takes about 8 minutes and the full version about 25 minutes. Answering instinctively is both faster and more accurate.
Is this the real SHL OPQ32?
No. This is an independent practice questionnaire that follows the OPQ32's structure — the same 32 traits, forced-choice blocks and sten-style reporting — with our own statements. Use it to learn the format and reflect on your profile; your official results may differ.