How we build research-backed personality assessments that give you better insights than paid alternatives
Last updated: March 9, 2026
Personality tests should be accurate, readable, and honest about what they cost. Most platforms either charge $10-40 per test for the detailed report, or give you a vague description that could apply to anyone.
We believe you deserve to know exactly what you get before you pay: every test is free to take, with your archetype and scores on screen. Premium adds the detailed report — percentiles vs population, specific strengths, career matches based on your actual profile — one subscription across every test, never generic horoscope-style text.
Big Five personality traits are the strongest predictor of job performance after cognitive ability (Schmidt & Hunter, 1998; Costa & McCrae, 1992).
Share of career counselors worldwide who use Holland's RIASEC model for career guidance, making it the most widely applied vocational framework (NCDA, 2024).
Number of Americans working remotely full-time. Matching personality to remote roles increases job satisfaction by 23% (Upwork, 2025; Buffer State of Remote Work).
We don't invent personality models. We use frameworks validated by decades of peer-reviewed research:
We design questions to maximize reliability and minimize social desirability bias:
We calculate results using statistically sound methods:
Our free results beat most paid platforms:
Our tests are based on decades of personality psychology research:
Big Five Personality (IPIP-50)
This test administers Goldberg's 50-item IPIP Big Five Factor Markers verbatim (see lib/scoring/tests/big-five.ts) — it is not Costa & McCrae's proprietary NEO-PI-R (a separate, 240-item commercial instrument), and NEO-PI-R's own reliability and test-retest figures do not describe this test.
Goldberg, L. R. (1993). Synthesized decades of lexical and factor-analytic research into the modern Big Five (Five-Factor) taxonomy of personality. American Psychologist, 48(1), 26-34 source
Barrick, M. R., & Mount, M. K. (1991). Meta-analysis of 117 studies found Conscientiousness predicts job performance across occupations at ρ = .22. Personnel Psychology, 44(1), 1-26 source
Goldberg, L. R. (1992). Development of the IPIP-50 Big Five Factor Markers — the exact 50-item public-domain item set this test administers verbatim. Internal consistency α = .77-.86 across the five scales (Table 5). Psychological Assessment, 4(1), 26-42 source
Jang, K. L., Livesley, W. J., & Vernon, P. A. (1996). Twin study (123 identical + 127 fraternal pairs) found Big Five heritability ranging 41%-61% across the five domains. Journal of Personality, 64(3), 577-591 source
McCrae, R. R., Terracciano, A., et al. (2005). The Big Five factor structure was clearly replicated across 50 cultures (N=11,985). Journal of Personality and Social Psychology, 88(3), 547-561 source
JobCannon: JobCannon Big Five Technical Manual — Our own psychometric study of the live IPIP-based Big Five test (n=3,472): mean α=.825 (range .777-.862 across the five scales), 48 of 50 items loading on their keyed scale.
Schwartz Values (PVQ-21)
This is the 21-item Portrait Values Questionnaire (PVQ-21) developed by Shalom Schwartz — the short form used in the European Social Survey (ESS). It is a separate, distinct instrument from Schwartz's PVQ-RR (Revised, 19-value) and SVS — their psychometric figures do not describe it. JobCannon has not run an independent reliability or validity study of its own online administration of this instrument.
Schwartz, S. H. (2003). Documents the 21-item Portrait Values Questionnaire (PVQ-21) short form of the Theory of Basic Human Values, developed for and used in the European Social Survey. A Proposal for Measuring Value Orientations across Nations, Ch. 7, European Social Survey Core Questionnaire Development Report
Schwartz, S. H., & Cieciuch, J. (2021). Mean reliability of this 21-item short form: α = .57 across 34 countries — lower than the longer PVQ-RR (α = .76, 49 groups) because each value is measured by only 1-3 items. Assessment, 29(5), 1005-1019
Values Assessment
JobCannon-original work-values questionnaire — not derived from or validated against Schwartz's Theory of Basic Human Values. The Schwartz-based instrument is a separate JobCannon test ('values', Schwartz PVQ-21).
