Use the Big 5 Assessments to gain validated insights on candidate personality traits, behavioral tendencies, and job and organizational fit before the interview to save you and your organization both time and money.
Personality and behavioral traits vary widely, and certain traits are better suited to certain roles than others. The Big 5 Assessments ensure that the candidates you interview are a fit for your organization and the role to which they are applying. This is a critical component in selecting top performers, reducing employee turnover, and reducing recruitment risks and costs.
The Big 5 Assessments are a suite of pre-employment assessment tests and benchmarking tools. They identify candidates with an aptitude for on-the-job success. With the Big 5 Assessments, employers can match job candidates to 120+ benchmarked job templates. In addition, they can screen for specific job skills, aptitude, job fit, employee attitude, and even counter-productive behaviors. Applicants can also be compared to benchmarked data from hundreds of thousands of employees across multiple industries, job titles, and roles.
With over 70 years of use, the Big 5 Assessments draw on the Five Factor Model of Personality Traits (also known as the OCEAN model). This model measures Openness, Conscientiousness, Extroversion, Agreeableness, and Natural Reactions (emotional stability). The assessments have evolved over time to include other validated dimensions. These include team tendencies and faking (trying to make an overly good impression), as well as options to also assess candidate cognitive ability, attitude, and engagement. It is no surprise that effectively screened applicants are more reliable, stay with an organization longer, and are more successful and productive in their roles.
Use the Big 5 Assessments as part of your hiring and pre-employment screening process to provide significant business results, including:
- Reducing time to and cost-per hire
- Improving the quality of applicant pools
- Reducing recruitment risk
- Reducing employee turnover
- Empowering hiring managers with validated psychometric data
- Increasing consistency of the hiring process across multiple sites