The short answer: the Big Five are five broad personality traits: openness, conscientiousness, extraversion, agreeableness and emotional stability (the opposite of neuroticism). Some employers measure them with personality tests, and interviewers probe them with behavioral questions. Research shows they matter, but modestly: in Sackett and colleagues’ 2022 meta-analysis of hiring methods, overall conscientiousness had a validity of about .21 for predicting job performance, compared with .42 for structured interviews, the top predictor. Personality measured in a work context predicts better than general measures. For candidates, the best approach is to answer tests honestly and consistently and to prepare real examples that show conscientiousness and the traits the role needs. Below is what each trait means at work and how it shows up in hiring.
The five traits at work
| Trait | High scorers tend to be | At work |
|---|---|---|
| Openness to experience | Curious, imaginative, open to new ideas | Learning quickly, creative problem-solving, adapting to change |
| Conscientiousness | Organized, dependable, persistent, careful | Meeting deadlines, following through, quality and accuracy |
| Extraversion | Sociable, assertive, energetic | Networking, leading groups, sales and client-facing work |
| Agreeableness | Cooperative, trusting, considerate | Teamwork, customer service, resolving conflict |
| Emotional stability | Calm, resilient, even-tempered | Handling pressure, setbacks and criticism |
No profile is “best” for every job: a high-agreeableness, low-assertiveness profile may suit a support role better than a negotiation-heavy one.
What the research says about predicting performance
Sackett, Zhang, Berry and Lievens (2022) re-examined decades of hiring research and estimated how well each method predicts job performance (the operational validity, where 0 means no prediction and 1 perfect prediction). From their estimates, as summarized by Sackett and colleagues in 2023:
| Predictor | Validity |
|---|---|
| Structured interviews | .42 |
| Conscientiousness measured at work (“contextualized”) | .25 |
| Emotional stability, contextualized | .23 |
| Conscientiousness, general measure | .21 |
| Extraversion, contextualized | .21 |
| Agreeableness, contextualized | .19 |
| Openness, contextualized | .12 |
| Extraversion, general measure | .11 |
| Agreeableness, general measure | .10 |
| Emotional stability, general measure | .09 |
| Openness, general measure | .06 |
Two takeaways: conscientiousness is the most consistent personality predictor, and personality questions framed around work predict better than general ones. Personality is one input among several, which is why most employers combine it with interviews, work samples and other assessments.
How employers use personality tests
Personality tests are usually questionnaires where you rate statements such as “I like to have a detailed plan before I start a task.” Employers may use them to screen candidates, to guide interview questions, or for development after hiring. Good practice is to use tests designed and validated for hiring and relevant to the job, alongside other evidence.
How to approach a personality test
- Answer honestly and consistently. Many tests check for inconsistent answers, and a profile that doesn’t fit you won’t help you in the job.
- Think about yourself at work when the test is about work behavior.
- Don’t try to guess the “right” profile. Extreme answers to look perfect can stand out.
- Prepare to discuss your results if the employer shares them in an interview.
Interview questions that probe each trait
| Trait | Questions you might hear |
|---|---|
| Openness | “Tell me about a time you learned something new quickly.” “How do you approach change?” |
| Conscientiousness | “Tell me about a time you met a tight deadline.” “How do you make sure your work is accurate?” |
| Extraversion | “Tell me about a time you had to persuade a group.” “How do you build relationships with new colleagues?” |
| Agreeableness | “Tell me about a conflict with a coworker.” “How do you handle a difficult customer?” |
| Emotional stability | “Tell me about a time you handled a lot of pressure.” “How do you respond to criticism?” |
Answer with real examples using the STAR method. Related guides: how do you handle stress, how do you handle conflict, how do you handle criticism and words to describe yourself.
Frequently asked questions
What are the Big Five personality traits?
Which Big Five trait best predicts job performance?
Do employers use Big Five personality tests in hiring?
How should I answer a personality test for a job?
How do interviewers assess personality?
Sources
- Paul R. Sackett, Charlene Zhang, Christopher M. Berry and Filip Lievens, “Revisiting meta-analytic estimates of validity in personnel selection: Addressing systematic overcorrection for restriction of range,” Journal of Applied Psychology 107 (2022), 2040–2068.
- Paul R. Sackett et al., Revisiting the design of selection systems in light of new findings regarding the validity of widely used predictors, Industrial and Organizational Psychology (2023), Table 1. Read on 1 October 2026.
