“Employee Assessments Personality traits are stable personality characteristics that significantly influence employee’s attitudes and behaviors in organizations. But not all personality traits are created equal—at least as far as their influence on work is concerned. Extensive research suggest that the “Big Five” model of personality traits is a good predictor of virtually all aspects of life success from job and career success to divorce, and even mortality. The “Big Five” model of personality includes the following dimensions:
- Extroversion—which describes the degree to which someone is sociable, gregarious, and assertive.
- Agreeableness—which describes the degree to which someone is good natured, cooperative, and trusting.
- Conscientiousness—which describes the degree to which someone is responsible, dependable, persistent, and organized.
- Emotional Stability—which describes the degree to which someone as calm, self-confident, secure (positive) versus nervous, depressed, and insecure (negative).
- Openness to Experience—which describes the degree to which someone is imaginative, sensitive, and curious.
Employee selection in most organizations places a great deal of emphasis on how applicants perform in interviews and on tests. Assume that you’re an interviewer; ask yourself “What am I looking for in job candidates?” If you answered with terms such as conscientious, hardworking, persistent, confident, and dependable, then you are a subscriber to the theory that personality traits predict performance (note: Conscientiousness is the personality trait that has been found to be the best predictor of job performance).” – Article