ADEPT-15 vs OPQ32: Complete Comparison

Two Philosophies, One Goal

The ADEPT-15 and OPQ32 both measure workplace personality to predict job performance. But they do it differently. The ADEPT-15, developed by Aon (formerly cut-e), measures 15 dimensions derived from the Big Five model. The OPQ32 by SHL goes further with 32 dimensions grouped into three domains: relationships with people, thinking style, and feelings and emotions.

The choice between the two rarely depends on the candidate. The employer decides. Consulting firms like McKinsey and Deloitte often use the ADEPT-15. Large industrial groups and European banks prefer the OPQ32. Knowing which one awaits you gives you a concrete advantage in your preparation.

Format and Duration

The ADEPT-15 uses a forced-choice format: you are presented with two or three statements and must indicate which describes you most and which describes you least. The test comprises approximately 100 to 120 items and takes 20 to 30 minutes. There is no strict time limit, but the system records your response time.

The OPQ32 exists in two versions. The ipsative version (OPQ32i) also uses a forced-choice format with blocks of four statements. The normative version (OPQ32n) uses classic Likert scales. The ipsative version is most common in recruitment, with 104 blocks of four statements for a duration of 25 to 40 minutes.

In practice, the OPQ32 is slightly longer than the ADEPT-15 because it measures twice as many dimensions. But actual completion time depends primarily on your familiarity with the format.

Dimensions Measured

The ADEPT-15 measures 15 facets: Composure, Positivity, Assertiveness, Sociability, Vitality, Humility, Cooperation, Empathy, Drive, Discipline, Diligence, Innovation, Curiosity, Flexibility, and Sensitivity. Each facet corresponds to a Big Five subdomain and offers greater granularity than tests measuring only five factors.

The OPQ32 measures 32 dimensions distributed across three broad domains. Relationships with people includes persuasion, control, independence, sociability, and modesty. Thinking style covers analytical thinking, creativity, change orientation, structure, and detail. Feelings and emotions measures confidence, competitiveness, dynamism, and stress management.

The superior granularity of the OPQ32 makes it more precise for highly specific roles, but also more complex to interpret. The ADEPT-15 offers a good balance between precision and readability.

How Recruiters Use the Results

Both tests generate a candidate report and a recruiter report. The OPQ32 recruiter report includes a customized competency model that maps the 32 dimensions onto position-specific competencies. This allows the recruiter to see directly whether the candidate's profile matches the requirements.

The ADEPT-15 generates a more concise report with a 15-point profile and interview recommendations. Both tests then feed into the behavioral questions asked during the interview. If your Cooperation score is low on the OPQ32, expect questions about teamwork and conflict resolution.

Preparation Strategy for Each Test

For the ADEPT-15: focus on understanding the 15 dimensions and identify where you naturally fall on each one. The forced-choice format makes manipulation very difficult, so the best strategy is informed authenticity. Practice choosing quickly between statements that all sound positive.

For the OPQ32: the ipsative version with its blocks of four statements is more complex. You must choose one statement that is most like you AND one that is least like you from four options. Practice this specific format to develop a fluid rhythm. Analyze the 32 dimensions and identify the 8 to 10 most relevant to your target role.

In both cases: consistency is the most important factor. Both tests incorporate inconsistency detection mechanisms. Answer each question based on your actual professional behavior, not what you imagine the ideal answer to be.