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Meta-analysis of 172 studies found person-job fit correlates with job satisfaction at r=.56, and person-organization fit correlates with commitment at ρ=.51. Personnel Psychology, 58(2), 281-342 source
Energy & Flow (Chronotype + Flow)
JobCannon-original chronotype, energy, and flow quiz inspired by these frameworks — not an administration of the Horne & Östberg Morningness-Eveningness Questionnaire (MEQ). Twin studies estimate chronotype heritability at roughly 40-54%, a general population finding on morningness/eveningness, not a validation of this quiz specifically.
Csikszentmihalyi, M. (1975). Introduced Flow Theory — the psychological state of full absorption in an activity. Beyond Boredom and Anxiety: Experiencing Flow in Work and Play, Jossey-Bass
Harris, D. J., Allen, K. L., Vine, S. J., & Wilson, M. R. (2021). Meta-analysis of 22 studies found a pooled flow-performance correlation of r=.31. International Review of Sport and Exercise Psychology source
Jones, S. E., Lane, J. M., Wood, A. R., et al. (2019). GWAS of 697,828 individuals identified 351 genetic loci linked to chronotype; twin studies estimate chronotype heritability at 40-54%. Nature Communications, 10, 343 source
EQ Dashboard (Emotional Intelligence)
JobCannon's EQ Dashboard is an original 40-item, workplace-scenario self-report quiz organized around Plutchik's eight core emotions (fear, joy, anger, sadness, disgust, surprise, trust, anticipation) — not an administration of the Salovey-Mayer ability-based EI model or the Wong & Law Emotional Intelligence Scale (WLEIS). The citations below describe the general Emotional Intelligence research field, not this test's own psychometrics.
Salovey, P., & Mayer, J. D. (1990). Introduced the ability-based emotional intelligence framework (perceiving, using, understanding, managing emotions) this test’s four branches are built on. Imagination, Cognition, and Personality, 9, 185-211 source
O'Boyle, E. H., Humphrey, R. H., Pollack, J. M., Hawver, T. H., & Story, P. A. (2011). Meta-analysis found EI correlates with job performance at ρ=.24-.30, with incremental validity beyond cognitive ability and the Big Five. Journal of Organizational Behavior, 32, 788-818 source
Mattingly, V., & Kraiger, K. (2019). Meta-analysis of 58 studies found EI is trainable, with a moderate positive training effect. Human Resource Management Review, 29, 140-155 source
MacCann, C., Jiang, Y., Brown, L. E. R., Double, K. S., Bucich, M., & Minbashian, A. (2020). Meta-analysis (158 studies, N=42,529) found EI is the third strongest predictor of academic performance, after intelligence and conscientiousness. Psychological Bulletin, 146, 150-186 source
Attachment Styles (Bowlby/Ainsworth-Inspired)
JobCannon's Attachment Styles test is an original, 25-item, workplace-adapted questionnaire inspired by attachment theory (Bowlby, Ainsworth) — it does not administer the ECR, ECR-R, or ECR-Short Form (ECR-S), and none of those instruments' published reliability figures describe this test's own psychometrics.
