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. Ensuring that the applicants and candidates you interview are a fit for your organization and the role to which they are applying 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 that 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 and 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.
The Big 5 Assessments draw on the Five Factor Model of Personality Traits (also known as the OCEAN model) which measures Openness, Conscientiousness, Extroversion, Agreeableness, and Natural Reactions (emotional stability), and has been in use for over 70 years. The assessments have evolved over time to include other validated dimensions which 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. Using the Big 5 Assessments as part of your hiring and screening process pre-employment screening can provide you and your organization 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