Ever had a candidate who nailed the skills but melted under pressure? Yeah—we’ve all been there. That’s why personality testing isn’t just nice to have in hiring. For roles with tight deadlines, customer interaction, or team collaboration, it can be the difference between success and surprise.
The Big Five (OCEAN) framework isn’t psychobabble. It’s a practical tool for understanding how candidates actually behave at work. Here’s why it matters—for interview prep, team build-outs, and long-term retention.
What Does the Big Five Measure and Why It Matters
The Big Five breaks down into five core traits. Each one tells you something different about the candidate:
- Openness – creativity, willingness to learn, flexibility
- Conscientiousness – attention to detail, dependability, self-discipline
- Extraversion – sociability, assertiveness, energy levels
- Agreeableness – empathy, cooperativeness, conflict style
- Neuroticism (or Emotional Stability) – stress resilience, emotional regulation
Think of it like a map. Instead of “qualified or not,” you’re mapping how someone will show up on the job—how they work, how they lead, how they respond.
If you want the full roadmap, check out our deep dive on Big Five (OCEAN) traits explained.
The Real Purpose of Using Big Five in Hiring
Why use the Big Five when you already have CVs and interviews?
- It reveals hidden tendencies—like whether someone will thrive in ambiguity or buckle under chaotic workload
- It highlights team dynamics—will this person blend or shake things up?
- It boosts predictive validity—studies show high conscientiousness correlates with strong job performance
So the purpose? It’s not about labeling candidates. It’s about shaping your questions, anticipating strengths and pitfalls—and making hiring less hit-or-miss.
Sample Questions to Use in Tests or Interviews
Want to sprinkle this into your hiring process? Here are some prompts you can use directly or adapt:
| Trait | Sample Statement | High Response Indicates | Low Response Indicates |
| Openness | “I enjoy experimenting with new approaches.” | Creative, adaptive | Prefers routine, less flexible |
| Conscientiousness | “I follow every detail closely.” | Dependable, organized | May be impulsive, oversight risks |
| Extraversion | “I feel energized in group conversations.” | Team-oriented, assertive | Prefers reflective or solo work |
| Agreeableness | “I compromise to maintain harmony.” | Diplomatic, collaborative | Direct, may challenge group |
| Neuroticism | “I stay calm under pressure.” | Emotionally stable | May feel overwhelmed by stress |
Use these as short-answer or scale-based questions. Pair them with follow-ups—like “Give me an example” or “How do you handle that in work?”—for richer context.
Choosing the Right Length & Format
Not all tests are created equal. Picking the right one depends on where you’re at:
- Short Form (10–20 items)
Great for quick screens, bulk hiring, and making first-round decisions - Longitudinal BFI/NEO (50–100 items)
Ideal for leadership roles or development programs—provides deeper insight - Custom Hiring Versions
Like our version—contextualized to job fit, built with built-in coaching tips
If you’re curious about formats and how they stack up in real hiring, check out our guide on Big Five personality test types and when to use them.
Sample Questions by Trait with Context
Here’s how each trait question might play out in a real interview:
Openness
- Prompt: “I enjoy brainstorming new solutions, even if they fail.”
- Ask in interview: “Tell me about a time you suggested something no one had tried.”
- Look for: Creativity without chaos—suggests innovation with accountability
Conscientiousness
- Prompt: “I set personal deadlines before official ones.”
- Ask: “How do you organize your week when juggling multiple priorities?”
- Look for: Systems and follow-through—or signs of overwhelm
Extraversion
- Prompt: “I feel energized when presenting to others.”
- Ask: “Describe a time you motivated a team or client.”
- Look for: Confident communication—or preference for behind-the-scenes work
Agreeableness
- Prompt: “I look for solutions that satisfy everyone involved.”
- Ask: “Have you been in a group disagreement? How did you handle it?”
- Look for: Ability to balance empathy with assertiveness
Neuroticism
- Prompt: “I stay calm under tight deadlines.”
- Ask: “What strategies do you use when work stress spikes?”
- Look for: Emotional agility—not avoidance or burnout signs
How to Implement It
Here’s a loose flow to use the Big Five in your hiring process:
- Screen: Share short test before interviews
- Screen review: Let scoring shape your question focus in interview
- Interview: Ask behavioral/contextual follow-ups
- Reference check: Use trait insights to deepen conversation
- Hire or coach: Use results to design onboarding, team fit, or development plans
It’s not just evaluation. It’s strategic conversation shaping.
When to Go Deeper or Print It Out
- In-house workshops & hiring days? Use printable PDF tests (see our PDF guide). Ideal for low-tech settings.
- High volume >50 hires/month? Go automated: scoring, reporting, templates.
- Leadership or development track? Use full-length BFI with coaching debrief.
Learn more strategies in our Big Five Test for Hiring and printable PDF guide.
Frequently Asked Questions (FAQ)
What is the Big Five test used for in hiring?
To understand how candidates behave—like how they handle pressure, work with others, or stay organized.
Can it replace interviews?
No. It supports interviews by guiding better follow-up questions.
How many questions should I use?
Use 10–20 for quick screening, or 50+ for deeper insight (like leadership roles).
Are these tests biased?
The Big Five is research-backed and widely considered fair across cultures.
Can I ask these in interviews?
Yes—turn traits into prompts like “How do you handle tight deadlines?” or “Tell me about a time you solved a team conflict.”
Should I use this for all roles?
It’s most useful for roles where personality impacts performance—like sales, support, or leadership.
Related Resources
- What Is Big Five (OCEAN) Personality Test: Detailed Guide
- Big Five Personality Test Types
- Top Big Five Tests for Hiring & Development
- Printable Big Five Test Version
So here’s the ask: don’t skip personality in hiring, especially when behavior and team fit matter. Try one of those prompts in your next interview. Watch how answers line up with performance—and use that insight to build better teams.