What Is A Big 5 OCEAN Test?

The Big 5 OCEAN test, also known as the Big Five Inventory, is a widely used psychological test that assesses and measures individual differences in personality.

The test is based on the Big Five personality traits, which have been extensively researched and identified as key factors in shaping an individual's behavior and outlook on life.

This article explores the Big 5 OCEAN test in detail, examining each of the five personality traits, how they’re measured, and what they can reveal about an individual's character.

Most importantly, it looks at the practical application of the Big 5 OCEAN test in a professional context, and how it can be used to build a highly effective workforce.

Why is the Big 5 OCEAN test important?

The Big 5 OCEAN test is an important tool for employers due to its solid research foundation, proven effectiveness and practical applications.

With decades of extensive research, the test has demonstrated strong psychometric properties, making it a reliable tool for assessing personality traits. Its predictive validity has also been established, linking these personality traits to job performance and workplace outcomes.

In using the Big 5 OCEAN test employers gain valuable insights into candidates and employees, facilitating better recruitment, talent management, and fostering a work environment that maximizes individual strengths and promotes optimal teamwork.

How does the Big 5 OCEAN test work?

The Big 5 OCEAN test is a self-report personality test, typically administered online, that consists of a series of questions that assess an individual on five personality traits:

• Openness

• Conscientiousness

• Extraversion

• Agreeableness

• Neuroticism

The questions are designed to measure a person's tendencies and preferences in various situations and range from statements about social interaction to personal habits and beliefs.

The test uses a Likert scale, where respondents indicate how much they agree or disagree with each statement. Scoring is based on a point system, with each answer assigned a specific value. After completing the test, an individual is given a score for each of the five personality traits, as well as an overall score.

The results provide insight into an individual's personality and behavior. For example, a high score in openness indicates a person who is imaginative, creative and open to new experiences, while a low score in conscientiousness suggests someone who may struggle with organization and dependability.

It's important to note that the Big 5 OCEAN test is not meant to categorize individuals into fixed personality types but rather provide a spectrum of behaviors and tendencies.

What are the Big 5 OCEAN personality traits?

1. Openness: Willingness to learn

This trait is characterized by a willingness to be open-minded, creative, and receptive to new ideas, experiences and perspectives.

Individuals who score high in openness tend to be imaginative, curious and appreciate aesthetics, such as art, music and nature. They’re willing to try new things, experiment with different approaches and are open to change.

In the workplace, individuals high in openness tend to be innovative, adaptable and able to come up with creative solutions to problems. They’re often comfortable with ambiguity and can thrive in environments that offer a high degree of autonomy and flexibility.

2. Conscientiousness: Willingness to comply

Conscientiousness refers to an individual's level of organization, responsibility and dependability.

People who score high in conscientiousness tend to be goal and detail-oriented. They typically present a strong work ethic, high levels of motivation and keen time management skills.

In a professional context, individuals high in conscientiousness tend to be reliable, efficient and committed to their work. They’re often well suited for roles that require attention to detail and adherence to rules and procedures.

3. Extraversion: Willingness to engage

This trait refers to an individual's level of sociability, assertiveness and enthusiasm.

People who score high in extraversion tend to be outgoing, talkative, and enjoy being around other people. They’re typically energized by social interactions and enjoy being the center of attention.

Individuals high in extraversion tend to be confident and assertive in their communication style, and they may be more comfortable taking risks and making decisions quickly.

In the workplace, individuals high in extraversion tend to be effective communicators, able to build relationships and networks easily and often take on leadership roles.

4. Agreeableness: Willingness to empathize

This trait refers to an individual's level of kindness, empathy and cooperativeness.

People who score high in agreeableness tend to be friendly, empathetic, and concerned about the well-being of others. They’re typically easy to get along with and tend to avoid conflict.

Individuals high in agreeableness often have strong interpersonal skills and are good at building and maintaining relationships. They may be more likely to prioritize teamwork and collaboration over individual achievement.

In the workplace, individuals high in agreeableness tend to be cooperative, helpful and team-oriented. They’re often well-liked by their colleagues and may be effective at resolving conflicts and negotiating.

5. Neuroticism: Lack of stability

This trait refers to an individual's level of emotional stability and resilience.

People who score high in neuroticism tend to experience negative emotions more intensely and are more prone to anxiety, stress and depression. They may also be more reactive to stressors in their environment.

Individuals high in neuroticism may struggle with emotional regulation, and they may be more likely to experience burnout or emotional exhaustion. However, individuals high in neuroticism may also be more attuned to their emotions and may be better able to empathize with others.

In the workplace, individuals high in neuroticism may benefit from additional support and resources to manage their emotions effectively. They may also excel in roles that require a high degree of emotional intelligence, such as counseling or coaching.

How to interpret the results of a Big 5 OCEAN test

Interpreting the results of the Big 5 OCEAN test involves understanding the individual's scores on each personality trait dimension. Higher scores indicate a stronger manifestation of that particular trait, while lower scores indicate a weaker expression.

Interpretation should consider the context and purpose of assessment, as there are no inherently "good" or "bad" scores. Comparing scores to population norms or using percentile rankings can provide additional context.

It's important to remember that the Big 5 OCEAN test is a self-report measure, and individual interpretation should consider the person's self-awareness and introspection.

Overall, interpretation should focus on understanding the unique personality profile and its potential implications for behavior, relationships and work-related outcomes.

Benefits of using the Big 5 OCEAN test in the workplace

There are several benefits to using the Big 5 OCEAN test in the workplace.

Recruitment and selection

The test helps employers gain insights into candidates' personality traits, allowing them to make more informed decisions during the hiring process.

By assessing traits such as conscientiousness, agreeableness and extraversion, employers can identify individuals who are likely to excel in specific roles, contribute positively to the work environment, and align with the organization's values and culture.

Job fit and performance prediction

Understanding the personality traits of employees can contribute to better job-person fit.

By matching individuals with roles that align with their personality strengths, employers can enhance job satisfaction, engagement and performance. Certain traits, such as conscientiousness and emotional stability, have been found to be particularly relevant for job success across various professions.

Team management

The test aids employers in creating well-balanced and effective teams.

By considering the distribution of personality traits within a team, employers can promote diversity of perspectives and complementary skill sets. For example, a team may benefit from a combination of individuals with high extraversion (for leadership and social interaction) and individuals with high conscientiousness (for task completion and organization).

Personal development and training

The test can also be used for employee development programs.

By providing employees with feedback on their personality traits, employers can offer targeted training and interventions to enhance specific aspects of their performance or interpersonal skills. For instance, employees with lower scores in agreeableness might receive training in conflict resolution or teamwork.

Conflict management and communication

Finally, awareness of personality traits can facilitate conflict resolution and improve communication within the workplace.

Employers can use the Big 5 OCEAN test to identify potential sources of conflict, understand different communication styles and promote effective collaboration and understanding among employees.

Should you use the Big 5 OCEAN test?

By offering valuable insights into employee behavior, preferences, and performance potential, the Big 5 OCEAN test is a powerful instrument that enables organizations to make informed decisions in various areas of workforce management.

The insights gained from this assessment can help businesses optimize recruitment, talent development, team dynamics, and leadership initiatives, ultimately fostering a more engaged, productive and successful workforce.

If you’re interested in exploring other personality assessments, take your pick from the following:

• Drives personality test

• HEXACO personality test

• Interest Inventory