Big 5 (OCEAN)

Gebruik onze Big 5 (OCEAN) om de beste in te huren

Over de Big 5 (OCEAN) test

De Big 5-persoonlijkheidstest is gebaseerd op de theorie van het Five-Factor Model (FFM) dat vijf brede karakterdimensies of domeinen aanvoert als basis van verschillende persoonlijkheden. Het model is gevormd door het werk van verschillende onderzoekers gedurende drie decennia (vanaf de jaren 60 tot de jaren 90) die verbale beschrijvingen van menselijk gedrag analyseerden. Uiteindelijk werden de lange lijsten met karaktertrekken die in de gecompliceerde modellen van vroeg onderzoek werden voorgesteld, op het hoogste niveau georganiseerd in vijf overkoepelende factoren die iemands persoonlijkheid beïnvloeden. nnElke factor wordt gemeten als een spectrum: de openheid voor ervaringen varieert van inventief en leergierig tot consistent en voorzichtig, de ordelijkheid varieert van efficiënt en georganiseerd tot extravagant en zorgeloos, extraversie varieert van uitgaand en energiek tot eenzaam en gereserveerd, vriendelijkheid varieert van vriendelijk en medelevend tot uitdagend en ongevoelig, en neurotisme varieert van gevoelig en nerveus tot veerkrachtig en zelfverzekerd. nnDe Big 5-test neemt deelnemers mee in een zelfbeoordeling van hun gedrag door hen te vragen om verschillende stellingen een score te geven op een schaal van 1 (zeer onnauwkeurig) tot 5 (zeer nauwkeurig). De score die de kandidaten aan elke stelling geven, plaatst hen op één van vijf mogelijke posities in het spectrum van elke factor. De aard van de teststructuur is het meest geschikt om de samenstellingen en dynamiek van bestaande teams voor leer-, ontwikkelings- en groeidoeleinden te beoordelen, in plaats van kandidaten die solliciteren naar een plekje in een van je teams.nnThe results provide insights into the test-taker's position on each factor and describe the personality traits that characterize their behavior. They also provide insight into their strengths and opportunities for improvement, and how they relate to others.nnDe resultaten geven inzicht in de positie van de deelnemer ten aanzien van elke factor en beschrijven de persoonlijkheidstrekken die hun gedrag kenmerken. Ze bieden ook inzicht in hun sterke punten en kansen voor verbetering, en hoe ze zich verhouden tot anderen.

De test wordt gemaakt door een materiedeskundige

Margarida R.

Margarida is klinisch psychologe en psychometriste. Haar werk richtte zich op het bestuderen en uitvoeren van psychologische evaluaties van verschillende populaties in diverse klinische omgevingen, van pijnklinieken en ziekenhuizen in Chicago tot staatsgevangenissen in Los Angeles. Twee jaar geleden opende Margarida haar eigen privépraktijk in haar woonplaats Lissabon, Portugal, waar ze nu werkt aan de ontwikkeling van nieuwe psychologische testen, aan onderzoek en persoonlijke en online therapiesessies.

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TestGorilla's tests worden gemaakt door materiedeskundigen. Wij beoordelen potentiële materiedeskundigen op basis van hun kennis, bekwaamheid en reputatie. Voordat elke test wordt gepubliceerd, wordt deze beoordeeld door een andere expert en vervolgens gekalibreerd met behulp van honderden testnemers met relevante ervaring in het onderwerp. Dankzij onze feedbackmechanismen en unieke algoritmen kunnen onze materiedeskundigen hun tests voortdurend verbeteren.

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Gebruik de OCEAN personality test in your hiring process

The personality of an individual is the sum of how they feel, think, and behave, and it determines how they respond to the world around them.

Since every individual is unique, personality is difficult to measure. But thanks to various theories and models, there are a few personality tests out there that can successfully tell us about various aspects of an individual’s personality.

One of these is the OCEAN or Big 5 personality test. It follows the Five-Factor Model, an empirically based psychological theory that evaluates five overarching dimensions of personality. These dimensions and their spectrums are:

Openness (O): Ranges from inventive and curious to consistent and cautious
Conscientiousness (C): Ranges from efficient and organized to extravagant and careless
Extroversion (E): Ranges from outgoing and energetic to solitary and reserved
Agreeableness (A): ranges from friendly and compassionate to challenging and callous
Neuroticism (N): Ranges from sensitive and nervous to resilient and confident

Candidates who take the test will participate in a self-evaluation of their behavior based on these factors. Their results will indicate where they fall on the spectrum for each dimension, providing insight into their traits, behaviors, strengths, and opportunities for improvement.

Why use the test?

Personality tests are great tools for recruitment. If you use them correctly and appropriately, the insight they provide can be highly beneficial for both your organization and your candidates. Here are a few benefits of using the OCEAN personality test:

• Learn how your candidates’ personalities and worldviews align with your company’s values
• Understand how you might adjust the recruitment process to suit candidates’ needs
• Gebruik de results as a basis for future training opportunities
• Evaluate existing team dynamics for development and growth purposes
• Improve empathy and understanding all around

When to use the test

We recommend that you use the Big 5 or OCEAN personality test right at the beginning of your hiring process after you’ve posted a job ad and have candidates rolling in. The test is a tool for understanding your candidates in more depth, and it might inform how you approach later stages of the hiring process, such as interviewing and onboarding.

How to use the test

It’s important to emphasize that you should not base your hiring decisions on the results of an OCEAN personality test. Excluding candidates based on their personality traits alone is bad practice, and diverse and inclusive teams perform better.