Bowlby, J. (1958). Foundational attachment-theory paper on the infant-caregiver bond. International Journal of Psychoanalysis, 39, 350-373 source
Ainsworth, M. D. S., & Wittig, B. A. (1969). Developed the Strange Situation procedure and the secure / anxious-ambivalent / avoidant classifications this test's typology draws on; full account in Ainsworth, Blehar, Waters & Wall (1978), Patterns of Attachment. In B. M. Foss (Ed.), Determinants of Infant Behavior, Vol. 4, pp. 113-136, London: Methuen source
Wei, M., Russell, D. W., Mallinckrodt, B., & Vogel, D. L. (2007). For reference only, not administered by this test: the 12-item ECR Short Form (a real, separate self-report instrument) shows Anxiety α=.77-.86, Avoidance α=.78-.88; 1-month test-retest r=.80 (Anxiety) and .83 (Avoidance). Journal of Personality Assessment, 88(2), 187-204 source
Warnock, K. N., Ju, C. S., & Katz, I. M. (2024). Meta-analysis (109 samples, N=32,278) found attachment style has incremental validity beyond the Big Five in predicting job performance. Journal of Business and Psychology, 39, 1239-1257 source
Conflict Styles (TKI-Inspired)
This tool is inspired by the Thomas-Kilmann Conflict Mode Instrument (TKI) framework but is a JobCannon-original, simplified 20-scenario assessment — it does not reproduce TKI items, does not use TKI's forced paired-choice scoring method, and carries no independent reliability data of its own.
Thomas, K. W., & Kilmann, R. H. (1974). Original publication of the Thomas-Kilmann Conflict Mode Instrument (TKI), measuring five conflict-handling modes. Xicom Inc., Tuxedo, NY source
Kilmann Diagnostics (2024). TKI has sold over 10 million copies worldwide, per the instrument’s co-author (publisher figure, not independently audited). Celebrating 50 Years of the Thomas-Kilmann Conflict Mode Instrument, R. Kilmann source
Thomas-Kilmann Technical Brief (n/a). For reference only, not administered by this test: average internal consistency across the five modes of the certified TKI is α=.60 (range .43-.71); short-interval test-retest reliability .61-.68. Thomas-Kilmann Conflict Mode Instrument Technical Brief source
De Dreu, C. K. W., & Weingart, L. R. (2003). Meta-analysis found both task conflict AND relationship conflict correlate negatively with team performance. Journal of Applied Psychology, 88, 741-749 source
Skills Audit (Competency Framework)
Schmidt, F. L., & Hunter, J. E. (1998). 85-years-of-research meta-analysis: work-sample tests predict job performance at r=.54, structured interviews at r=.51. Psychological Bulletin, 124(2), 262-274 source
Mabe, P. A., & West, S. G. (1982). Meta-analysis of 55 studies found self-assessment validity r=.29 — best combined with 360° feedback. Journal of Applied Psychology, 67(3), 280-296 source
Child Focus & Activity Check-In
JobCannon-original 22-item questionnaire completed by a parent or caregiver about a child, grounded in the public DSM-5 ADHD symptom-domain structure (inattention; hyperactivity-impulsivity). It does not reproduce the copyrighted Vanderbilt ADHD Diagnostic Rating Scale, SNAP-IV, or Conners scales, and JobCannon has not run an independent reliability or validity study of its own online administration.
American Psychiatric Association (2013). Defines the two ADHD symptom domains (inattention; hyperactivity-impulsivity, 9 criteria each) and requires evidence across 2+ settings before age 12 for a diagnosis — the domain structure this check-in is organized around. Diagnostic and Statistical Manual of Mental Disorders, 5th Edition (DSM-5)
Wolraich, M. L., Hagan, J. F., Allan, C., et al. (2019). AAP clinical practice guideline for diagnosing and treating ADHD in children and adolescents, requiring symptom evidence from both home and school settings. Pediatrics, 144(4), e20192528 source
Polanczyk, G. V., Willcutt, E. G., Salum, G. A., Kieling, C., & Rohde, L. A. (2014). Systematic review and meta-regression across three decades estimating worldwide childhood ADHD prevalence around 5-7%, with no evidence of a true rise once methodology is held constant. International Journal of Epidemiology, 43(2), 434-442 source
RIASEC Career Archetypes (Holland)
Holland, J. L. (1959). Original theory paper proposing the six vocational-personality types later named RIASEC. Journal of Counseling Psychology, 6(1), 35-45 source
