You ever interview someone who absolutely nailed the technical questions… but later turned out to be a team-killer?
Yeah, us too.
That’s exactly why more hiring managers are turning to personality data—especially the Big Five Personality Test (also called OCEAN). It doesn’t just tell you who a person is. It hints at how they’ll show up, especially under pressure.
But here’s the deal: It’s not magic. And it’s not just about scoring people.
It’s about using behavioral signals to make smarter bets.
Let’s break it down.
What Is the Big Five Personality Test?
At its core, the Big Five (or OCEAN) model measures five core dimensions of personality:
| Trait | What It Measures | High Score Looks Like |
| Openness | Creativity, curiosity, willingness to try new things | Think innovative designers or strategic thinkers |
| Conscientiousness | Organization, discipline, reliability | The planners, the executors, the finishers |
| Extraversion | Sociability, assertiveness, energy levels | Salespeople, team energizers, workshop pros |
| Agreeableness | Compassion, cooperation, empathy | People pleasers (in a good way) |
| Neuroticism | Emotional reactivity, stress tolerance | Lower scores often = cool under pressure |
No type is “better.” But the mix absolutely matters depending on the role.
Want a deep dive into these traits? Check out this complete breakdown of the Big Five traits.
Why It Works in Hiring
Here’s the simple truth: job interviews are full of noise.
People prep their answers. Resumes are curated. References? Often filtered.
But personality patterns? They’re harder to fake.
Especially when you use a validated, job-relevant version of the Big Five Personality Assessment Test.
Let’s be honest—hiring decisions are often made on gut. But guts can be biased. The Big Five gives structure. It adds signal without turning hiring into a psychology experiment.
And it’s not just theory. When companies integrate the Big 5 into their stack, they:
- Reduce mis-hires based on “culture fit” alone
- Spot red flags that don’t show up on resumes
- Align roles with real behavioral strengths
What the Big Five Actually Reveals (That Resumes Don’t)
Let’s say you’re hiring for three different roles:
- Customer Support Lead
You want high Agreeableness and Conscientiousness. They need to stay calm, empathetic, and organized—especially when clients are stressed. - Content Strategist
You might look for high Openness and moderate Extraversion. Creative problem-solving, collaboration, and flexible thinking are the name of the game. - Logistics Manager
This one needs low Neuroticism, high Conscientiousness. They’ll be juggling schedules, supply chain chaos, and vendor coordination under pressure.
The OCEAN personality test in recruitment isn’t about hiring “ideal” personalities. It’s about matching behavioral DNA to job reality.
Not All Big Five Tests Are Built for Hiring
Here’s something people don’t talk about enough—
There are dozens of Big Five test versions out there. Some were built for academic research. Others were created just to generate traffic on personality quiz sites.
Only a few are structured for employment settings.
Want to see the ones that actually work in hiring? This comparison of top Big Five personality tests helps separate the fluff from the field-ready options.
And yes, we’ve also got PDF printable versions if you’re running in-person assessments or pilot programs.
What the Test Doesn’t Tell You
Let’s clear this up right now:
- It doesn’t replace skills tests
- It doesn’t predict performance alone
- It doesn’t “screen out” based on who someone is
It adds context.
When used with cognitive or job skill assessments, the Big Five helps you see both “can they do the job” and “how will they do the job.”
That combo? It’s hiring gold.
If you’re curious about how this complements role-specific hiring (say, combining with a crisis management test or attention to detail), there’s a lot to explore on AssessGrow.
Resources Worth Bookmarking
Want to go deeper? These resources break down how to use the Big Five—not just understand it:
- What Is Big Five (OCEAN) Personality Test: Detailed Guide
- Sample Questions and Purpose of the Big Five Test
- Big Five Personality Test Types
- Big Five Personality Test: PDF and Printable Versions
FAQs
Can the Big Five test predict job performance?
It gives strong indicators, especially when combined with other assessments. For example, high Conscientiousness often correlates with reliability and task completion.
Should I use it for every role?
Not always. It’s more useful in people-facing or high-autonomy roles than in structured, repetitive jobs. But even then, it adds hiring context.
Isn’t this just like MBTI?
Not quite. The Big Five is scientifically validated and based on trait spectrums. MBTI uses types, which oversimplify. We wrote more on the difference here.
What’s a red flag in the Big Five?
There’s no universal red flag—but extreme Neuroticism (without resilience) in high-pressure roles, or very low Agreeableness in team-centric roles, should prompt discussion.
Honestly? Start small.
Run a pilot round using the Big Five for one or two roles. Pair it with your existing hiring data. Watch what patterns show up.
You’ll quickly see where gut instinct meets data-backed clarity.
Want to see how the test works in action?
Try the Big Five Assessment today. No overthinking. Just better hiring.