The Personal Characteristics section is the most consequential part of the FACT - and the most underestimated. At 60 questions weighted at 55% of your overall result, it outweighs all four aptitude sections combined. No amount of strong performance on math, reading, or map questions can compensate for a poor result here. Yet most candidates spend little or no time preparing for it, because it does not feel like something you can study for. It is - and the candidates who do prepare for it have a significant advantage.
What the section tests:
The section uses a Situational Judgment Test (SJT) format to assess the personal attributes that the OFAI has identified as essential to effective firefighting. These include interpersonal skills, teamwork, commitment, honesty, integrity, and emotional stability - qualities that were built into the test by firefighters and fire captains who know what the job actually demands. Every scenario is set in a realistic firefighting context, covering situations such as working under supervision, sharing accommodation with teammates, managing conflict, making decisions under stress, and acting with professionalism and integrity.
Question types you'll see:
- Single best response: a workplace scenario is described and you must select the one response that best handles the situation from four options
- Best and worst response: a scenario is presented with multiple possible actions - you must identify both the most effective and least effective response
- Effectiveness rating: a scenario describes how several different firefighters approach the same situation and you must rate the effectiveness of each approach on a scale from 1 (very ineffective) to 5 (very effective)
What makes it challenging: Unlike the aptitude sections, there is rarely an obviously wrong answer. Every option tends to be defensible in isolation - the difficulty lies in understanding which response most closely reflects the values, priorities, and professional standards of a firefighter. Candidates who answer based on instinct or personal preference rather than the competency framework being assessed frequently choose plausible but suboptimal responses. The rating-scale questions are particularly demanding because you must calibrate five responses relative to each other, not just identify one correct answer.
Strategy tip: Before answering any scenario, identify what competency is being tested - is this about integrity, teamwork, handling conflict, or professionalism under stress? The correct answer will almost always be the one that best serves the team, upholds professional standards, and addresses the situation directly rather than deflecting or avoiding it. Responses that dismiss a colleague's concern, escalate conflict, or prioritise personal comfort over team function are consistently the weakest options regardless of how they are worded.