O*NET Resource Center (1999). O*NET's Interest Profiler, introduced 1999, adopted Holland's RIASEC model as its theoretical basis. O*NET Interest Profiler Manual source
Rounds, J., Su, R., Lewis, P., & Rivkin, D. (2010). Internal consistency for the 60-item O*NET Interest Profiler Short Form — the item set this test administers near-verbatim — ranged α=.78-.87 (M=.81) across the six RIASEC scales (N=1,061). O*NET Interest Profiler Short Form: Psychometric Characteristics — Summary, National Center for O*NET Development / US Dept. of Labor source
Nye, C. D., Su, R., Rounds, J., & Drasgow, F. (2012). Meta-analysis spanning 60+ years of research found interest congruence predicts work performance at r=.36. Perspectives on Psychological Science, 7(4), 384-403 source
HEXACO Personality Model
Lee, K., & Ashton, M. C. (2004). In a sample of 400+ respondents, all HEXACO-PI scales showed high internal consistency and confirmed the hypothesized six-factor structure. Multivariate Behavioral Research, 39(2), 329-358 source
Henry, S., Thielmann, I., Booth, T., & Mõttus, R. (2022). 13-day test-retest reliability of the HEXACO-100: median domain-level correlation r=.88 (N=416). PLOS ONE, 17(1), e0262465 source
Pletzer, J. L., Bentvelzen, M., Oostrom, J. K., & de Vries, R. E. (2019). Meta-analysis found HEXACO explains more variance in workplace deviance than the Big Five (32.0% vs 19.1%), led by the Honesty-Humility factor. Journal of Vocational Behavior, 112, 369-383 source
Dark Triad Personality Traits
Paulhus, D. L., & Williams, K. M. (2002). Established the "Dark Triad" — Machiavellianism, subclinical narcissism, and subclinical psychopathy — as correlated but distinguishable personality dimensions. Journal of Research in Personality, 36, 556-563 source
Jones, D. N., & Paulhus, D. L. (2014). Across 4 studies (N=1,063), the 27-item Short Dark Triad (SD3) replicated a clean three-factor structure and validated against informant, not just self-report, ratings. Assessment, 21(1), 28-41 source
Cognitive Ability / IQ
Schmidt, F. L., & Hunter, J. E. (1998). 85-years-of-research meta-analysis estimated general cognitive ability alone predicts job performance at r=.51 — the classic, widely-cited estimate. Psychological Bulletin, 124(2), 262-274 source
Sackett, P. R., Zhang, C., Berry, C. M., & Lievens, F. (2022). Reanalysis found earlier meta-analyses overcorrected for range restriction; the revised operational validity of cognitive ability for job performance is closer to r=.31, with structured interviews (r=.42) now the single best predictor. Journal of Applied Psychology, 107(11), 2040-2068 source
O*NET Interest Profiler
This test's 60 items are drawn from the U.S. Department of Labor's public-domain O*NET Interest Profiler item bank, but only 28 of the 60 are exact matches to the specific, separately-validated 60-item 'Short Form' (Rounds et al., 2010) — the other 32 fall outside that validated set. This is JobCannon's own curated 60-item selection from the broader O*NET Interest Profiler item pool, not a verbatim administration of the exact Short Form the reliability figures below were measured on.
Holland, J. L. (1959). Original theory paper proposing the six vocational-personality types later named RIASEC, the underlying model for all O*NET Interest Profiler variants. Journal of Counseling Psychology, 6(1), 35-45 source
Rounds, J., Su, R., Lewis, P., & Rivkin, D. (2010). For reference only: internal consistency for O*NET's own validated 60-item Interest Profiler Short Form — a specific, different 60-item selection from the same public-domain item bank JobCannon draws from — ranged α=.78-.87 (M=.81) across the six RIASEC scales (N=1,061). O*NET Interest Profiler Short Form: Psychometric Characteristics — Summary, National Center for O*NET Development / US Dept. of Labor source
DISC (Four-Quadrant Behavioral Model)
JobCannon's DISC is an original assessment built on the public-domain Marston model — it is not Everything DiSC®, DiSC Classic®, DiSC Profile®, or any other proprietary commercial instrument, and is not affiliated with Wiley, TTI Success Insights, or any related publisher. All items and scoring are independently developed; JobCannon has not run an independent reliability or validity study of its own online administration.
