How Can Hiring Managers Make Use of the OCEAN Personality Test?

The OCEAN personality test is a tool used to evaluate a person’s personality traits. OCEAN is an acronym for Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, which are the five key factors in determining an individual’s ability to perform in a job role. These factors are widely used in the recruitment process to identify suitable candidates for a specific job role. Employers can evaluate a candidate’s potential to achieve job objectives and personal qualities most important to the role by using this model. This assessment supports informed decision-making when it comes to selecting a candidate for the job. Personality tests, such as the OCEAN, provide employers with valuable insights into a candidate’s character, and are useful tools in the job search process. Employers can evaluate each candidate’s suitability, potential areas of development or strength, and unique capabilities. Understanding an individual’s personality traits enables employers to make informed decisions about who to recruit and how to best support their employees in the workplace, making the OCEAN personality test an essential tool for employers.

If you are seeking answers to these questions, keep reading!

How Can Hiring Managers Utilize the OCEAN Personality Test in Recruitment?

In the initial months of employment, hiring managers can gain insight into their employees’ working styles and preferences, such as whether they prefer working independently or collaboratively, how they handle disagreements and problem-solving, and other similar details. This understanding helps employers identify the most effective ways to utilize their employees’ strengths and create a productive and successful work environment.

Employers are strongly advised to gather essential data about their prospective employees before their first day of work or even before reviewing their résumé. The OCEAN personality test is an outstanding tool to incorporate into the recruitment process. This examination assesses traits such as Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, providing valuable insights into the prospective applicant.

In pre-employment personality assessments, the OCEAN personality test helps hiring managers formulate interview questions.

The Five-Factor Model (FFM) of personality traits, also known as the OCEAN model, measures personality. This model assesses individuals on five distinct scales: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, commonly referred to as OCEAN. These characteristics tend to remain consistent throughout a person’s life, influencing their interactions with the world.

What does the OCEAN Personality Test Entail?

The Big Five or OCEAN personality tests assess an individual’s performance in five crucial personality traits, which are named as follows:

Characteristics Evaluated by the OCEAN Personality Test

  1. Openness

    Openness assesses a candidate’s willingness to explore new ideas and experiences. It indicates an individual’s inclination to engage in novel and stimulating activities.

    People with high scores on the openness trait are often more creative and open to unconventional topics. In contrast, those with lower scores may be more practical and goal-oriented.
  2. Conscientiousness

    Conscientiousness gauges an individual’s ability to be organized, disciplined, and dependable.

    People with high levels of conscientiousness tend to be skilled in prioritizing tasks, such as following a steady daily routine. Conversely, a low level of conscientiousness might indicate a greater willingness to take risks.
  3. Extraversion

    Extraverts derive their energy from being around others.

    Extroverted individuals are often recognized for their lively, enthusiastic, and talkative personalities, as well as their inclination towards emotional expression. They often thrive in collaborative environments, benefiting from the exchange of ideas and energy that comes with working in a team.

    Introverts, on the other hand, tend to prefer quieter surroundings and exhibit a more composed and methodical approach in both personal and professional situations. They are typically reserved, calm, and contemplative, taking time to consider a topic before engaging in dialogue with others. As a result, introverts usually work independently rather than in a team.
  4. Agreeableness

    Agreeableness is a crucial examination of an individual’s compatibility with others. People who score higher in agreeability are more likely to exhibit positive behaviours like kindness, empathy, and affection, but they may also be gullible and acquiescent.

    People who score lower in this personality trait tend to be more competitive, contentious, and hostile towards others.
  5. Neuroticism

    A high score on the neuroticism portion of the exam may suggest a tendency towards emotional vulnerability.

    Individuals who score low on anxiety and stress tests are generally better equipped to manage these emotions. They tend to favour environments with predictable and controllable stress and anxiety levels.

    By comprehending the inherent personality traits that drive individual actions, one can gain a more profound understanding of the intricacies at play in the workplace. This knowledge of behaviours and psychological processes can contribute to a more comprehensive comprehension of the environment.

What is the Functioning of the OCEAN Test?

The OCEAN test asks participants to rate a set of words or sentences on a five-point Likert scale, ranging from one to five, to assess how well they describe one of the five OCEAN personality traits.