Instead, to get as much value as possible from the OCEAN personality test, you should use it as part of a complete pre-employment assessment. If you choose up to five relevant tests from our test library to build a complete assessment, your candidates’ results will paint an accurate and well-rounded picture of their skill sets and personalities.

You can then use the OCEAN personality test results to understand how you might conduct an interview with them, how they might approach certain projects, or what kind of working environments help them thrive.

How does the Big 5 personality test work?

Each of the Big 5 dimensions is measured on a spectrum. For each question in the test, candidates will be asked to score various statements on a scale of 1 (very inaccurate) to 5 (very accurate), where 3 is neutral. The scores that they choose will place them in one of five possible positions on the spectrum of each factor. Here are brief descriptions of the Big 5 factors:

• Openness refers to how open to new experiences a candidate is and how they feel about the unfamiliar and adventurous. Candidates who score high in this dimension are likely to be creative and open to new ideas, and those who score lower are focused and pragmatic.
Conscientiousness represents how reliable and organized somebody is. A low score indicates that your candidate is a risk-taker and can be unreliable. Your more disciplined candidates will likely score high in this factor.

• Extroversion is a characteristic of talkative, highly sociable, exuberant, and expressive people, and introversion is a quality of people who are quieter, calmer, more reserved, and contemplative. Extroverted candidates will score high in this dimension, and more introverted candidates will have lower scores.

• Agreeableness denotes how easy a candidate might be to get along with. High scorers tend to be altruistic and affectionate, but they may be naïve or submissive, too. Low-scoring candidates might be more competitive or argumentative, but they’ll speak up for themselves and know when to say no.

• Neuroticism has to do with a person’s emotional vulnerability. Candidates who score high in neuroticism may benefit from calmer working conditions, whereas those who have low scores will be better equipped to cope with unpredictable levels of stress.

The OCEAN personality test takes no longer than ten minutes to complete. Once your candidates have completed their assessments, you’ll be able to see where they stand on each spectrum. You’ll also be provided an explanation of what their results mean in regard to their personality, strengths, and weaknesses, along with some tips based on their personalities.

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Personality tests and skills-based hiring

In a world where great talent is hard to find and mis-hires can cost businesses as much as $240,000, hiring the best candidates is crucial for companies. Unfortunately, traditional CV-based recruitment strategies don’t make this easy. CVs are prone to hiring bias and do little to show recruiters the skills their applicants actually have.

This is where pre-employment assessments come in. When you use hiring tools that enable candidates to show rather than tell their skills, identifying the right candidates becomes much easier.

What’s more, they eliminate bias since there’s no possibility of candidates being dismissed because of their education or experience. Skills assessments drive skills-based, data-driven, bias-free hiring.

So, how can personality tests help? Despite the fact that they’re not skills based, personality tests like the OCEAN test provide you with valuable insights into your candidates as people. Once you know whether or not they’ve got the skills you need, a personality test will help you understand their strengths, weaknesses, and preferences.

The results of personality tests can be beneficial post-hire, too: Gebruik dem to determine the management style you choose for your successful candidate, or help them enhance their productivity at work.

FAQs

What is the difference between an assessment and a test?
An assessment is the total package of tests and custom questions that you put together to evaluate your candidates. Each individual test within an assessment is designed to test something specific, such as a job skill or language. An assessment can consist of up to 5 tests and 20 custom questions. You can have candidates respond to your custom questions in several ways, such as with a personalized video.
Can I add my own questions to an assessment?
Yes! Custom questions are great for testing candidates in your own unique way. We support the following question types: video, multiple-choice, coding, file upload, and essay. Besides adding your own custom questions, you can also create your own tests.
How do video questions work?
A video question is a specific type of custom question you can add to your assessment. Video questions let you create a question and have your candidates use their webcam to record a video response. This is an excellent way to see how a candidate would conduct themselves in a live interview, and is especially useful for sales and hospitality roles. Some good examples of things to ask for video questions would be "Why do you want to work for our company?" or "Try to sell me an item you have on your desk right now." You can learn more about video questions here.
Can you explain how the other custom question types work?
Besides video questions, you can also add the following types of custom questions: multiple-choice, coding, file upload, and essay. Multiple-choice lets your candidates choose from a list of answers that you provide, coding lets you create a coding problem for them to solve, file upload allows your candidates to upload a file that you request (such as a resume or portfolio), and essay allows an open-ended text response to your question. You can learn more about different custom question types here.
Can I customize an assessment with my company logo and color theme?
Yes! You can add your own logo and company color theme to your assessments. This is a great way to leave a positive and lasting brand impression on your candidates.
What type of support do you offer?
Our team is always here to help. After you sign up, we’ll reach out to guide you through the first steps of setting up your TestGorilla account. If you have any further questions, you can contact our support team via email, chat or call. We also offer detailed guides in our extensive Help & Inspiration Center.
What is the cost for using the Big 5 (OCEAN) test?
You can find our pricing packages here. Sign up here to try TestGorilla today.
Can I combine the Big 5 (OCEAN) test with other tests?
Yes. You can add up to five tests to each assessment.
Where in my recruitment process should I use the Big 5 (OCEAN) test?
We recommend using our assessment software as a pre-screening tool at the beginning of your recruitment process. You can add a link to the assessment in your job post or directly invite candidates by email. TestGorilla replaces traditional CV screening with a much more reliable and efficient process, designed to find the most skilled candidates earlier and faster.

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