Marston, W. M. (1928). Introduced the four-quadrant behavioral model (Dominance, Influence, Steadiness, Conscientiousness) this test's typology is built on. The framework is public domain. Emotions of Normal People, Kegan Paul, Trench, Trubner & Co. source
Sound Sensitivity / Misophonia Screening
This is a JobCannon-original, 20-question self-reflection screener inspired by clinical misophonia research — it does not administer the Amsterdam Misophonia Scale (A-MISO-S) or the Duke Misophonia Questionnaire (DMQ) verbatim, and neither instrument's published reliability or validity figures describe this screener's own psychometrics. JobCannon has not run an independent reliability or validity study of its own online administration.
Schröder, A., Vulink, N., & Denys, D. (2013). Proposed diagnostic criteria for misophonia as a discrete psychiatric disorder and introduced the Amsterdam Misophonia Scale (A-MISO-S), a six-item severity measure adapted from the Y-BOCS, based on a clinical sample of 42 patients. PLoS ONE, 8(1), e54706 source
Rosenthal, M. Z., Anand, D., Cassiello-Robbins, C., et al. (2021). Developed the 86-item modular Duke Misophonia Questionnaire (DMQ) and established the latent structure, reliability, and convergent validity of its subscales in a general-population adult sample. Frontiers in Psychology, 12, 709928 source
Vitoratou, S., Hayes, C., Uglik-Marucha, N., Pearson, O., Graham, T., & Gregory, J. (2023). UK representative sample (N=768) using the S-Five scale and clinician interviews estimated that misophonia symptoms cause significant life burden for approximately 18% of UK adults. PLoS ONE, 18(3), e0282777 source
Drinking Habits / Alcohol Use Screening
This is a JobCannon-original, 20-question self-reflection screener grounded in the DSM-5 diagnostic framework for Alcohol Use Disorder — it does not administer the AUDIT or AUDIT-C (WHO, Saunders et al. 1993) verbatim; those instruments are public domain for non-commercial use only and their published reliability/validity figures do not describe this screener's own psychometrics. JobCannon has not run an independent reliability or validity study of its own online administration.
Hasin, D. S., O’Brien, C. P., Auriacombe, M., Borges, G., Bucholz, K., Budney, A., Compton, W. M., Crowley, T., Ling, W., Petry, N. M., Schuckit, M., & Grant, B. F. (2013). Defined the DSM-5 Alcohol Use Disorder criteria as 11 symptoms grouped into four clusters — impaired control, social impairment, risky use, and pharmacological dependence (tolerance/withdrawal) — replacing the separate DSM-IV abuse/dependence categories with a single severity spectrum. American Journal of Psychiatry, 170(8), 834–851 source
Grant, B. F., Goldstein, R. B., Saha, T. D., Chou, S. P., Jung, J., Zhang, H., Pickering, R. P., Ruan, W. J., Smith, S. M., Huang, B., & Hasin, D. S. (2015). National Epidemiologic Survey (NESARC-III, N=36,309) found 12-month DSM-5 Alcohol Use Disorder prevalence of 13.9% and lifetime prevalence of 29.1% among US adults, with fewer than 20% of those affected ever receiving treatment. JAMA Psychiatry, 72(8), 757–766 source
Trevisan, L. A., Boutros, N., Petrakis, I. L., & Krystal, J. H. (1998). Reviewed the pathophysiology of alcohol withdrawal, documenting that abrupt unsupervised cessation in physically dependent drinkers can trigger withdrawal seizures and delirium tremens, a complication with a substantial mortality rate if untreated — the basis for this screener’s crisis-tier disclaimer and medical-supervision note. Alcohol Health and Research World, 22(1), 61–66 source
Sleep Difficulty / Insomnia Screening
This is a JobCannon-original, 20-question self-reflection screener inspired by DSM-5 / ICSD-3 insomnia research — it does not administer the Insomnia Severity Index (ISI, Morin) verbatim, and the ISI's published reliability or validity figures do not describe this screener's own psychometrics. JobCannon has not run an independent reliability or validity study of its own online administration.