The five-point Likert scale measures from one to five, where one represents grossly inaccurate and five represents extremely accurate.

Below are some examples of questions that can appear on the OCEAN personality test:

  • I should speak kindly to everyone I encounter.
  • I am always prepared.
  • I am comfortable in social situations.
  • I often feel sad or depressed.
  • I value the importance of art.

What is the Significance of Personality Tests in the Job-search Process?

Recent studies have revealed that employees who are not matched with job roles that align with their personalities are more likely to express dissatisfaction with their careers. Employers can make use of OCEAN personality tests to evaluate the personality, values, and work preferences of potential employees. These tests can offer vital insights into job seekers, enabling employers to make well-informed decisions when selecting the most appropriate candidate for their organisation.

Here are the two phases involved in utilising OCEAN personality tests during the job hiring process:

  1. Pre-distributing the OCEAN questionnaire

    Companies are now aware that possessing just talent isn’t sufficient to ensure an ideal fit for an employee.

    Employers can make better-informed decisions that benefit not only the overall effectiveness of their office team, but also their individual employees, by relying on data that can be compared and analysed. This approach allows employers to gain insight into their team’s performance, pinpoint areas requiring improvement, and find ways to enhance their resources and unlock their employees’ potential.

    Candidates should be supplied with the OCEAN personality test questionnaire ahead of time, which can be found on a variety of websites that offer free OCEAN personality test evaluations. Once candidates complete the tests, ask them to submit their test results online.

    Based on the results of the OCEAN personality test, it’s recommended that interview questions are tailored to assess how a candidate will work with cross-functional teams, particularly if they have scored poorly on openness. Inquiries should aim to gauge the candidate’s willingness to work with individuals from diverse backgrounds, their ability to think innovatively when confronted with a challenge, and their level of comfort collaborating in a team environment and recognising the unique skills and perspectives of their colleagues.
  2. Develop Talent

    Following the actual hiring process, the initial few weeks are critical for both the employer and the new hires.

    Employ the OCEAN personality test report to identify employee strengths and weaknesses, areas of excellence, and areas that require improvement.

    Hiring managers should consider an employee’s openness score when assigning tasks and responsibilities. For individuals with high openness scores, creative and cross-functional assignments can be beneficial in order to nurture their inherent abilities. Conversely, those with low openness scores should be assigned tasks that require minimal interaction and complexity, gradually easing them into roles that demand greater collaboration and cross-functional work.

What is the Role of OCEAN Personality Assessments in the Workplace?

The use of OCEAN personality assessments deliver a plethora of advantages to hiring managers in the workplace. By leveraging these assessments, hiring managers can gain deeper insights into their staff members prior to their commencement, allowing them to anticipate their potential for career advancement. Furthermore, the information derived from these assessments enables managers to identify their employees’ strengths and weaknesses, aiding them in personalising their approach for each team member.

Furthermore, hiring managers can devise techniques that maximise the productivity of each employee by delegating roles and responsibilities that align with their specific skills and capabilities. In addition, these assessments facilitate managers in promoting diversity in their recruitment processes.

How can Personality Tests be Utilised in the Hiring Process?

The OCEAN personality test model is one of the most recognised and commonly used across the globe.

Employers can establish a stronger foundation of understanding within the workplace by fostering a stable and supportive work environment and gaining a deeper understanding of their employees’ social and emotional requirements. By nurturing a culture of mutual concern and respect, employers can gain an appreciation of their employees’ individual experiences and comprehend the unique dynamics of their organisation.

Career experts and psychologists frequently leverage this information when conducting personality career exams for evaluating job applications and recruitment.

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  1. Understanding the OCEAN Personality Test and the Big Five Personality Test

    The Ocean Personality Test is based on the Five-Factor Paradigm, which is a model for evaluating five primary personality traits: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. This assessment tool offers an accurate appraisal of an individual’s personality and aids in gaining a deeper understanding of their behaviour.
  2. Understanding the Personality Trait of Conscientiousness

    Conscientiousness describes an individual’s inclination to contemplate, feel, and react in specific manners under certain circumstances.
  3. The Five Key Personality Qualities Associated with OCEAN

    The word OCEAN is an acronym for the following five primary personality traits:
    1. Openness
    2. Conscientiousness
    3. Extraversion
    4. Agreeableness
    5. Neuroticism

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