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.