Morin, C. M., Belleville, G., Bélanger, L., & Ivers, H. (2011). Validated the 7-item Insomnia Severity Index (ISI) against polysomnography and sleep diaries in a clinical sample, establishing cut-off scores for subthreshold, moderate, and severe insomnia. Sleep, 34(5), 601-608 source
Ohayon, M. M. (2002). Reviewed population-based studies and found that roughly one third of adults report at least one insomnia symptom, while 6-10% meet criteria for a diagnosable insomnia disorder with daytime consequences. Sleep Medicine Reviews, 6(2), 97-111 source
Morin, C. M., LeBlanc, M., Daley, M., Gregoire, J. P., & Mérette, C. (2006). Population survey found insomnia symptoms in 25% of adults and insomnia syndrome in nearly 10%, with most affected people never discussing sleep with a health professional. Sleep Medicine, 7(2), 123-130 source
Childhood Emotional Neglect (CEN) Self-Reflection
This is a JobCannon-original, 20-question self-reflection screener grounded in the childhood emotional neglect construct popularized by psychologist Jonice Webb — it does not administer the copyrighted Childhood Trauma Questionnaire (CTQ, Bernstein & Fink 1998) or any other licensed clinical instrument verbatim, and no published instrument's reliability or validity figures describe this screener's own psychometrics. JobCannon has not run an independent reliability or validity study of its own online administration.
Norman, R. E., Byambaa, M., De, R., Butchart, A., Scott, J., & Vos, T. (2012). Systematic review and meta-analysis finding that childhood physical abuse, emotional abuse, and neglect are each independently associated with lasting effects on adult mental health, including depression, anxiety, and drug use. PLoS Medicine, 9(11), e1001349 source
Gottman, J. M., Katz, L. F., & Hooven, C. (1996). Introduced the concept of parental 'meta-emotion philosophy' — how parents think and feel about emotions — and found it shapes children's emotional and social development independently of other parenting factors. Journal of Family Psychology, 10(3), 243-268 source
Riggs, S. A. (2010). Review of how childhood emotional maltreatment shapes the attachment system across the life cycle, connecting early emotional-validation experiences to adult relationship patterns. Journal of Aggression, Maltreatment & Trauma, 19(1), 5-51 source
Complex Trauma / Complex PTSD Screening
This is a JobCannon-original, 24-question self-reflection screener grounded in the ICD-11 diagnostic criteria for Complex PTSD (6C58) — it does not administer the International Trauma Questionnaire (ITQ) verbatim, and the ITQ's own published reliability or validity figures do not describe this screener's psychometrics. JobCannon has not run an independent reliability or validity study of its own online administration.
Herman, J. L. (1992). Proposed 'complex PTSD' as a distinct clinical presentation following prolonged, repeated trauma — chronic, relational harm producing symptoms beyond single-incident PTSD, including affect dysregulation and disrupted self- and relational functioning. Journal of Traumatic Stress, 5(3), 377-391 source
Cloitre, M., Garvert, D. W., Brewin, C. R., Bryant, R. A., & Maercker, A. (2013). Latent profile analysis (N=1,528 across 4 samples) found empirical support for a Complex PTSD profile distinct from PTSD, characterized by core PTSD symptoms plus disturbances in affect regulation, self-concept, and relationships — the structure later adopted by ICD-11. European Journal of Psychotraumatology, 4(1), 20706 source
Brewin, C. R., Cloitre, M., Hyland, P., et al. (2017). Systematic review of the evidence underpinning the ICD-11 proposals for PTSD and Complex PTSD, concluding the two-category distinction (with Complex PTSD adding the three Disturbances in Self-Organization domains) is empirically well-supported. Clinical Psychology Review, 58, 1-15 source
World Health Organization (2024). Formal ICD-11 diagnostic entry for Complex post-traumatic stress disorder (code 6C58), defining it as PTSD plus severe, persistent problems in affect regulation, negative self-concept, and relationship difficulties, following exposure to prolonged or repeated traumatic events. ICD-11 for Mortality and Morbidity Statistics, entity 6C58 source
Detachment & Unreality Self-Reflection
This is a JobCannon-original, 20-question self-reflection screener conceptually grounded in dissociation research — it does not administer the Dissociative Experiences Scale / DES-II (Bernstein & Putnam 1986; Carlson & Putnam 1993) verbatim or near-verbatim, and that instrument's published reliability or validity figures do not describe this screener's own psychometrics. It is not a screening tool for Dissociative Identity Disorder or any other DSM/ICD diagnosis, and JobCannon has not run an independent reliability or validity study of its own online administration.
