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

The OCEAN personality test is an assessment tool designed to measure an individual’s personality traits. OCEAN stands for Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. These five characteristics have been identified as essential factors in determining an individual’s ability to succeed in a given job role and are widely used in recruitment processes. The OCEAN model is used to assess an individual’s suitability for a specific role in an organisation. The model identifies the personal qualities that are most important for the role, allowing employers to evaluate a candidate’s potential to achieve the job objectives. Furthermore, these assessments can be used to support the decision-making process when it comes to selecting a candidate for the role. Personality tests are useful in the job-search process as they provide employers with invaluable insights into a candidate’s personality and character. By understanding the individual’s suitability for the role, employers can make informed decisions about who to hire. Personality tests can also be used to identify potential areas of development and areas of strength, allowing employers to better understand each candidate’s capabilities. Overall, the OCEAN personality test is a valuable tool for employers to assess a candidate’s suitability for a role. By understanding an individual’s personality traits, employers can make informed decisions about who to recruit, and how to best support their employees in the workplace.

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

During the initial months of employment, hiring managers gain a better understanding of their employees’ working styles and preferences. They can observe whether the employee prefers to work independently or as part of a team, the methods they use to resolve issues, how they handle disagreements and other similar details. This knowledge allows employers to determine the most effective way to utilise the employee’s skills, and create a productive and successful work environment.

It is highly recommended that employers collect essential data from their new hires prior to their first day of work, or even before reviewing their résumé. The OCEAN personality test is an excellent tool to incorporate into the recruitment process. This test assesses Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism, and can provide valuable insights into the prospective employee.

During pre-employment personality examinations, the OCEAN personality test supports hiring managers with interview questions.

Personality can be measured according to the Five-Factor Model (FFM) of personality traits, also known as the OCEAN model. This model evaluates individuals on five distinct scales: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. These five factors are often referred to by their acronym, OCEAN. It is believed that these characteristics remain consistent over a person’s lifetime, influencing the way in which they interact with the world.

What is the OCEAN personality test all about?

The Big Five or OCEAN personality tests evaluate a candidate’s performance on five important personality factors. These are their names:

OCEAN personality test characteristic

  1. Openness

    The capacity for openness demonstrates a job applicant’s willingness to investigate new ideas and experiences. To put it another way, it serves as an indication of an individual’s natural inclination to take part in novel and stimulating activities.

    Individuals with a high score on the openness trait tend to be more creative and willing to explore unconventional topics. Conversely, those with a lower score may be more grounded in reality and focused on a single objective.
  2. Conscientiousness

    Conscientiousness measures a person’s ability to be structured, disciplined, and reliable.

    Individuals with high levels of conscientiousness may be more likely to effectively manage their priorities, such as keeping a consistent daily routine. On the other hand, a low level of conscientiousness might imply a greater level of openness to taking risks.
  3. Extroversion

    Extroverts have the most energy when they are around other people.

    Extroverts are often characterised by their vivacious, exuberant, and conversational demeanors, as well as their tendency to be more emotionally expressive. They often thrive in collaborative settings, taking great benefit from the exchange of ideas and energy that working as part of a team can bring.

    In comparison to their extroverted counterparts, introverts are more likely to thrive in subdued environments and exhibit a more placid and meticulous approach in both their personal and professional lives. They have a tendency to be reticent, tranquil and reflective, and prefer to take the time to consider a topic before engaging in any kind of dialogue with other people. As a result, introverts are more likely to work independently rather than as part of a team.
  4. Agreeableness

    Agreeability is a valuable indication of an individual’s compatibility with others. People with higher agreeability ratings are more likely to demonstrate beneficial behaviours such as kindness, camaraderie, and fondness; however, they could also be gullible and compliant.

    People that score lower in this personality trait, on the other hand, are more competitive, combative, and antagonistic to others.
  5. Neuroticism

    A high score on the test’s neuroticism portion may reflect a person’s proclivity for emotional vulnerability.

    Individuals who have low scores on anxiety and stress tests are better equipped to manage these emotions. They tend to seek out environments where the stress and anxiety levels are more easily predictable and controllable.

    By understanding the underlying personality traits that drive individual actions, one may gain a better insight into the dynamics at play within the workplace. This knowledge of behaviours and mental processes can lead to a more comprehensive and nuanced understanding of the environment.

How does the OCEAN test function?

Participants are presented with a selection of words or sentences and are asked to rate them on a five-point Likert scale, with one being the lowest and five the highest, depending on how accurately they describe one of the five OCEAN traits.

