Personality assessments
The gold standard in personality psychology · Decades of research in differential psychology
Big Five / OCEAN
The Big Five model measures personality through 5 fundamental traits drawn from decades of research in differential psychology. It's the most scientifically validated framework for assessing and predicting behaviour in both professional and personal contexts.
Category Psychometric traits (dimensional model)
Average cost Free (open-source IPIP) / Paid depending on publisher (NEO PI-R, BFI)
Certification required No for the IPIP versions — Yes for NEO PI-R (psychometric training recommended)
When to use it
Where it applies
- →Recruitment. Predicting job performance (notably through conscientiousness), assessing emotional stability and the ability to work in a team. Ideal for high-stakes roles where rigour and open-mindedness are key.
- →One-to-one coaching. Mapping natural strengths and development areas. An excellent starting point for a personal development plan — grounds objectives in objective data rather than subjective perceptions.
- →Team-building & management. Understanding complementary profiles, anticipating group dynamics (tension between personalities very high vs. very low in agreeableness or extraversion), optimising communication.
The underlying model
How the OCEAN model works
The model rests on 5 independent factors, each a continuum (low score ↔ high score). Results are expressed as continuous scores (percentiles), not as types — which allows for fine nuance, unlike typological models.
- OOpenness to experience. Intellectual curiosity, creativity, appetite for novelty. Low = pragmatic/conventional ↔ High = curious/creative.
- CConscientiousness. Organisation, rigour, self-discipline, reliability. Low = flexible/spontaneous ↔ High = organised/perfectionist.
- EExtraversion. Sociability, assertiveness, energy drawn from interaction. Low = introverted/reflective ↔ High = extraverted/dynamic.
- AAgreeableness. Cooperation, empathy, other-orientation. Low = competitive/direct ↔ High = cooperative/caring.
- NNeuroticism. Emotional stability vs. reactivity to stress. Low = stable/calm ↔ High = anxious/emotional.
References: ipip.ori.org (open-source IPIP version) · NEO PI-R (PAR).
Wrap-up
Strengths and limits
Strengths
- ✓The highest predictive validity of any personality model (meta-analyses spanning 50+ years).
- ✓Free, open-source versions available (IPIP-NEO) — accessible with no licence.
- ✓Continuous scores (no rigid categories) = nuance and precision in the debrief.
Limits and biases
- ✕Less intuitive for non-specialists than typological models like the MBTI — needs careful facilitation.
- ✕Sensitive to social desirability (a candidate can "optimise" their answers in an evaluation context).
- ✕Neuroticism is a delicate factor to communicate — it requires tact and a safe debrief setting.
Resources
Other personality assessments
Typological MBTI / 16Personalities 16 personality types from 4 Jungian dichotomies, team-building's tool of choice. Behavioural DISC / Colour Method 4 observable behavioural styles, widely used in management and sales. Psychometric SOSIE Crosses values, traits and professional interests — the French standard in executive recruitment. Deep motivations Enneagram 9 personality structures rooted in fundamental motivations and fears. Emotional intelligence EQ-i (Emotional Intelligence) The global standard for measuring emotional intelligence in leadership and executive coaching.
Want to go further with the Big Five?
Whether you are a candidate preparing for interviews or a company running a hiring process, this assessment can be built into your approach.