Personality Factors – Importance of the Big 5

In the world of personality assessment there are numerous tools that are used to measure and understand personality. A trait approach to personality has been in existence since the early 1900’s, and it has been the aim of many researchers to identify which are the most useful underlying factors to consider – with numerous studies dedicated to this topic.

Many of the largest and most reliable studies have indicated that the “Big Five” personality factors, namely Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism are the most valid and reliable factors with considerable research to support them.

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RightPeople’s Time Management Research

Published in the Sydney Morning Herald.

Out of Time?

Researchers at the University of Sydney’s Department of Psychology have found that being a good time manager is closely related to how conscientious a person is, and that this may be a personality trait rather than a skill one can acquire. Good time managers are also likely to be early birds, and slightly more prone to worrying.

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Personality Assessment – The Five Factor Model

This paper examines and summarises the big five-factor model, a tool used for studying personality.

One of the long-held goals of psychology has been to establish a model that can conveniently describe human personality, with the intent to use this model in improving the general understanding of personality.

Currently, a handful of models have risen to prominence, and have thus far stood the test of time.

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You Can’t Beat Psychometric Testing

As published in Computer Weekly

More than 70% of top companies now use psychometric tests – and there is no way to trick them in order to get a job says job agency body the Recruitment and Employment Confederation. They also warn that trying to guess the “right” answer to test questions is not only impossible but will probably reveal someone as a liar.

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Human Resources in the Modern Workplace

“When hiring for a position, taking into account the various interview techniques at the disposal of the average Director, Executive, HR Manager or Business Owner, we can expect that there is about a 70%  chance that the person employed will be an average or good employee.”

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The Big Five Personality Dimensions and Job Performance

An independent study investigating the relation of the “Big Five” personality dimensions (Openness to Experience, Conscientiousness, Extraversion, Agreeableness and Neuroticism) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled) is summarised below.

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