On the five-point Likert scale, one represents severely inaccurate and five represents highly accurate.

Here are a few examples of OCEAN personality test questions:

  • Everyone deserves a pleasant word from me.
  • I’m always ready.
  • I feel at ease in social situations.
  • I’m frequently depressed.
  • I believe in the value of art.

What role do personality tests have in the job-search process?

According to recent research, it has been found that employees who are not placed in roles that match their personalities are more likely to be dissatisfied with their careers. Employers can benefit from using OCEAN personality tests that assess an applicant’s personality, values, and work preferences. These tests can provide important information about job seekers that can help employers make informed decisions about hiring the most suitable candidate for their organisation.

The following are the two phases of using OCEAN personality tests in the job hiring process:

  1. Distribute the OCEAN questionnaire in advance

    Companies are recognising that talent alone isn’t enough to make an employee a good fit.

    Employers are likely to make more informed decisions that can benefit both the collective accomplishments of their office team and the individual employees when they utilise data that can be compared and analysed. By taking this approach, employers can gain insight into the performance of their team, identify areas for improvement, and find ways to optimise their resources to maximise the potential of their employees.

    Candidates should be sent the OCEAN personality test questionnaire via mail. There are many websites that provide free OCEAN personality tests and evaluations. Once the tests have been completed, kindly request the candidates to upload their test results online.

    Based on the results of the OCEAN personality test, it is recommended to create interview questions that will allow you to determine how a candidate will interact with cross-functional teams, particularly if they have scored low on openness. Questions could seek to determine the candidate’s willingness to work with people from different backgrounds and their ability to think outside the box when presented with a challenge. Furthermore, you could inquire about their comfort level working in a team environment, as well as their ability to recognise the unique skills and perspectives of those around them.
  2. Develop the talent

    After the actual hiring process, the first few weeks are crucial for the new employees and the employers.

    Use the OCEAN personality test report to recognise employee strengths and shortcomings, areas to celebrate, and regions that could use improvement.

    Hiring managers should take into account an employee’s openness score when assigning tasks and responsibilities. For those with a high openness score, creative and cross-functional assignments can be beneficial in order to nurture their inherent talent. Conversely, those with a low openness score should be given tasks that involve minimal interaction and complexity and should be gradually introduced to roles that demand greater collaboration and cross-functional work.

How do OCEAN personality assessments help in the workplace?

There are numerous benefits associated with the use of OCEAN personality assessments for hiring managers. Through these assessments, hiring managers can gain a greater insight into their staff before they even start working, enabling them to anticipate an employee’s potential for career advancement. Additionally, the information from these assessments can be used to identify employees’ strengths and weaknesses, allowing managers to better tailor their approach to each individual employee.

Additionally, hiring managers can create strategies for optimising the output of each individual by assigning roles and tasks that best suit their respective skills and abilities. Moreover, these assessments can help managers to promote diversity in their recruitment processes.

So, how may personality tests be used to hire?

OCEAN is one of the most well-known and widely utilised personality test models in the world.

Employers can create a stronger foundation of understanding in the workplace by fostering a stable and supportive work environment and becoming well-acquainted with their employees’ social and emotional needs. By cultivating an atmosphere of mutual care and respect, employers can gain insight into the unique dynamics of their business and gain an appreciation of their employees’ individual experiences.

This information is frequently used by career experts and psychologists in a personality career exam for application assessment and recruiting.

Works is the perfect place to begin your search for highly-qualified professionals for your upcoming project. Works provides access to pre-screened senior remote developers with superb technical capabilities and excellent communication abilities, at a cost that cannot be matched. Furthermore, all of these developers are available to work in the same time zone as you.

FAQs

  1. What is the OCEAN personality test all about? What exactly is the Big Five personality test?

    The Ocean Personality Test is founded on the Five-Factor Paradigm which is a model for measuring five core personality traits: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. This assessment tool provides an accurate evaluation of an individual’s personality and allows for further insight into the individual’s behaviour.
  2. What exactly is the personality trait of conscientiousness?

    Conscientiousness is a person’s proclivity to think, feel, and respond in certain ways under given conditions.
  3. What are the five most important personality qualities connected with the word OCEAN?

    The following are the five primary personality qualities related with OCEAN:
    1. Openness
    2. Conscientiousness
    3. Extraversion
    4. Agreeableness
    5. Neuroticism

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