Big5 Personality Assessment

Big5 Assessments are cost-effective, quick intelligent recruitment reports that will help you identify and discover the best candidates more easily.

The Big5 Personality Assessment measures the “Big Five” personality traits and behavioural characteristics.

Conscientiousness: Describes the degree to which the individual is persistent, motivated, and organized, ranging from being highly disciplined and dependable to being carefree.

Likeability: Describes the degree to which the person is pleasant and agreeable, ranging from being warm, tolerant, and tactful, to being tough-minded, skeptical and direct.

Unconventional: Describes the degree to which the individual is predictable, rules oriented and structured, to being open to new ideas, adventuresome and inconsistent.

Extroversion:Describes the style and focus of an individual’s emotional energy, ranging from being outgoing, dominant, ambitious, and sociable, to being introverted, shy, and quiet.

Stability: Involves the degree to which an individual is emotionally stable and resistant to stress, ranging from being well-adjusted, calm, self-confident, and poised, to being sensitive and anxious.

The Health & Safety Job Safety Report is derived from the Big 5 Personality Assessment which measures participant`s responses to behavioural assessments that assist workforce decisions by highlighting important personal attributes and key risk areas.

The Health & Safety risk assessment filter measures counter-productive work behaviours: hostility, substance abuse, and integrity.

The report provides “traffic-light “reporting, identifying areas where the personality of the participant may indicate a potential issue with compliance with a company’s H& S guidelines or policies. The report highlights concern with overly carefree, impulsive, or direct and determined behavioural traits, or when someone is open & flexible to rules /processes.

This information is provided to prompt discussions, or to assist in reference checking and should be used in conjunction with other findings (work experience, educational background, interview, reference checks, etc), NOT as the sole determinant of the participant.