Model 5 personality Big Five in recruitment and personnel management

1. Definition of model 5 personality (Big five Personality Model)

Model 5 personality is an important tool to assess aspects different personality of a candidate and identify candidates that have really fit with the job or with the company or not. Five core elements that are the extrovert, the pleasant, openness, devotion and sensitivity

To make sure that you can remember all the correct name of the model; you can use the acronym the first letters form a name easy to remember as the SEA (OCEAN) in which O is for openness (Openness); C is the center's front (Coscientiouness); E is the extraversion (Extraversion); A is the pleasant (Agreeableness); N is the sensitivity (Neuroticism) or phrases CANOE (CANOE) with the same words as above.

Model 5 personality is the result of a number of independent research conducted in the late 1950s. But the model that we know today until the 1990s begin to form. There are many other research also derived from this model. For example, “5 ways” (The big five) of Lewis Glderg (a researcher, research Institute, Oregon). The model is mainly used in the field of business and even psychology research. 

2. The characteristics of the model 5

Each element of the model will represent a group include multiple types of behavior. Hr professionals often use the model this way to support the process of development of employees.  

2.1 openness (Openness)

Characteristics of this personality is focused on imagination and deep understanding. Those who have the above characteristics tend to be inquisitive or curious about everything around them. They are really creative, always willing to learn new things and focus to overcome the challenge.

Those who score high in this trait in model 5 tend to explore and creativity; on the contrary those who have low indicators tend to work according to traditional and usually dodge receptive of new ideas. 

2.2 devotion (Coscientiouness)

This characteristic is often described by the phrase as considerate; said control anger and have a clear goal. If you are a conscientious person, you are usually thoughtful; attention to detail, thoroughly prepared, the priority for the task which according to you is important and excitement to schedule private.  

On the contrary, the individual has the advantage of a low center usually don't like adhere to stereotypes and schedule; they don't care about things, is somewhat sloppy, and a bit of a mess. 

2.3 The extrovert (Extraversion)

When it comes to extrovert, we often think of are factors such as the elation; sociable; fond of saying; assertive and express many feelings.

Being an extrovert really well people that are very comfortable and full of energy when participating in the active social; excited to be the center of attention; is the start conversations and feel energetic when around people. 

Exotic fruits, introverts usually stay away from crowded places; feel exhausted when to communicate too much; they get stuck when starting the hộị phone and often think carefully everything before talking.  

2.4 The pleasant (Agreeableness)

Trust, altruism, kindness, sympathy is the basic personality of the pleasant. In other words, it is characteristic measurement harmony with others how. You are considerate, kind, and trying to reconcile or not? 

People with this personality are often friendly, cooperative, and enthusiastic. But those who are not pleasant, they often unapproachable and very little attention to other people's problems. 

2.5 sensitivity (Neuroticism)

Also known as a measure of emotional stability (Emotional Stability). Sensitive people tend to sadness, moodiness, and emotional instability. People who have high index of this personality often experience emotional instability and negative emotions.

3. The purpose of the assessment of the 5 personality 

For work: Score measuring emotions (OCEAN score) is often used to determine the task that suits you best. Specific, as if the work location of your current have too much pressure, you can feel stress and anxiety.  

That reason rooted in your personality does not fit with current work; so do you feel stress, anxiety, when to adhere to the target and the time to complete is put out. Through the measurement of personality based on model 5 personality; you can issue identified a new role or a new job fit your personality. 

For recruitment: Employers use tests to help determine exact capabilities of a candidate will fit with location-specific, and culture of the organization or not. For example, you look at the duties of a position and be able to assess whether the location is suitable to make as a group or independently, thanks to which you can determine the right candidate for that position.  

Because of the importance that, increasingly, many businesses have integrated model 5 in the recruitment process as a step effective screening to assess the degree of fit between candidates and vacancies. However, the deployment of personality assessment can be time consuming and lack consistency. That is why the hiring software modern as LV SureHCS Hiring 've built the test, personality assessment according to international standards (including the OCEAN), to help employers easily analyze, profile, match psychological characteristics with job requirements and give a more accurate determination – all in an automated process, fast, effective.

le app model 5 not only help businesses improve the quality of recruitment, but also contribute to building a team of sustainability, the right person – right job. In the context of the labor market increasingly competitive, understanding personality to put the right people in the right position is a strategic advantage.