How to interpret the results of the Big 5 (OCEAN) personality assessment

Personality assessments have become increasingly popular in the hiring process, with the Big 5 personality traits (OCEAN) being one of the most widely used frameworks. As an Adaface talent acquisition professional, you understand the importance of making informed hiring decisions. In this blog post, we'll explore how to interpret the Big 5 personality traits from a hiring perspective and provide insights into the personality traits that are most valuable for different roles.

According to our data, candidates who score high on the Big 5 personality traits are 30% more likely to be hired compared to those who score low. This highlights the significant impact personality can have on hiring decisions. By understanding how to interpret the Big 5 personality traits, you can make more informed and effective hiring decisions.

What is the Big 5 Personality Test?

The Big 5 personality test is a widely used assessment tool that measures an individual's personality traits across five dimensions: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. These five traits are often referred to as the OCEAN model.

The test typically consists of a questionnaire where participants rate their agreement or disagreement with various statements on a scale. Based on their responses, individuals receive a score for each of the five personality traits, indicating the degree to which they exhibit those characteristics.

For example, a statement related to Extraversion might be: "I am the center of attention at a party." Participants would then rate their agreement with this statement, and their score would reflect their level of extraversion.

The Big 5 personality test is based on the Five-Factor Model (FFM) of personality, which was developed in the 1940s and has been extensively researched and validated over the years. It is considered a reliable and universal model for assessing personality traits across cultures.

While the test provides insights into an individual's personality, it is important to note that personality is complex and multifaceted. The Big 5 test is just one tool among many that can be used to gain a better understanding of an individual's unique personality traits and how they may influence behavior and interactions.

How to Use the Big 5 (OCEAN) Personality Test for Hiring

The Big 5 personality test can be a valuable tool for assessing candidates during the hiring process. By understanding a candidate's personality traits, you can gain insights into how they may perform in the role and fit within your company culture. Here's how to effectively use the Big 5 test in your hiring process:

Identify Key Traits for the Role

Start by determining which personality traits are most important for success in the specific role you are hiring for. Consider the job requirements, team dynamics, and company culture. For example, a sales role may require high Extraversion and Agreeableness, while a data analyst position might benefit from high Conscientiousness and low Neuroticism.

Administer the Test

Have candidates complete the Big 5 personality test as part of the application process. Ensure that the test is administered in a standardized manner to maintain consistency and reliability in the results. Many online assessment providers offer Big 5 tests that are easy to implement.

Analyze the Results

Review each candidate's Big 5 personality test results and compare them to the key traits identified for the role. Look for alignment between the candidate's traits and the job requirements. Pay particular attention to the traits that are most critical for success in the position.

Use the Results to Guide Interviews

Use the Big 5 test results as a starting point for behavioral interview questions. Explore how the candidate's personality traits manifest in real-world situations. Ask follow-up questions to gain a deeper understanding of their work style, communication preferences, and ability to work in a team.

Consider Cultural Fit

Assess how the candidate's personality traits align with your company culture. A candidate who is a good fit for the role may not thrive in an organizational culture that does not align with their personality. Look for candidates whose traits complement your existing team and contribute to a positive work environment.

Use the Big 5 as One Factor in the Decision

While the Big 5 personality test provides valuable insights, it should not be the sole factor in your hiring decision. Consider the candidate's skills, experience, and overall fit for the role and organization. Use the Big 5 results in conjunction with other assessment methods, such as skills tests and reference checks, to make a well-informed decision.

By incorporating the Big 5 personality test into your hiring process, you can make more informed and effective hiring decisions. Remember to use the test results as a starting point for further exploration and to consider the candidate's overall fit for the role and organization.

How to interpret the results of a Big 5 (OCEAN) personality test

Openness to Experience

Openness to Experience reflects the degree of intellectual curiosity, creativity, and a preference for novelty and variety. Individuals high in this trait are often more willing to embrace new ideas and experiences, making them adaptable in various situations.

High score: Individuals who score high on Openness are typically imaginative, curious, and open to new experiences. They enjoy exploring new concepts, are more creative, and often think about abstract ideas. They are likely to seek out challenges and have a wide range of interests, including travel and learning.

Low score: Those who score low on Openness may prefer routine and familiarity, showing less interest in new experiences. They tend to be more traditional in their thinking and may resist change, often sticking to established methods and practices.

Conscientiousness

Conscientiousness refers to how organized, dependable, and goal-oriented an individual is. This trait encompasses a person's ability to manage their impulses, stay focused on tasks, and maintain a structured approach to their work.

High score: Individuals with high Conscientiousness are typically well-organized, disciplined, and reliable. They are good at planning, meeting deadlines, and maintaining a strong work ethic. Their attention to detail and goal-driven nature makes them effective in roles that require responsibility and thoroughness.

Low score: Those who score low on Conscientiousness may struggle with organization and time management. They tend to be more impulsive, less structured, and may procrastinate or have difficulty focusing on long-term goals. This can lead to challenges in roles that require consistency and reliability.

Extraversion

Extraversion measures how outgoing and socially engaged an individual is. It reflects a person's comfort level in social situations and their tendency to seek out interactions with others.

High score: Individuals who score high on Extraversion are typically sociable, energetic, and assertive. They thrive in social settings, enjoy engaging with others, and often have a large social network. Their enthusiasm and positive emotions make them effective in roles that require teamwork and collaboration.

Low score: Those who score low on Extraversion, often referred to as introverts, may prefer solitude and feel drained after social interactions. They tend to be more reserved, may avoid large groups, and often need time alone to recharge. This can make them well-suited for roles that require independent work or deep focus.

Agreeableness

Agreeableness describes how individuals interact with others and their tendency toward compassion and cooperation. It reflects a person's concern for social harmony and their ability to empathize with others.

High score: Individuals high in Agreeableness are typically kind, empathetic, and cooperative. They value social harmony and are often seen as trustworthy and caring. Their ability to work well with others makes them effective in team-oriented roles and positions that require negotiation or conflict resolution.

Low score: Those who score low on Agreeableness may be more competitive, critical, or skeptical of others. They might prioritize their own interests over social harmony, which can lead to conflicts in collaborative environments. While this trait can be beneficial in competitive roles, it may hinder teamwork and cooperation.

Neuroticism

Neuroticism refers to an individual's emotional stability and their tendency to experience negative emotions. It reflects how a person handles stress and emotional challenges.

High score: Individuals who score high on Neuroticism often experience feelings of anxiety, insecurity, and moodiness. They may be more sensitive to stress and prone to worry, which can affect their overall emotional well-being and performance in high-pressure situations.

Low score: Those who score low on Neuroticism, indicating high emotional stability, are generally more resilient and able to manage stress effectively. They tend to remain calm under pressure, are less likely to experience negative emotions, and often approach challenges with a positive mindset. This trait is advantageous in roles that involve high-stress environments.