Ever found yourself staring at a personality test report, wondering—What does this really tell me about the candidate?
You’re not alone.
The Big 5 Personality Test—also known as the OCEAN model—is one of the most trusted tools in the world of hiring. But the real power of this test comes from knowing how to interpret the results the right way.
In this guide, we’ll break it all down so you can stop guessing and start hiring smarter.
What Is the Big 5 Personality Test?
The Big 5 Personality Test evaluates people across five scientifically validated traits:
| Trait | What It Measures |
| Openness | Creativity, curiosity, and openness to new experiences |
| Conscientiousness | Organization, dependability, and attention to detail |
| Extraversion | Sociability, energy, and engagement with others |
| Agreeableness | Empathy, cooperation, and kindness |
| Neuroticism | Emotional stability or tendency to feel stress or anxiety |
Want to dive deeper into these traits?
We’ve explained them with workplace scenarios in this blog.
Why Understanding the Results Matters
Imagine hiring someone who scores low in Conscientiousness for a highly detail-oriented role. Or someone with extremely high Neuroticism for a high-pressure leadership position.
Interpreting Big 5 results helps you:
- Match candidates to roles based on real behavior patterns
- Avoid costly mis-hires
- Build balanced, high-performing teams
While the Big 5 is widely trusted, it’s worth noting that the model is not without its limitations. Ongoing critical reviews of the Big Five framework suggest that while it’s one of the most reliable personality models available, it should be applied thoughtfully, considering both its strengths and its boundaries.
You can explore such insights in this in-depth critical review of the Big Five traits, which provides a balanced perspective on its use in real-world contexts like recruitment.
If you’re considering using this tool, we provide this assessment as part of our hiring solutions.
How to Read Big 5 Personality Test Results
Most reports will show scores on a scale or percentile. Here’s how to make sense of them:
| Score Range | What It Suggests |
| Low (0-30%) | Minimal expression of the trait |
| Moderate (31-69%) | Balanced expression, flexible behavior |
| High (70-100%) | Strong expression of the trait |
Example:
If a candidate scores 85% in Conscientiousness, they are likely highly organized and dependable.
However, someone scoring 20% in Extraversion may prefer independent work over social interaction.
Practical Interpretation Tips for Each Trait
1. Openness
High scorers love innovation and learning. Great for creative roles.
Low scorers prefer routine and structure. Ideal for process-driven jobs.
2. Conscientiousness
High scorers are reliable and detail-oriented. Essential for roles in operations, compliance, or project management.
3. Extraversion
High scorers thrive in social, client-facing, or leadership roles.
Low scorers may excel in focused, analytical, or technical roles.
4. Agreeableness
High scorers are team players and conflict avoiders. Perfect for collaborative environments.
5. Neuroticism
Low scorers handle stress well. Great for high-pressure roles.
High scorers may need a supportive, low-stress work environment.
For a more detailed guide, check out Big 5/OCEAN Personality Test: What Each Trait Really Means.
Common Mistakes to Avoid
- Overvaluing One Trait
No trait is universally “good” or “bad.” Context is everything. - Ignoring Role Fit
Consider the specific job requirements when interpreting results. - Relying Solely on the Test
Use Big 5 results as one piece of the puzzle, not the entire hiring decision.
Learn more about how to use this test correctly in How to Use Big Five Test in Structured Hiring Interviews.
Is the Big 5 Scientifically Valid?
Yes, the Big 5 Personality Test is backed by decades of research and is considered one of the most reliable personality models.
You can explore the scientific foundation in this research article or read our dedicated blog on scientific validity.
Related Resources
- Best Big 5 Personality Tests for Hiring Employees
- Free Big Five Personality Tests: Which One Should You Use?
- Using the Big 5 Personality Test for Career Assessment
- Big 5 Personality Test PDF Guide & Printable Version
- History of the Big Five Personality Test and How It Was Created
Frequently Asked Questions
1. Can the Big 5 Personality Test predict job performance?
It can predict behavior patterns that influence performance but should be used alongside other hiring methods like interviews and skills tests.
2. What’s the difference between Big 5 and MBTI?
Big 5 measures traits on a scale, while MBTI assigns fixed types. Big 5 is scientifically validated, making it more reliable for hiring.
3. Can candidates “cheat” on the test?
While candidates can try to present themselves favorably, validated assessments have mechanisms to detect inconsistent or extreme responses.
4. Is there a free version of the Big 5 Test?
Yes, several free Big Five tests are available, but paid versions are more accurate and comprehensive.
Final Thoughts
Interpreting Big 5 Personality Test results isn’t just about reading scores—it’s about understanding people.
Done right, it can help you hire smarter, build stronger teams, and reduce turnover.
And the best part? You don’t have to do it alone.
Ready to see how this works in action?
Book a Free Demo Here.
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