> ## Documentation Index > Fetch the complete documentation index at: https://formhug.ai/docs/llms.txt > Use this file to discover all available pages before exploring further. # Build a Personality Assessment > Build a personality assessment that scores traits across custom dimensions and delivers a personalized radar chart report to every participant. A personality assessment doesn't score right or wrong — it reveals who someone is. Responses build a profile across multiple trait dimensions, and each participant gets a personalized radar chart that shows their unique pattern. The result feels meaningful because it reflects their own answers, not a comparison to a correct answer. For the product-level assessment workflow, see the assessment maker. If your assessment is part of learning or onboarding, the employee training quiz guide shows how to turn training material into checks and feedback loops. ## What Personality Assessments Are Good For | Use Case | Example Dimensions | | ------------------------------- | --------------------------------------------------------------------------- | | **Work style & communication** | Direct vs. Collaborative, Analytical vs. Intuitive, Structured vs. Flexible | | **Self-discovery & coaching** | Values, Strengths, Growth areas, Motivators | | **Team dynamics & culture fit** | Collaboration style, Autonomy preference, Risk tolerance | | **Brand personality quiz** | Creativity, Boldness, Warmth, Attention to detail | | **Learning style** | Visual, Auditory, Reading/Writing, Kinesthetic | ## Design Your Trait Dimensions First Dimensions are the axes on the radar chart — each one is a distinct personality trait or tendency. Getting them right before writing any questions is the most important step. Good personality dimensions are: * **Non-judgmental**: every dimension should feel worth having — there's no "bad" trait, only different tendencies * **Mutually understandable**: participants see dimension names on their report, so each name should immediately make sense * **Distinct**: each dimension measures something different, with minimal overlap Aim for **4–6 dimensions**. The radar chart is most readable in this range — fewer feels thin, more becomes hard to interpret at a glance. ## Build Your Assessment Click **New Form** → choose an Assessment template (15+ available), or use **Create with AI** — describe the personality traits or style dimensions you want to explore and Evan generates questions and a starting dimension structure. In the form editor, open **Assessment Settings** and add your dimensions. The names appear directly on the participant's radar report — choose words that feel descriptive and resonant, not clinical. **Likert Scale** is the natural field type for personality assessments — participants rate their agreement with statements like "I prefer having a clear plan before starting" rather than picking from discrete options. For each question, assign it to a dimension and set point values so stronger agreement scores higher for that trait. Set the End Page to **Assessment Report** and configure: * **Standard Score**: the reference line on the radar — what a "typical" profile looks like * **Analysis & Suggestions**: the personalized narrative per dimension, written for each score range ## Writing Personality Feedback That Resonates The Analysis & Suggestions section is the entire payoff of a personality assessment. Generic feedback breaks the illusion — specific, second-person observations make it feel like a genuine mirror. For each dimension, write feedback for at least 3 score ranges (low / mid / high): * **Describe the tendency, don't label it**: "You tend to gather the full picture before committing to a direction" lands better than "You scored high in analytical thinking" * **Make every range feel valid**: a low score on Structure isn't a weakness — it's a preference for flexibility and improvisation. Frame it as a genuine trait, not a deficit. * **Write in second person, present tense**: "You approach problems by..." not "People with this score tend to..." — specificity creates resonance * **Keep it actionable where possible**: especially for lower scores, a brief suggestion ("You might find it helpful to...") turns insight into value Write the high-score description first. Then ask: what does this trait look like when it's present but not dominant? That's your mid-range. What does it look like as a low tendency? That's your low range. Working top-down keeps the voice and framing consistent across all three. ## Related Complete guide to dimensions, scoring, and radar report configuration Scored quizzes with shareable result tiers — no dimensions or radar chart Plan dimensions, write prompts, and publish a skills or personality assessment Adapt assessments for onboarding, training checks, and internal learning Start from personality, skills, and evaluation assessment templates