Bernstein, E. M., & Putnam, F. W. (1986). Introduced the Dissociative Experiences Scale (DES), a 28-item self-report measure spanning amnesia, depersonalization/derealization, and absorption, and established its reliability in clinical and non-clinical samples. This screener draws on the same broad construct domains but uses entirely original items, not the DES. Journal of Nervous and Mental Disease, 174(12), 727–735 source
Spiegel, D., Loewenstein, R. J., Lewis-Fernández, R., Sar, V., Simeon, D., Vermetten, E., Cardeña, E., & Dell, P. F. (2011). Reviewed the clinical and epidemiological literature on dissociative disorders informing the DSM-5 revision, clarifying the distinction between everyday dissociative experiences (common in the general population) and diagnosable dissociative disorders (comparatively rare and requiring full clinical evaluation). Depression and Anxiety, 28(9), 824–852 source
Tellegen, A., & Atkinson, G. (1974). Defined 'absorption' as a trait involving deep, self-altering engagement in imaginative or attentional experience (e.g. losing track of surroundings while absorbed in a book or task) and introduced the Tellegen Absorption Scale (TAS), the conceptual basis for this screener's absorption/zoning-out domain. Journal of Abnormal Psychology, 83(3), 268–277 source
Gender Identity Congruence Screening
This is a JobCannon-original, 20-question self-reflection screener framed around the clinical domain structure of gender incongruence — it does not administer the Utrecht Gender Dysphoria Scale (UGDS) or the Gender Identity/Gender Dysphoria Questionnaire (GIDYQ) verbatim, and neither instrument's published reliability or validity figures describe this screener's own psychometrics. JobCannon has not run an independent reliability or validity study of its own online administration. This tool does not diagnose gender dysphoria and is not a substitute for evaluation by a qualified healthcare provider.
Coleman, E., Radix, A. E., Bouman, W. P., et al. (2022). Published Version 8 of the WPATH Standards of Care, the internationally recognized clinical framework for gender-affirming care, describing gender incongruence across identity, body, and social-role domains and establishing referral and care pathways. International Journal of Transgender Health, 23(sup1), S1-S259 source
Reed, G. M., Drescher, J., Krueger, R. B., et al. (2016). Reclassified gender identity constructs for the ICD-11, moving 'Gender Incongruence' out of the mental-disorders chapter to reduce stigma while preserving access to gender-affirming health services. World Psychiatry, 15(3), 205-221 source
James, S. E., Herman, J. L., Rankin, S., Keisling, M., Mottet, L., & Anafi, M. (2016). Largest survey of transgender adults in the US (N=27,715) documenting rates of gender-identity-related distress, discrimination, and the significantly elevated lifetime suicide-attempt rate in this population. The Report of the 2015 U.S. Transgender Survey, National Center for Transgender Equality source
A plain-English overview of every JobCannon assessment — what it measures, the research behind it, and what your result means.
Take any of our 186 research-backed assessments. All free to take, with your full basic result.
Browse All Tests →