![]() But here’s the thing: Outside of academic psychology, in the world of big business, employers tend not to use the “Big 5” or other trait-based measures of personality. Openness to experience (creativity, enjoying new things) was positively correlated with employees’ ability at training others (r=0.25), but not with their job performance per se. Similarly modest correlations were observed between extraversion and performance, but only-as you might expect-for employees involved in sales (r=0.15) or managing others (r=0.18). This means only around 5 percent of the variation between different people on their job performance can be explained by their conscientiousness score on the personality questionnaire (calculated by squaring 0.22 to give the “r-squared value”). On the 0–1 scale, the relationship between conscientiousness and job performance (as measured by this so-called “r value”) was 0.22 not trivial, but by no means large. Researchers measure the relationship between two things (in this case, conscientiousness on a questionnaire and some measure of job performance) on scale from 0 (no relationship whatsoever) to 1 (a perfect relationship: i.e., if you know a person’s conscientiousness score, you can predict with perfect accuracy their score on the measure of job performance). Lanyon answer with a cautious “Yes.” Unsurprisingly, conscientiousness shows a correlation with most measures of job performance, regardless of the particular job or of how performance is measured, though the size of the correlation is modest. What this approach does not do is categorize people into types (e.g., “He’s an extrovert,” “She’s an introvert”).ĭo scores on the “Big 5” predict aspects of performance in workplace? Psychologists Leonard D. For example, you might score 82/200 for Conscientiousness, 78/100 for Extraversion, 48/100 for Agreeableness, and so on (if you’re interested, there are many places online you can take a free version of this personality test yourself). What makes this a trait-based (as opposed to a type-based approach) is that each of these follows a a sliding scale. By far the dominant approach is known as the “Big 5,” as it assumes that personality can essentially be boiled down to five traits, summarized by the acronym OCEAN: Openness to experience Conscientiousness Extraversion Agreeableness and Neuroticism (these days, more often referred to as “Emotional Stability”). ![]() Mainstream academic psychology has gone almost exclusively down the route of trait-based approaches. There are two basic approaches to personality tests: trait-based and type-based. Is the use of personality testing for making hiring decisions backed by scientific research? Well, it’s complicated.īut is the use of personality testing for making hiring decisions backed by scientific research? Well, it’s complicated.
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